A quantitative meta-analysis evaluated the effectiveness of occupational stress-reducing interventions. Forty-eight studies (n=3736) were included, with four intervention types: cognitive–behavioral, relaxation techniques, multimodal, and organization-focused. The analysis found a small but significant overall effect, with moderate effects for cognitive–behavioral and multimodal interventions, and small effects for relaxation techniques. Organization-focused interventions had no significant effect. The most significant outcomes were complaints, psychologic resources, and perceived quality of work life. Cognitive–behavioral interventions were found to be more effective than other types. The study concluded that stress management interventions are effective, with cognitive–behavioral approaches being the most beneficial. The results suggest that interventions targeting individual psychologic resources and responses are more effective than those focusing on organizational changes. The study also highlighted the importance of considering factors such as job characteristics, intervention type, and duration in determining the effectiveness of stress-reducing interventions. Overall, the findings support the use of cognitive–behavioral interventions for stress management in occupational settings.A quantitative meta-analysis evaluated the effectiveness of occupational stress-reducing interventions. Forty-eight studies (n=3736) were included, with four intervention types: cognitive–behavioral, relaxation techniques, multimodal, and organization-focused. The analysis found a small but significant overall effect, with moderate effects for cognitive–behavioral and multimodal interventions, and small effects for relaxation techniques. Organization-focused interventions had no significant effect. The most significant outcomes were complaints, psychologic resources, and perceived quality of work life. Cognitive–behavioral interventions were found to be more effective than other types. The study concluded that stress management interventions are effective, with cognitive–behavioral approaches being the most beneficial. The results suggest that interventions targeting individual psychologic resources and responses are more effective than those focusing on organizational changes. The study also highlighted the importance of considering factors such as job characteristics, intervention type, and duration in determining the effectiveness of stress-reducing interventions. Overall, the findings support the use of cognitive–behavioral interventions for stress management in occupational settings.