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Human resource management research in healthcare: a big data bibliometric study

Xiaoping qin.

1 School of Health Policy and Management, Chinese Academy of Medical Sciences and Peking Union Medical College, Beijing, 100730 China

Yu-Ni Huang

2 College of Medical and Health Science, Asia University, Taichung, 41354 Taiwan

Kaiyan Chen

3 Department of Education, Peking Union Medical College Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, 100730 China

4 Department of Innovative Medical Research, Hospital Management Institute, Chinese People’s Liberation Army General Hospital, Beijing, 100853 China

Richard Szewei Wang

5 Affiliation Program of Data Analytics and Business Computing, Stern School of Business, New York University, New York, 10012 United States of America

6 Tsinghua-Berkeley Shenzhen Institute, Tsinghua University, Shenzhen, 518055 China

Bing-Long Wang

Associated data.

All data and materials generated or analysed during this study are included in this published article.

Human resource management (HRM) in healthcare is an important component in relation to the quality and efficiency of healthcare delivery. However, a comprehensive overview is lacking to assess and track the current status and trends of HRM research in healthcare. This study aims to describe the current situation and global trends in HRM research in healthcare as well as to indicate the frontiers and future directions of research. The research methodology is based on bibliometric mapping using scientific visualization software (VOSviewer). The data were collected from the Web of Science(WoS) core citation database. After applying the search criteria, we retrieved 833 publications, which have steadily increased over the last 30 years. In addition, 93 countries and regions have published relevant research. The United States and Australia have made significant contributions in this area. Current research articles focus on topics clustered into performance, hospital/COVID-19, job satisfaction, human resource management, occupational/mental health, and quality of care. The most frequently co-occurring keywords are human resource management, job satisfaction, nurses, hospitals, health services, quality of care, COVID-19, and nursing. There is limited research on compensation management and employee relations management, so the current HRM research field still has not been able to present a complete and systematic roadmap. We propose that our colleagues should consider focusing on these research gaps in the future.

Introduction

Among the many management elements, people are the most dynamic and active element, and they are an important asset in organizations [ 1 ]. The term “human resources” was first coined by the academic Peter F. Drucker in 1954 [ 2 ]. The key function of human resources management (HRM) is to “put the right people in the right jobs at the right time” [ 2 ]. HRM refers to the planned allocation of human resources in accordance with the requirements of organizational development through a series of processes, such as recruitment, training, use, assessment, motivation, and adjustment of employees, to mobilize their motivation, bring into play their potential and create value for the organization [ 1 ]. Ensuring the achievement of the organization’s strategic objectives, HRM activities mainly include human resource strategy formulation, staff recruitment and selection, training and development, performance management, compensation management, staff mobility management, staff relationship management, staff safety and health management, etc. Similarly, modern healthcare management has human resources as the core. The HRM level in hospitals is related to the quality and efficiency of medical services provided by hospitals, which is also the core of internal hospital management and the focus of health macro management [ 3 ].

The World Health Organization (WHO) states that health systems can only work with the help of health workers, and that improving the coverage of health services and realizing the right to the highest standard of health depends on the availability, accessibility, acceptability and quality of health workers [ 4 ]. In response to evolving characteristics in socio-economic development and the human resource market, healthcare system personnel reforms are evident in three key areas: first, decentralization and flexible employment practices grant hospital managers greater decision-making autonomy concerning priorities and access to medical resources. However, they also impose quantitative and functional constraints on physicians' working hours, career planning, and medical payment systems. Second, a focal point is the rational allocation of technical staff to achieve efficiency while controlling labor costs. Finally, hospital organization change and restructuring are prevalent. Many European countries have unionized hospital employees, limiting the ability to establish independent incentives and rewards. In contrast, U.S. hospital employees often do not belong to specific organizations, leading cost control efforts to revolve around adjusting the allocation of technical staff and employee numbers to reduce labor expenses [ 5 – 7 ].

The current global trend in the number of publications on HRM in healthcare is rising. However, there are currently several problems in HRM research. The following issues mainly exist: (1) the expertise and professionalism of HRM managers are limited. (2) Theoretical methods and technical applications are weak. (3) Insufficient regulation of regulations, systems and procedures. (4) Management is mainly at the level of operational work, and functions are too fragmented [ 8 , 9 ]. Although hospitals worldwide generally recognize the importance of HRM, they do not pay sufficient attention to it. The management of human resources is also stuck in the previous understanding that its work is carried out only by transferring positions in hospitals, promoting and reducing the salary of employees and a series of other operations [ 10 ]. Most senior management in hospitals have comprehensive medical knowledge; some are experts in a particular field. Still, they lack expertise in HRM, which makes them work in a transactional way in HRM. There is also currently a general health workforce imbalance in countries worldwide. The lack of well-being of healthcare workers is particularly problematic in foreign healthcare institutions [ 11 ], and to reduce costs, some organizations have reduced staffing levels. In turn, because of lower quality of service, the morale of healthcare providers often suffers. Patient satisfaction may decline [ 12 ]. In the process of data gathering, we found that the literature related to HRM in healthcare is still under-reported and that the research topics are scattered, and there is still a lack of generalization and summary of these literatures [ 13 ]. There is no systematic theoretical support in the current research, which defines the perspective that researchers should take when analyzing and interpreting the data to be collected, leading to biased interpretations of the results, and does not allow other researchers to combine the findings with existing research knowledge and then apply them to practice [ 14 ]. Second, data collection was not rigorous, and the downloading strategy was not appropriate to achieve completeness and accuracy of data. There is also a lack of information and incomplete use of features in the presentation of knowledge maps and visualization results [ 15 ].

Therefore, the aims of this study are the following; first, we provide a new way of viewing the field of healthcare HRM and its associations by examining co-occurrence data. Second, we relate our evolutionary analysis to a comprehensive future research agenda which may generate a new research agenda in healthcare hospital HRM. This review, therefore, focuses on illuminating the research frontiers and future roadmap for healthcare HRM research [ 16 , 17 ].

Materials and methods

This study provides a bibliometric analysis of the HRM research literature in health care over a 30-year period to describe the landscape and trajectory of change in the research field. The methodology used for this overview is based on bibliometric mapping [ 18 , 19 ], a visualization technique that quantitatively displays the landscape and dynamic aspects of the knowledge domain [ 20 ]. Data were collected from the Web of Science (WoS) core citation database. Two Java-based scientific visualization software packages (CiteSpace and VOSviewer), developed by Chaomei Chen and Van Eck and Waltman, were used to analyze the data [ 18 , 21 ].

The data for this study were retrieved from the Web of Science on 28 September 2022. Web of Science was chosen as the search engine, because it is the most widely accepted and commonly used database for analyzing scientific publications [ 22 ]. The keywords “human resource management” and “healthcare organization” were used as search topics. First, to get a complete picture of HRM research, we searched all the literature from 1977 to the date of the search.

Eight hundred thirty-three publications on HRM in healthcare organizations were identified (Fig.  1 ). We excluded publications before 1990, because the two documents before 1990 did not include complete information. In addition, articles, review articles, and early access articles were included in the study. To minimize language bias, we excluded literature published in languages other than English. Each publication in WoS contains detailed information, including the year of publication, author, author’s address, title, abstract, source journal, subject category, references, etc. A detailed description of the contents of the database preceded the bibliographic analysis. For example, some authors presented their names in different spellings when submitting articles, so reviewing and integrating the data in detail was necessary. A total of 718 publications were included and exported to VOSviewer and CiteSpace software to analyze the following topics: global publishing trends, countries, journals, authors, research orientations, institutions, and quality of publications.

Research flow chart of the bibliometric analysis

Introduction to CiteSpace and VOSviewer

VOSviewer is a software tool for building and visualizing bibliometric networks. It was developed by Van Eck and Waltman [ 21 ]. In VOSviewer, metric networks can be visualized and analyzed for factors, including journals, researchers, or individual publications. They can be constructed based on citations, bibliographic couplings, co-citations, or co-authorship relationships [ 21 ].

Global publication trends

Number of global trends.

After applying the search criteria, we retrieved a total of 718 articles. Figure  2 a shows the increase in articles from 1 in 1977 to 108 in 2021. To predict future trends, a linear regression model was used to create a time curve for the number of publications throughout the year, and the model fit curve for the growth trend is shown in Fig.  2 b. The trend in the number of publications fitted the time curve well at R 2  = 0.8802. The R-squared value is a measure of how well the trend line fits. This value reflects the degree of fit between the estimated value of the trend line and the corresponding actual data; the better the fit, the more reliable the trend line is [ 23 , 24 ]. Based on the model’s trends, it is also predicted that the number of articles on HRM in healthcare will increase to approximately 300 by 2030, an almost threefold increase compared to 2021.

a Total number of publications related to HRM research. The bars indicate the number of publications per year. b Model fitting curves of global publication trends. c Top 10 countries of total publications. d Distribution world map of HRM research

Country and regional contributions

Figure  2 c, d shows the number of publications and the world distribution of the top 10 countries in total publication numbers. The USA contributed the most publications (172, 24.2%), followed by Australia (86, 12.0%), the UK (83, 11.6%), and China (78, 10.9%).

Total number of citations

The USA had the highest total number of citations of all included publications (5195) (Table ​ (Table1), 1 ), while the UK ranked second (2661), followed by Australia (1960) and the Netherlands (1271). The detailed rankings and numbers are shown in Fig.  3 a and Table ​ Table1 1 .

Contributions in publications of countries

a Top 10 countries of average citations for each article. b Average number of citations. c Top 10 countries of the H-index

Average citation frequency

Belgium had the highest average number of citations (49.26), followed by the UK (32.06), the USA (30.2), and Canada (27.13), as shown in Fig.  3 b.

Total citations and the h-index reflect the quality of a country’s publications and academic impact[ 25 ]. Figure  3 c shows the ranking of the h-index, where the top country is the USA (h-index = 36), followed by the UK (h-index = 27), Australia (h-index = 23), and Canada (h-index = 22).

Analysis of publications

Table ​ Table2 2 shows the top 10 journals for publications on HRM in healthcare, with 54 articles published in “International Journal of Human Resource Management”, 44 articles published in “BMJ Open”, 30 articles published in “Journal of Nursing Management”, and 24 articles in “BMC Health Services Research”.

Top 10 journals of publications related to HRM research

Table ​ Table3 3 shows the top 10 most published authors with 96 articles/reviews in the last decade, representing 13.4% of all literature in the field. Timothy Bartram from Australia has published 19 papers, followed by Sandra Leggat from Australia, Stanton P from the USA, and Townsend K from the UK with 13, 11, and 10 papers, respectively. All researchers listed as authors were included in this term for analysis, regardless of their relative contribution to the study. Notably, we have included all authors in this analysis regardless of their relative contribution to the study.

Top 20 authors of publications

Research orientation

Figure  4 a shows the top 10 research orientations of the 100 research orientations. The most common research orientations were management (193 articles), nursing (107 articles), health policy services (105 articles), and health care sciences services (201 articles).

a Top 10 research orientations and the number of publications in each orientation. b Top 20 institutions with the most publications

Institutions

Figure  4 shows the top 20 institutions with the most published papers. La Trobe University has the highest number of articles with 24, followed by the University of London (23) and Griffith University (18).

Co-occurrence analysis

In the keyword mapping on HRM research in healthcare, the size of the nodes represents the frequency, while the line between the nodes reflects the co-occurrence relationship. A total of 1914 keywords were included, and 59 met the criteria. All keywords were grouped into six clusters: performance (light blue cluster), job satisfaction (red cluster), quality of care (blue cluster), human resource management (brown cluster), occupational/mental health (purple cluster), and hospital/COVID-19 (green cluster) (Fig.  5 ).

Co-occurrence analysis of HRM research in healthcare

The most prominent themes in HRM research in healthcare are as below. In the “Performance” cluster, the keywords which have the greatest co-occurrence strength were “performance”, “systematic review”, “decentralization health system” and “motivation”. The main keywords in the “Job Satisfaction” cluster are “job satisfaction”, “organizational commitment”, “transformational leadership” and “turn over”. In the “Quality of care” cluster, the keywords that stand out are “quality of care”, “patient safety”, “high-performance work system”, “quality management” and “patient satisfaction”. In the “Human resource management” cluster, the prominent keywords include “human resource management”, “health policy”, “public health”, and “education and training”. In the “Occupational/Mental Health” cluster, the prominent keywords are “Occupational health”, “mental health”, “well-being” and “burnout”. The main keywords in the “Hospital/COVID-19” cluster were “hospitals”, “COVID-19” “workforce” and “qualitative research”.

Global trends in HMR in healthcare

Our study of HMR research in healthcare illustrates current and global trends in publications, contributing countries, institutions, and research orientations. The field of HMR research has evolved over the past three decades. However, as this study shows, the number of publications steadily increases yearly, with 93 countries or regions publishing in the field, suggesting that research focusing on HMR research and providing in-depth knowledge will likely increase.

Quality and status of publications worldwide

We find that most publishing countries are developed countries, but developing countries are catching up. The total citation rate and the h-index reflect the quality and scholarly impact of a country’s publications [ 25 ]. According to our study, the US ranks first among other countries in total publications, citations, and h-index, making the most substantial contribution to global HRM research. The UK and Canada also contribute significantly, with impressive total citation frequencies and h-index, especially the UK, which ranks second in average citation frequency. However, some countries, such as Belgium, Canada and Australia, also play an important role, given their high average citation frequency. In developing countries, HRM research has also served as a guide for hospitals to improve the quality of care. The study will serve as a reference for developing countries to learn from the experience of developed countries as their economic development gradually catches up with that of developed countries.

The impact and prestige of the journals can be seen in the number of articles published in the field and the influential journals in healthcare HRM research, including the BMC Health Services Research, the Journal of Nursing Management, the International Journal of Human Resource Management, the Health Care Management Review, and the Journal of Health Organisation and Management. These high-quality journals are thus the main source of information for researchers in this field on the latest developments in HRM in healthcare.

The study shows that almost all of the top 20 institutions come from the top five countries with the most publications, with the majority coming from the US, Australia and the Netherlands, reflecting the great academic influence of these three countries in the field of HRM in healthcare. These institutions play an important role in raising the academic performance of a country. Furthermore, the top 20 authors represent research leaders who are likely to impact the future direction of research significantly. Therefore, more attention should be paid to their work to stay abreast of the latest developments in the field.

Research Focus on HRM

Keywords play a crucial role in research papers as they contain vital information [ 26 ]. A systematic analysis of keywords within a specific research domain offers valuable insights into trends and focal points across various research areas [ 27 ]. Moreover, co-occurrence analysis relies on the number of joint publications to evaluate relationships among the identified keyword domains. As a result, it serves as an effective method for predicting future trends and focal points within the research areas of interest. These findings are expected to inspire more researchers to contribute to the future of HRM research in healthcare [ 28 ].

In this study, a total of six research domains were eventually summarized. Performance, Hospital/COVID-19, Job Satisfaction, Human resource management, Occupational/Mental Health, and Quality of care. By visualizing the analysis results, we can easily further clarify future trends. As the co-occurrence diagram shows, the keywords “Organizational culture”, “Patient safety”, “Nursing”, “Leadership”, “Quality of care” and “Hospitals” are highlighted as larger icons, so that investment and demand for quality research are necessary for the context of these six research directions.

Six modules and research directions in human resources

This study found that the visual clustering results and the keywords that emerged from the clusters were closely related to the HRM module s described in “Human Resources Management: Gaining a Competitive Advantage” by Noe. R . [ 29 ]. The modules have been cited in HRM research and are used as textbooks in universities [ 30 – 33 ]. Some of the keywords in each cluster correspond to human resource planning, performance management, recruitment and staffing, and training and development, respectively. The explanation of the HRM modules is described in the next paragraph. However, there are no explicit keywords in the modules related to employee relations management and compensation management results. This may be due to the private nature of the compensation structure in healthcare organizations during data collection, making it unavailable.

The explanation of the HRM modules [ 29 ]

• Human resource planning is the starting point of HRM. It helps the organization forecast future personnel needs and their basic qualities, primarily through planning.
• Recruitment and staffing, with HR planning as the input, is equivalent to the organization’s blood, nourishing the organization and solving the problem of staffing and staff matching.
• Training and development, with the “education” theme.
• Performance Management is at the heart of the six dimensions. It is also the primary input to the other dimensions.
• Compensation management aims to motivate employees to solve the company’s problems.
• Employee relations management aims to manage people and help the company form an effective cycle of rational human resource allocation.

Human resource planning

Human Resource Plan (HRP) stands for the implementation of the HR development strategy of the enterprise and the accomplishment of the enterprise’s goals, according to the changes in the internal and external environment and conditions of the enterprise, through the analysis and estimation of the future needs and supply of human resources and the use of scientific methods for organizational design, as well as the acquisition, allocation, utilization and maintenance of HR and other aspects of functional planning. HRP ensures that the organization has a balance of HR supply and demand at a needed time and in a required position, and achieves a reasonable allocation of HR and other resources to effectively motivate and develop of employees [ 34 ].

Decentralization health system, organizational culture/structure are high-frequency words in the clustering results related to “human resource management”. It is important to assess the extent to which decentralization can be used as a policy tool to improve national health systems. For policymakers and managers, based on relevant literature and research as well as country experience analysis, the experience of decentralization in relation to the organization and management of healthcare services is considered a forward-looking and pioneering concept capable of achieving optimal allocation of HR and other resources, in addition to the need to focus more on ex-ante and ex-post incentive development to deliver a 1 + 1 > 2 HRM effect [ 35 ]. HRP is the starting point and basis for all specific HRM activities. It directly affects the efficiency of the overall HRM of the enterprise. It is, therefore, taken as the primary job requirement for HR managers [ 36 ]. Organizational culture/structure significantly impacts the healthcare sector, such as excellence in healthcare delivery, ethical values, engagement, professionalism, cost of care, commitment to quality and strategic thinking, which are key cultural determinants of high-quality care delivery [ 37 ]. Therefore, as with other for-profit organizations, healthcare organizations must ensure that their organizational structure functions effectively to achieve their strategic goals. The organization formulates and implements HRM, an important task to achieve the development strategy goals.

Staff recruitment and allocation

Recruitment and staffing are the first steps in hospital HRM activities. Under the guidance of the organization’s human resources development plan, potential staff who meet the development conditions are attracted. Through the scientific selection of outstanding personnel, a platform with guaranteed treatment and development prospects is provided to ensure that the team of the healthcare organization is built solidly and meets the development needs. From the findings of this study, the keywords “workforce” and “workload” appear as high-frequency keywords in the co-occurrence analysis. Still, keywords related to traditional staff recruitment (e.g., analysis of recruitment needs, job analysis, competency analysis, recruitment procedures, and strategies) do not appear often. Recruitment and staffing are the prerequisites of human resources work. They bring a new dynamic source to healthcare organizations while complementing staff, making the organization full of vitality and vigor, facilitating organizational innovation and management innovation and helping improve the healthcare organization’s competitive advantage [ 38 ]. Recruitment and staffing, as a part of HR, directly impact the successful running of daily activities.

Training and development

Human resource training is an important component of quality and safety in the health care system. The keyword “education and training” shows a high frequency of co-occurrence in the clustering results of analysis, corresponding to the module “training and education”. However, it is connected to the keywords “human resource management” and “health policy”, and is in the same cluster with” public health”, “health care management”, and the distance between the lines and dots indicate that these topics are closely related, proving the importance of education and training in the HRM of health systems. Healthcare organizations (especially for non-professionals and caregivers) can improve the performance of their employees by enhancing their capabilities, knowledge and potential through learning and training, so that they can maximize their qualifications to match the demands of their work and advance their performance [ 39 , 40 ].

Performance management

Performance management, the core of the six modules, is also featured in the clustering results. Although this is an important focus for HR professionals, few studies have explored the link between HRM and health sector performance [ 6 ], the results show “performance” and “motivation”. The effectiveness of performance management is an important component of HRM, which effectively improves the quality of care in healthcare organizations/institutions [ 6 ]. Focusing on the effectiveness of performance management is considered to be crucial. First, as an integral part of HRM within an organization, it can help the organization meet its goals. Second, ineffective approaches can lead to negative attitudes among employees (including clinicians, nursing staff, administrators, etc.) and adversely affect performance due to decreased satisfaction among employees and patients. Third, given the increasing quality and cost reduction pressures on healthcare organizations, conducting further research on performance management and effectiveness is critical [ 41 ]. However, it is clear from our results that healthcare organizations have recognized the importance of performance management and are pursuing “high performance”. Although the topic of performance management in HRM in healthcare is one of the research priorities, the number is lacking and more discussion on performance management should be suggested for future research.

Compensation management

Compensation is an important tool to motivate employees to work hard and to motivate them to work hard. The results of the database's bibliographic analysis show that no keywords directly involved compensation. This indicates that “compensation management” has not been considered a hot topic or a research issue over 30 years of available literature. To clarify the content of this module, we further searched the database of 718 articles with keywords, such as compensation, remuneration, salary, etc., and found that only 35 of them mentioned or discussed compensation, and some years (e.g., 2018, 2009) even had no relevant literature being published. However, issues such as fairness of compensation management and employee compensation satisfaction are still important issues of concern to business management academics [ 42 , 43 ]. The actual situation is that it is difficult to conduct research on compensation management. Most organizations keep their employees’ compensation confidential, and when conducting research, HR managers avoid talking about their employees’ compensation or leave it vague, rendering it impossible for researchers to conduct further research.

Employee compensation is one factor that has the greatest impact on organizational performance. In the future, organizations should be encouraged to scientifically structure their compensation management and empower academic research to establish and implement fair compensation management systems based on empirical research while maintaining the privacy and security of organizational information.

Employee relations management

The connotation of employee relations management involves organizational culture and employee relations, as well as the coordination of the relationship between employers and employees. Healthcare organizations have complex structures with employees with varying skills, tasks or responsibilities, and such conflicts are often managed through the communication skills of administrative staff [ 44 ]. Although the keywords related to “employee relations management” did not occur in this study's analysis results, the six HRM modules are closely related. Therefore, this does not mean that no description of employee relations management was completely absent in the retrieved articles. It is clear that there is currently a lack of research on employee relations management in the healthcare field. Still, with the continuous development of the healthcare industry, it faces multiple challenges. If employee relations are not handled properly, healthcare organizations with social responsibility will face great public pressure, which will even affect the quality of healthcare services and performance, so it is especially important to strengthen the research on employee relations management.

This study inevitably has some limitations, the first of which arises from using quantitative methods to review documents in the field of HRM. The review relied on an analysis of the bibliographic data associated with the documents rather than a review of the research findings. The impact of the study was, therefore, limited to the general direction of developments in the field, rather than a synthesis of research findings. As a result, we may have missed some publications due to database bias. Second, most of the publications identified were in English and some articles relevant to other languages have not been included. Third, Since HRM exists in a wide range of industries and research areas, although researchers have set the screening criteria as detailed as possible, there may still be some literature that has not been detected.

This study describes the current state and global trends in HRM research in healthcare. The United States has made significant contributions in this field, establishing itself as a global leader. It is foreseeable that more and more publications will be published in the coming years, which indicates that HRM research in healthcare is booming. The analysis results of this study echoed the modules of HRM. It can be seen that in the current HRM research, many topics have been of interest. However, the focus and hotspots of the research are scattered, and there is presently no systematic research on the content of HRM in healthcare.

Acknowledgements

The authors thank the Editor-in-Chief and the referees for their helpful comments which help to improve our manuscript significantly.

Author contributions

BW, ZH and LLconceived of the presented idea. BW, developed the theory. BW, YH, RW, KC and XQ collected the data and discussed the results. BW and YH encouraged XQ to investigate the hospital management field and supervised the findings of this work. All authors discussed the results and contributed to the final manuscript.

This research was supported by Chinese Academy of Medical Sciences and Peking Union Medical College, China (Grant number: 2021-RC630-001).

Availability of data and materials

Declarations.

There are no human or animal studies in this manuscript, and no potentially identifiable human images or data are presented in this study.

Not applicable.

The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.

Publisher's Note

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The research–practice gap in the field of HRM: a qualitative study from the academic side of the gap

• Review Paper
• Published: 15 June 2020
• Volume 15 , pages 1465–1515, ( 2021 )

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• Jesús de Frutos-Belizón   ORCID: orcid.org/0000-0002-3194-6910 1 ,
• Fernando Martín-Alcázar 1 &
• Gonzalo Sánchez-Gardey 1  

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In recent studies, researchers agree that there is a substantial gap between research and practice in the field of human resource management (HRM). The literature exploring the causes and consequences of this gap does not represent a finely structured discourse; it has focused on analysing the gap from the practitioner side, and it is based on opinions and theoretical discussions rather than on empirical evidence. In this paper, we try to shed some light on this so-called “valley of death”. We attempt to identify the causes underlying the disconnect between academics and professionals in our field by drawing on empirical qualitative evidence obtained from interviews with 15 expert academics in the field of HRM. Thus, the approach presented in our work differs from that of the prior literature in that it is focused not on the opinions of individual authors but on the personal experiences of a larger expert sample composed of independent, experienced scholars in the area. Based on in-depth semi-structured interviews, we analyse the factors explaining why academics are not always willing to focus their research on professional needs or orientate their research outputs to the practitioner community.

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Acknowledgement

This study has benefited from financing from the Research Project ECO2014-56580-R of the Spanish Ministry of Economy and Competitively, and the Research Projects P12-SEJ-1810 from the Andalusia Government (Spain) and PR2016-018 (Research Projects University of Cadiz).

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The authors appear in alphabetical order and have contributed equitably to this work.

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Department of Business Management, University of Cádiz, Cádiz, Spain

Jesús de Frutos-Belizón, Fernando Martín-Alcázar & Gonzalo Sánchez-Gardey

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• Notes: The academics interviewed appear in alphabetical order. This order is not related to the number assigned to each academic interviewed. All information about the interviewees was obtained through Elsevier’s Scopus database and public information in their CVs
• *The Centre for Performance-led HR (CPHR) at Lancaster has been successful at bringing together world–class academic experts to work with top HR directors to overcome the most pressing issues facing senior HR specialists. It is a unique partnership between Lancaster University Management School and major corporations and was nominated as one of five Outstanding Employer Engagement Initiatives in the 2009 Times Higher Education Awards
• **NIHR Patient Safety Translational Research Centres (PSTRCs) work to pull advances in basic research with potential relevance to patient safety into an applied research setting
• ***The LINK Research Institute, based at Dublin City University Business School, sets out to understand the factors that contribute to successful organisations, both private and public, in Ireland and internationally. The LINK Research Institute enjoys mutually beneficial collaborations with a wide range of organisations. This includes various consulting projects with a wide range of organisations such as: Fáilte Ireland, Enterprise Ireland, The Electricity Supply Board, The Health Service Executive, The Department of Social Protection, Novartis, Intel, Mars, Airbus and Pfizer
• ****The Global Future of World Foundation aims to help Business, Academia and Goverments around the globe to prepare the workforce of the future for a sustainable world by detecting and predicting trends and paradigms for successful transformation ( http://globalfutureofwork.com/ )
• + The Institute for Business Research serves as the hub for externally funded business research within the Broad College of Business, and as part of the Michigan State University (MSU) campus-wide research infrastructure, collaborates with other MSU Colleges/Departments as well as the Offices of Regulatory Affairs, MSU Technology, Sponsored Programs, Business Connect and Contract and Grant Administration
• ++ The People Management Center (PMC) is an organization located with the department of Human Resource Studies at Tilburg University, which serves as a platform for global HR excellence to connect staff and students of the department, TIAS Business School and the business partners in the HR field

Appendix 2: Interview guide

According to your research experience, do you consider that research is individual or collective? What individuals or agents do you collaborate with in the development of your research projects?

Could you say that you have a stable research group? Do you have stable relationships with agents outside the group?

Could you briefly describe how work is normally organized in the research projects in which you participate?

Do you engage with professional partners in the development of research? How was this experience? What difficulties and benefits did you find in these collaborations?

Normally, what motivates your choice of research topics?

Could you specify the different steps of the research processes conducted in your group?

Which of them do you think are more important?

Do you think your research is relevant to the professional community?

Have you ever carried out a research project collaboratively with the professional community?

Do you consider that research in our field must be produced only for academics? Is it considered possible or viable to produce research jointly with the professional community?

How much time would you say that the whole process takes, from the time you have a stimulus to research until the time an output is generated?

What specific steps of the process do you feel are more time-consuming?

Do you usually change your research ideas and initial impressions after contrasting them with the rest of the members of your research team? Do you also do this with non-academic agents?

Does your research group have formal procedures (such as regular meetings) established? Do they incorporate external agents?

Could you say that the group has established routines to develop research activities?

Does your research team have a strong shared culture?

What do you think are the skills, knowledge or experience necessary to carry out a successful academic career? How would you describe a successful researcher in terms of knowledge, skills and experience?

How are these skills distributed in your group? Are there members specialized in some specific activities or phases of the research process?

How would you describe internal relationships within your research team?

Have you ever had communication problems between the members of the unit? How would you describe your communication with external and/or professional agents?

How is your research normally funded?

Do you receive funding from non-academic institutions, such as firms or professional foundations?

How do you think that the prevalent academic culture affects the development of your research?

Could you describe the process through which your research results are disseminated?

What are the criteria used to select the specific means through which research results are disseminated? To what extent do you make use of non-academic or professional channels?

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de Frutos-Belizón, J., Martín-Alcázar, F. & Sánchez-Gardey, G. The research–practice gap in the field of HRM: a qualitative study from the academic side of the gap. Rev Manag Sci 15 , 1465–1515 (2021). https://doi.org/10.1007/s11846-020-00397-x

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Recognizing the Human in Resource Management

Certificate graduate ana kutle incorporates psychology background in hr, hospitality.

“Psychologists and human resources professionals each strive toward building organizational culture and fostering workplaces that are appealing to both existing employees and outside talent,” according to a 2023 article on Indeed.com . “Industrial-organizational psychology is a subfield of psychology in which professionals study human behavior in the workplace. Researchers in this field focus their efforts on understanding the principles of behavior on an individual and group scale, so practitioners can apply this knowledge in the workplace and identify solutions to organizational challenges.”

Ana Kutle found a way to combine these career interests—work organization and improving team dynamics and human resources (HR) in general—in her growing career in the global hospitality industry. As the director of operations at The Jay Hotel’s Autograph Collection, she leverages the strengths and virtues of individuals and teams to help them and the organization thrive together.

A Croatia native, Ana says, “I had always wanted to work in the United States, so when I had the chance to spend some time in San Francisco, I enthusiastically applied for hotel positions. I secured a role as a front desk manager at a charming, classic hotel on Union Square, the Villa Florence [Editor’s Note: The hotel has since been converted to The Barnes], where I began to learn about the work culture and labor laws in the U.S.”

Ana began gaining the basic knowledge needed for her HR career path. And with the help of our Certificate Program in Human Resource Management , she would advance in her various hospitality roles .

Hospitality and Human Resources

In 2017, Ana earned a Cornell Certificate in Hospitality Management , which provided her with tools and knowledge not only in front desk and housekeeping operations, but also in sales, revenue management and the strategic aspects of the hotel industry. She says that certificate also highlighted the importance of effectively managing human resources.

Ana looks back on her time working with Proper Hospitality as being an incredibly formative experience, where she held positions from sales and revenue coordinator to housekeeping manager, to director of housekeeping. “Through the experience with Proper, I managed various human resources tasks, including training and development, onboarding and hiring,” she recalls.

It was at this point in her career that Ana decided to shift focus to people management aspect and to complete our Certificate Program in Human Resource Management .

“I started to think about pivoting my career toward human resources and believed that this program would be a valuable tool in achieving that goal,” Ana tells me. “ UC Berkeley is a prestigious institution , and I was impressed by the high quality of the program. The courses were well-designed and applicable to real-world situations.”

Ana soon found that holding our HR certificate and one in hospitality were crucial to advancing to an executive position in the hotel industry and growing into more senior roles, such as the director of rooms. Her tasks in this management role included:

driving the Forbes luxury hospitality trainings for Proper’s front desk, concierge, valet, bell, security and housekeeping staff

being part of a task force for new hotel openings

serving as safety committee chair, implementing safety initiatives that resulted in a lower number of accidents on property.

“The certificates provided me with essential industry knowledge and skills that contributed to my career development,” she concurs. 

For a brief time, she left the hospitality industry to apply her skills as director of operations, or chief of staff, for a ultra-high-net-worth (UHNWF) family’s private estate. As chief of staff, Ana was responsible for two properties: leading all projects and managing day-to-day property operations, event planning, travel management and coordinating construction projects, from small renovations to new construction. During this time, she was also responsible for overseeing the recruitment, payroll and benefits processing for this family office.

By the time Ana returned to the hotel industry, she had honed her people management skills for interviewing others, had created job ads on different recruiting platforms, conducted comparative salary research and learned to use Zenefits as benefits administration platform.

HR Management Courses for a Pivot 

Essentials of Human Resources Employee Recruitment, Selection and Placement Talent Management and Workforce Development Human Resource Systems and Technology Employment Law Total Rewards Employee Relations

Reflecting on her career path, one course—and an instructor—in particular made a lasting impact on her career growth: Human Resource Systems and Technology .

“Human Resource Systems and Technology instructor Terri Lynn Cardona was exceptionally knowledgeable,” Ana commends. “She brought in real-life examples, we had great group assignments and she hosted engaging speakers. I gained insights into how human resources processes are deeply rooted in technology and systems. This knowledge enabled me to enhance the efficiencies of the systems within my organization.”

These enhancements involved the creation of more structured onboarding guides, improvements in the performance management systems and staying current with labor laws, which have all proven to be highly beneficial to Ana’s career growth. The certificate program also helped her tap back into her psychology background as she already understood the principles of human behavior and is able to apply her knowledge in different ways in the workplace.

In April 2023, she joined The Jay in San Francisco as their director of operations.

Building on her experience as a chief of staff for the private estate, Ana adds, “The human resource management certificate allowed me to have a comprehensive understanding of HR systems and technology. This was helpful when I learned to use the Marriott recruitment and training systems.

“The knowledge I accumulated during the program inspired me to create more structured onboarding guides for new colleagues and a library of standard-procedure protocols that are currently in use.”

Continuing to Grow in HR

“The reason I want to pivot to HR is simply that I love it and believe I do a good job managing human resources,” Ana tells me about her dedication to this path. “I perfected the implementation of Forbes luxury hotel trainings, and I love developing people and supporting them as they grow in their careers.”

By working on the HR training tools, Ana has helped her colleagues also succeed in the workplace. Her current goals include becoming a human resources director for a hospitality group.

“I chose to pursue something that genuinely interests me,” she reflects. “As a result, I realized that the areas of training and development are very dear to me and give me personal fulfillment. Promoting colleagues internally and supporting their careers is incredibly rewarding.”

Stay up to date with courses and trends in Human Resource Management

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Overlapping Skills Aid in Career Transition

Polishing a Business Analysis Toolkit

View the discussion thread.

Here’s how you know

• U.S. Department of Health and Human Services
• National Institutes of Health

Meditation and Mindfulness: Effectiveness and Safety

.header_greentext{color:green!important;font-size:24px!important;font-weight:500!important;}.header_bluetext{color:blue!important;font-size:18px!important;font-weight:500!important;}.header_redtext{color:red!important;font-size:28px!important;font-weight:500!important;}.header_darkred{color:#803d2f!important;font-size:28px!important;font-weight:500!important;}.header_purpletext{color:purple!important;font-size:31px!important;font-weight:500!important;}.header_yellowtext{color:yellow!important;font-size:20px!important;font-weight:500!important;}.header_blacktext{color:black!important;font-size:22px!important;font-weight:500!important;}.header_whitetext{color:white!important;font-size:22px!important;font-weight:500!important;}.header_darkred{color:#803d2f!important;}.Green_Header{color:green!important;font-size:24px!important;font-weight:500!important;}.Blue_Header{color:blue!important;font-size:18px!important;font-weight:500!important;}.Red_Header{color:red!important;font-size:28px!important;font-weight:500!important;}.Purple_Header{color:purple!important;font-size:31px!important;font-weight:500!important;}.Yellow_Header{color:yellow!important;font-size:20px!important;font-weight:500!important;}.Black_Header{color:black!important;font-size:22px!important;font-weight:500!important;}.White_Header{color:white!important;font-size:22px!important;font-weight:500!important;} What are meditation and mindfulness?

Meditation has a history that goes back thousands of years, and many meditative techniques began in Eastern traditions. The term “meditation” refers to a variety of practices that focus on mind and body integration and are used to calm the mind and enhance overall well-being. Some types of meditation involve maintaining mental focus on a particular sensation, such as breathing, a sound, a visual image, or a mantra, which is a repeated word or phrase. Other forms of meditation include the practice of mindfulness, which involves maintaining attention or awareness on the present moment without making judgments.

Programs that teach meditation or mindfulness may combine the practices with other activities. For example, mindfulness-based stress reduction is a program that teaches mindful meditation, but it also includes discussion sessions and other strategies to help people apply what they have learned to stressful experiences. Mindfulness-based cognitive therapy integrates mindfulness practices with aspects of cognitive behavioral therapy.

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Meditation and mindfulness practices usually are considered to have few risks. However, few studies have examined these practices for potentially harmful effects, so it isn’t possible to make definite statements about safety. 

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A 2020 review examined 83 studies (a total of 6,703 participants) and found that 55 of those studies reported negative experiences related to meditation practices. The researchers concluded that about 8 percent of participants had a negative effect from practicing meditation, which is similar to the percentage reported for psychological therapies. The most commonly reported negative effects were anxiety and depression. In an analysis limited to 3 studies (521 participants) of mindfulness-based stress reduction programs, investigators found that the mindfulness practices were not more harmful than receiving no treatment.

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According to the National Health Interview Survey, an annual nationally representative survey, the percentage of U.S. adults who practiced meditation more than doubled between 2002 and 2022, from 7.5 to 17.3 percent. Of seven complementary health approaches for which data were collected in the 2022 survey, meditation was the most popular, beating out yoga (used by 15.8 percent of adults), chiropractic care (11.0 percent), massage therapy (10.9 percent), guided imagery/progressive muscle relaxation (6.4 percent), acupuncture (2.2 percent), and naturopathy (1.3 percent).

For children aged 4 to 17 years, data are available for 2017; in that year, 5.4 percent of U.S. children used meditation. 

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In a 2012 U.S. survey, 1.9 percent of 34,525 adults reported that they had practiced mindfulness meditation in the past 12 months. Among those responders who practiced mindfulness meditation exclusively, 73 percent reported that they meditated for their general wellness and to prevent diseases, and most of them (approximately 92 percent) reported that they meditated to relax or reduce stress. In more than half of the responses, a desire for better sleep was a reason for practicing mindfulness meditation.

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Meditation and mindfulness practices may have a variety of health benefits and may help people improve the quality of their lives. Recent studies have investigated if meditation or mindfulness helps people manage anxiety, stress, depression, pain, or symptoms related to withdrawal from nicotine, alcohol, or opioids. 

Other studies have looked at the effects of meditation or mindfulness on weight control or sleep quality. 

However, much of the research on these topics has been preliminary or not scientifically rigorous. Because the studies examined many different types of meditation and mindfulness practices, and the effects of those practices are hard to measure, results from the studies have been difficult to analyze and may have been interpreted too optimistically.

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• A 2018 NCCIH-supported analysis of 142 groups of participants with diagnosed psychiatric disorders such as anxiety or depression examined mindfulness meditation approaches compared with no treatment and with established evidence-based treatments such as cognitive behavioral therapy and antidepressant medications. The analysis included more than 12,000 participants, and the researchers found that for treating anxiety and depression, mindfulness-based approaches were better than no treatment at all, and they worked as well as the evidence-based therapies.
• A 2021 analysis of 23 studies (1,815 participants) examined mindfulness-based practices used as treatment for adults with diagnosed anxiety disorders. The studies included in the analysis compared the mindfulness-based interventions (alone or in combination with usual treatments) with other treatments such cognitive behavioral therapy, psychoeducation, and relaxation. The analysis showed mixed results for the short-term effectiveness of the different mindfulness-based approaches. Overall, they were more effective than the usual treatments at reducing the severity of anxiety and depression symptoms, but only some types of mindfulness approaches were as effective as cognitive behavioral therapy. However, these results should be interpreted with caution because the risk of bias for all of the studies was unclear. Also, the few studies that followed up with participants for periods longer than 2 months found no long-term effects of the mindfulness-based practices.
• A 2019 analysis of 23 studies that included a total of 1,373 college and university students looked at the effects of yoga, mindfulness, and meditation practices on symptoms of stress, anxiety, and depression. Although the results showed that all the practices had some effect, most of the studies included in the review were of poor quality and had a high risk of bias.

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Few high-quality studies have examined the effects of meditation and mindfulness on blood pressure. According to a 2017 statement from the American Heart Association, the practice of meditation may have a possible benefit, but its specific effects on blood pressure have not been determined.

• A 2020 review of 14 studies (including more than 1,100 participants) examined the effects of mindfulness practices on the blood pressure of people who had health conditions such as hypertension, diabetes, or cancer. The analysis showed that for people with these health conditions, practicing mindfulness-based stress reduction was associated with a significant reduction in blood pressure.

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Studies examining the effects of mindfulness or meditation on acute and chronic pain have produced mixed results.

• A 2020 report by the Agency for Healthcare Research and Quality concluded that mindfulness-based stress reduction was associated with short-term (less than 6 months) improvement in low-back pain but not fibromyalgia pain.
• A 2020 NCCIH-supported analysis of five studies of adults using opioids for acute or chronic pain (with a total of 514 participants) found that meditation practices were strongly associated with pain reduction.
• Acute pain, such as pain from surgery, traumatic injuries, or childbirth, occurs suddenly and lasts only a short time. A 2020 analysis of 19 studies examined the effects of mindfulness-based therapies for acute pain and found no evidence of reduced pain severity. However, the same analysis found some evidence that the therapies could improve a person’s tolerance for pain.
• A 2017 analysis of 30 studies (2,561 participants) found that mindfulness meditation was more effective at decreasing chronic pain than several other forms of treatment. However, the studies examined were of low quality.
• A 2019 comparison of treatments for chronic pain did an overall analysis of 11 studies (697 participants) that evaluated cognitive behavioral therapy, which is the usual psychological intervention for chronic pain; 4 studies (280 participants) that evaluated mindfulness-based stress reduction; and 1 study (341 participants) of both therapies. The comparison found that both approaches were more effective at reducing pain intensity than no treatment, but there was no evidence of any important difference between the two approaches.
• A 2019 review found that mindfulness-based approaches did not reduce the frequency, length, or pain intensity of headaches. However, the authors of this review noted that their results are likely imprecise because only five studies (a total of 185 participants) were included in the analysis, and any conclusions made from the analysis should be considered preliminary.

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Mindfulness meditation practices may help reduce insomnia and improve sleep quality.

• A 2019 analysis of 18 studies (1,654 total participants) found that mindfulness meditation practices improved sleep quality more than education-based treatments. However, the effects of mindfulness meditation approaches on sleep quality were no different than those of evidence-based treatments such as cognitive behavioral therapy and exercise.

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Several clinical trials have investigated if mindfulness-based approaches such as mindfulness-based relapse prevention (MBRP) might help people recover from substance use disorders. These approaches have been used to help people increase their awareness of the thoughts and feelings that trigger cravings and learn ways to reduce their automatic reactions to those cravings.

• A 2018 review of 37 studies (3,531 total participants) evaluated the effectiveness of several mindfulness-based approaches to substance use disorder treatment and found that they significantly decreased participants’ craving levels. The mindfulness-based practices were slightly better than other therapies at promoting abstinence from substance use.
• A 2017 analysis specifically focused on MBRP examined 9 studies (901 total participants) of this approach. The analysis concluded that MBRP was not more effective at preventing substance use relapses than other treatments such as health education and cognitive behavioral therapy. However, MBRP did slightly reduce cravings and symptoms of withdrawal associated with alcohol use disorders.

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Studies have suggested that meditation and mindfulness may help reduce symptoms of post-traumatic stress disorder (PTSD).

• A 2018 review supported by NCCIH examined the effects of meditation (in 2 studies, 179 total participants) and other mindfulness-based practices (in 6 studies, 332 total participants) on symptoms of PTSD. Study participants included veterans, nurses, and people who experienced interpersonal violence. Six of the eight studies reported that participants had a reduction of PTSD symptoms after receiving some form of mindfulness-based treatment.
• A 2018 clinical trial funded by the U.S. Department of Defense compared the effectiveness of meditation, health education, and prolonged exposure therapy, a widely accepted treatment for PTSD recommended by the American Psychological Association. Prolonged exposure therapy helps people reduce their PTSD symptoms by teaching them to gradually remember traumatic memories, feelings, and situations. The study included 203 veterans with PTSD as a result of their active military service. The results of the study showed that meditation was as effective as prolonged exposure therapy at reducing PTSD symptoms and depression, and it was more effective than PTSD health education. The veterans who used meditation also showed improvement in mood and overall quality of life.

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Mindfulness-based approaches may improve the mental health of people with cancer.

• A 2019 analysis of 29 studies (3,274 total participants) of mindfulness-based practices showed that use of mindfulness practices among people with cancer significantly reduced psychological distress, fatigue, sleep disturbance, pain, and symptoms of anxiety and depression. However, most of the participants were women with breast cancer, so the effects may not be similar for other populations or other types of cancer.

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Studies have suggested possible benefits of meditation and mindfulness programs for losing weight and managing eating behaviors.

• A 2017 review of 15 studies (560 total participants) looked at the effects of mindfulness-based practices on the mental and physical health of adults with obesity or who were overweight. The review found that these practices were very effective methods for managing eating behaviors but less effective at helping people lose weight. Mindfulness-based approaches also helped participants manage symptoms of anxiety and depression.
• A 2018 analysis of 19 studies (1,160 total participants) found that mindfulness programs helped people lose weight and manage eating-related behaviors such as binge, emotional, and restrained eating. The results of the analysis showed that treatment programs, such as mindfulness-based stress reduction and mindfulness-based cognitive therapy, that combine formal meditation and mindfulness practices with informal mindfulness exercises were especially effective methods for losing weight and managing eating.

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Several studies have been done on using meditation and mindfulness practices to improve symptoms of attention-deficit hyperactivity disorder (ADHD). However, the studies have not been of high quality and the results have been mixed, so evidence that meditation or mindfulness approaches will help people manage symptoms of ADHD is not conclusive.

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Some research suggests that meditation and mindfulness practices may affect the functioning or structure of the brain. Studies have used various methods of measuring brain activity to look for measurable differences in the brains of people engaged in mindfulness-based practices. Other studies have theorized that training in meditation and mindfulness practices can change brain activity. However, the results of these studies are difficult to interpret, and the practical implications are not clear.

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NCCIH supports a variety of meditation and mindfulness studies, including:

• An evaluation of how the brain responds to the use of mindfulness meditation as part of a combined treatment for migraine pain.
• A study of the effectiveness of mindfulness therapy and medication (buprenorphine) as a treatment for opioid use disorder.
• A study of a mindfulness training program designed to help law enforcement officers improve their mental health by managing stress and increasing resilience.

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• Don’t use meditation or mindfulness to replace conventional care or as a reason to postpone seeing a health care provider about a medical problem.
• Ask about the training and experience of the instructor of the meditation or mindfulness practice you are considering.
• Take charge of your health—talk with your health care providers about any complementary health approaches you use. Together, you can make shared, well-informed decisions

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Nccih clearinghouse.

The NCCIH Clearinghouse provides information on NCCIH and complementary and integrative health approaches, including publications and searches of Federal databases of scientific and medical literature. The Clearinghouse does not provide medical advice, treatment recommendations, or referrals to practitioners.

Toll-free in the U.S.: 1-888-644-6226

Telecommunications relay service (TRS): 7-1-1

Website: https://www.nccih.nih.gov

Email: [email protected] (link sends email)

Know the Science

NCCIH and the National Institutes of Health (NIH) provide tools to help you understand the basics and terminology of scientific research so you can make well-informed decisions about your health. Know the Science features a variety of materials, including interactive modules, quizzes, and videos, as well as links to informative content from Federal resources designed to help consumers make sense of health information.

Explaining How Research Works (NIH)

Know the Science: How To Make Sense of a Scientific Journal Article

Understanding Clinical Studies (NIH)

A service of the National Library of Medicine, PubMed® contains publication information and (in most cases) brief summaries of articles from scientific and medical journals. For guidance from NCCIH on using PubMed, see How To Find Information About Complementary Health Approaches on PubMed .

Website: https://pubmed.ncbi.nlm.nih.gov/

NIH Clinical Research Trials and You

The National Institutes of Health (NIH) has created a website, NIH Clinical Research Trials and You, to help people learn about clinical trials, why they matter, and how to participate. The site includes questions and answers about clinical trials, guidance on how to find clinical trials through ClinicalTrials.gov and other resources, and stories about the personal experiences of clinical trial participants. Clinical trials are necessary to find better ways to prevent, diagnose, and treat diseases.

Website: https://www.nih.gov/health-information/nih-clinical-research-trials-you

Research Portfolio Online Reporting Tools Expenditures & Results (RePORTER)

RePORTER is a database of information on federally funded scientific and medical research projects being conducted at research institutions.

Website: https://reporter.nih.gov

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• Anheyer D, Leach MJ, Klose P, et al.  Mindfulness-based stress reduction for treating chronic headache: a systematic review and meta-analysis . Cephalalgia . 2019;39(4):544-555.
• Black LI, Barnes PM, Clarke TC, Stussman BA, Nahin RL.  Use of yoga, meditation, and chiropractors among U.S. children aged 4–17 years . NCHS Data Brief, no 324. Hyattsville, MD: National Center for Health Statistics. 2018.
• Breedvelt JJF, Amanvermez Y, Harrer M, et al.  The effects of meditation, yoga, and mindfulness on depression, anxiety, and stress in tertiary education students: a meta-analysis . Frontiers in Psychiatry . 2019;10:193. 
• Burke A, Lam CN, Stussman B, et al.  Prevalence and patterns of use of mantra, mindfulness and spiritual meditation among adults in the United States . BMC Complementary and Alternative Medicine. 2017;17(1):316.
• Carrière K, Khoury B, Günak MM, et al.  Mindfulness‐based interventions for weight loss: a systematic review and meta‐analysis . Obesity Reviews . 2018;19(2):164-177. 
• Cavicchioli M, Movalli M, Maffei C.  The clinical efficacy of mindfulness-based treatments for alcohol and drugs use disorders: a meta-analytic review of randomized and nonrandomized controlled trials . European Addiction Research . 2018;24(3):137-162.
• Cillessen L, Johannsen M, Speckens AEM, et al.  Mindfulness‐based interventions for psychological and physical health outcomes in cancer patients and survivors: a systematic review and meta‐analysis of randomized controlled trials . Psychooncology . 2019;28(12):2257-2269.
• Creswell JD.  Mindfulness interventions . Annual Review of Psychology. 2017;68:491-516.
• Davidson RJ, Kaszniak AW.  Conceptual and methodological issues in research on mindfulness and meditation . American Psychologist. 2015;70(7):581-592.
• Farias M, Maraldi E, Wallenkampf KC, et al.  Adverse events in meditation practices and meditation-based therapies: a systematic review . Acta Psychiatrica Scandinavica. 2020;142(5):374-393. 
• Garland EL, Brintz CE, Hanley AW, et al.  Mind-body therapies for opioid-treated pain: a systematic review and meta-analysis . JAMA Internal Medicine . 2020;180(1):91-105.
• Goldberg SB, Tucker RP, Greene PA, et al. Mindfulness-based interventions for psychiatric disorders: a systematic review and meta-analysis . Clinical Psychology Review . 2018;59:52-60.
• Grant S, Colaiaco B, Motala A, et al.  Mindfulness-based relapse prevention for substance use disorders: a systematic review and meta-analysis . Journal of Addiction Medicine . 2017;11(5):386-396. 
• Haller H, Breilmann P, Schröter M et al.  A systematic review and meta‑analysis of acceptance and mindfulness‑based interventions for DSM‑5 anxiety disorders . Scientific Reports . 2021;11(1):20385.
• Hilton L, Hempel S, Ewing BA, et al.  Mindfulness meditation for chronic pain: systematic review and meta-analysis . Annals of Behavioral Medicine. 2017;51(2):199-213.
• Hirshberg MJ, Goldberg SB, Rosenkranz M, et al.  Prevalence of harm in mindfulness-based stress reduction . Psychological Medicine. August 18, 2020. [Epub ahead of print]. 
• Intarakamhang U, Macaskill A, Prasittichok P.  Mindfulness interventions reduce blood pressure in patients with non-communicable diseases: a systematic review and meta-analysis . Heliyon. 2020;6(4):e03834.
• Khoo E-L, Small R, Cheng W, et al.  Comparative evaluation of group-based mindfulness-based stress reduction and cognitive behavioural therapy for the treatment and management of chronic pain: a systematic review and network meta-analysis . Evidence-Based Mental Health.  2019;22(1):26-35.
• Levine GN, Lange RA, Bairey-Merz CN, et al.  Meditation and cardiovascular risk reduction: a scientific statement from the American Heart Association . Journal of the American Heart Association. 2017;6(10):e002218.
• Nidich S, Mills PJ, Rainforth M, et al.  Non-trauma-focused meditation versus exposure therapy in veterans with post-traumatic stress disorder: a randomised controlled trial . Lancet Psychiatry . 2018;5(12):975-986.
• Niles BL, Mori DL, Polizzi C, et al.  A systematic review of randomized trials of mind-body interventions for PTSD . Journal of Clinical Psychology . 2018;74(9):1485-1508.
• Rogers JM, Ferrari M, Mosely K, et al.  Mindfulness-based interventions for adults who are overweight or obese: a meta-analysis of physical and psychological health outcomes . Obesity Reviews . 2017;18(1):51-67. 
• Rosenkranz MA, Dunne JD, Davidson RJ.  The next generation of mindfulness-based intervention research: what have we learned and where are we headed? Current Opinion in Psychology. 2019;28:179-183.
• Rusch HL, Rosario M, Levison LM, et al.  The effect of mindfulness meditation on sleep quality: a systematic review and meta-analysis of randomized controlled trials . Annals of the New York Academy of Sciences . 2019;1445(1):5-16. 
• Schell LK, Monsef I, Wöckel A, et al. Mindfulness-based stress reduction for women diagnosed with breast cancer. Cochrane Database of Systematic Reviews. 2019;3(3):CD011518. Accessed at cochranelibrary.com on June 3, 2022.
• Semple RJ, Droutman V, Reid BA.  Mindfulness goes to school: things learned (so far) from research and real-world experiences . Psychology in the Schools. 2017;54(1):29-52.
• Shires A, Sharpe L, Davies JN, et al.  The efficacy of mindfulness-based interventions in acute pain: a systematic review and meta-analysis . Pain . 2020;161(8):1698-1707. 
• Van Dam NT, van Vugt MK, Vago DR, et al.  Mind the hype: a critical evaluation and prescriptive agenda for research on mindfulness and meditation . Perspectives on Psychological Science. 2018;13(1):36-61. 

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• American Academy of Pediatrics Section on Integrative Medicine. Mind-body therapies in children and youth. Pediatrics . 2016;138(3):e20161896.
• Coronado-Montoya S, Levis AW, Kwakkenbos L, et al. Reporting of positive results in randomized controlled trials of mindfulness-based mental health interventions. PLoS One . 2016;11(4):e0153220.
• Dakwar E, Levin FR. The emerging role of meditation in addressing psychiatric illness, with a focus on substance use disorders. Harvard Review of Psychiatry . 2009;17(4):254-267.
• Goyal M, Singh S, Sibinga EMS, et al. Meditation programs for psychological stress and well-being: a systematic review and meta-analysis. JAMA Internal Medicine. 2014;174(3):357-368.
• Institute of Medicine (US) Committee on Advancing Pain Research, Care, and Education. Relieving Pain in America: A Blueprint for Transforming Prevention, Care, Education, and Research . Washington, DC: National Academies Press; 2011. 
• Kabat-Zinn J, Massion AO, Kristeller J, et al. Effectiveness of a meditation-based stress reduction program in the treatment of anxiety disorders. American Journal of Psychiatry. 1992;149(7):936-943.
• Ludwig DS, Kabat-Zinn J. Mindfulness in medicine. JAMA. 2008;300(11):1350-1352.
• McKeering P, Hwang Y-S. A systematic review of mindfulness-based school interventions with early adolescents. Mindfulness . 2019;10:593-610.
• Muratori P, Conversano C, Levantini V, et al. Exploring the efficacy of a mindfulness program for boys with attention-deficit hyperactivity disorder and oppositional defiant disorder. Journal of Attention Disorders . 2021;25(11):1544-1553.
• Nahin RL, Rhee A, Stussman B. Use of complementary health approaches overall and for pain management by US adults. JAMA. 2024;331(7):613-615.
• Poissant H, Mendrek A, Talbot N, et al. Behavioral and cognitive impacts of mindfulness-based interventions on adults with attention-deficit hyperactivity disorder: a systematic review. Behavioural Neurology . 2019;2019:5682050.
• Skelly AC, Chou R, Dettori JR, et al. Noninvasive Nonpharmacological Treatment for Chronic Pain: A Systematic Review Update. Comparative Effectiveness Review no. 227. Rockville, MD: Agency for Healthcare Research and Quality; 2020. AHRQ publication no. 20-EHC009.
• Stieger JR, Engel S, Jiang H, et al. Mindfulness improves brain–computer interface performance by increasing control over neural activity in the alpha band. Cerebral Cortex . 2021;31(1):426-438.
• Teasdale JD, Segal ZV, Williams JMG, et al. Prevention of relapse/recurrence in major depression by mindfulness-based cognitive therapy. Journal of Consulting and Clinical Psychology . 2000;68(4):615-623.
• Weng HY, Lewis-Peacock JA, Hecht FM, et al. Focus on the breath: brain decoding reveals internal states of attention during meditation. Frontiers in Human Neuroscience . 2020;14:336.
• Yoshida K, Takeda K, Kasai T, et al. Focused attention meditation training modifies neural activity and attention: longitudinal EEG data in non-meditators. Social Cognitive and Affective Neuroscience . 2020;15(2):215-223.
• Yuan JP, Connolly CG, Henje E, et al. Gray matter changes in adolescents participating in a meditation training. Frontiers in Human Neuroscience . 2020;14:319.
• Zhang J, Díaz-Román A, Cortese S. Meditation-based therapies for attention-deficit/hyperactivity disorder in children, adolescents and adults: a systematic review and meta-analysis.  Evidence-Based Mental Health . 2018;21(3):87-94.

Acknowledgments

Thanks to Elizabeth Ginexi, Ph.D., Erin Burke Quinlan, Ph.D., and David Shurtleff, Ph.D., NCCIH, for their review of this 2022 publication.

This publication is not copyrighted and is in the public domain. Duplication is encouraged.

NCCIH has provided this material for your information. It is not intended to substitute for the medical expertise and advice of your health care provider(s). We encourage you to discuss any decisions about treatment or care with your health care provider. The mention of any product, service, or therapy is not an endorsement by NCCIH.

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For Health Care Providers

Use of Yoga, Meditation, and Chiropractic by Adults and Children

Mind and Body Approaches for Chronic Pain

Meditation - Systematic Reviews/Reviews/Meta-analyses (PubMed®)

Meditation - Randomized Controlled Trials (PubMed®)

Research Results

National Survey Reveals Increased Use of Yoga, Meditation, and Chiropractic Care Among U.S. Adults

National Survey Reveals Increased Use of Yoga and Meditation Among U.S. Children

Mindfulness-Based Stress Reduction, Cognitive-Behavioral Therapy Shown To Be Cost Effective for Chronic Low-Back Pain