Overcommitment decreased significantly after intervention in the two-day training group (p<0,001) and showed no significant change in the short program group. In the two-day training group we found significant decrease in perceived stress (p<0,001), anxiety (p<0,001), work-related work-family conflict (p<0,01), subjective health complaints (p<0,001) and significant increase in WHO well-being (p<0,01) among employees with high baseline overcommitment score (N=132). Among participants with low overcommitment scores (N=97) there were no significant changes in these parameters. Conclusion: Stress-management trainings can be effective to decrease overcommitment at work and are more beneficial for participants with higher overcommitment. Further investigations are needed to clarify the role of overcommitment in work-related stress and quality of life.