"The perfect moment is this one. The effect of mindfulness on employees: a perspective from self-determination theory" (original) (raw)
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PSYCHOLOGICAL NEED SATISFACTION AT WORKPLACE: THE ROLE OF MINDFULNESS
Journal of Strategic Human Resource Management, 2017
The purpose of the present paper is to examine the significance of dispositional mindfulness in prediction of basic psychological need satisfaction and explain how positive psychological strengths and capabilities motivate employees to perform in a stressful work environment. According to self-determination theory (SDT), we have basic, universal psychological need for competence, autonomy, and relatedness. SDT proposes that these basic needs represent the necessary nutriment for healthy, fully functioning personality. The study has been conducted on a sample of 322 IT professionals. Data analysis was performed using correlation and regression analysis. The results indicated that dispositional mindfulness is significantly related to basic psychological need satisfaction. The finding suggests mindfulness is a significant predictor, in fostering basic psychological need satisfaction in employees.
OPUS, 2019
Workplace mindfulness and its impact have been inadequately understood so far within the managerial literature in Indian context. This paper examines the effects of workplace mindfulness on employees working in private sectors. The present study aimed to see the influence of mindfulness on employees' life satisfaction and job involvement. The study examined professionals, identified through purposive sampling of (N = 150, 86 males and 64 females). The tools used were-namely, Mindful Attention Awareness Scale (MAAS), Job Involvement Scale and Satisfaction with Life Scale (SWLS). To determine individual's degree of conscious awareness about things in work settings was assessed by using trait mindfulness construct (MAAS). The present study aimed to see the influence of mindfulness on employees' life satisfaction and job involvement. Mindfulness was found to be significantly mediating the relationship between life satisfaction and job involvement. Study also investigated the predictive power of mindfulness with respect to employees' life satisfaction. Findings support the hypotheses and claim for the positive correlation between the two constructs. We acknowledge the theoretical and factual implication of this research features provide broad pathways for more future researches on mindfulness in workplace settings.
Mindfulness as an Antecedent of Work Engagement
Advances in Human Resources Management and Organizational Development, 2019
Today, many organizations look for more loyal, committed, and engaged employees. Employee engagement has two dimensions, which are work engagement and organizational engagement. In this chapter, the moderating effect of demographic variables in the relationship between mindfulness and work engagement is examined. Mindfulness is a concept which has its roots in Buddhism. Mindfulness is defined as a state of mind that enables an individual to be here and now with his/her full potential. This study aims to find the impact of demographic factors (gender, age, educational background, income, marital status) in the relationship between mindfulness and work engagement. Thus, the research question of this study is, Does the relationship between mindfulness and work engagement differ according to demographic factors such as sex, age, educational status, marital status, income level? In this study, quantitative research methodology will be used. In order to answer the research question, surve...
Frontiers in psychology, 2018
Mindfulness trainings are increasingly offered in workplace environments in order to improve health and productivity. Whilst promising, there is limited research on the effectiveness of mindfulness interventions in workplace settings. To examine the feasibility and effectiveness of a Workplace Mindfulness Training (WMT) in terms of burnout, psychological well-being, organizational and team climate, and performance. This is a preliminary field study in four companies. Self-report questionnaires were administered up to a month before, at start of, and right at the end of the WMT, resulting in a pre-intervention and an intervention period. There was no separate control group. A total of 425 participants completed the surveys on the different time points. Linear mixed model analyses were used to analyze the data. When comparing the intervention period with the pre-intervention period, significantly greater improvements were found in measures of burnout (mean difference = 0.3, < 0.001...
PSAKU International Journal of Interdisciplinary Research, 2017
Extensive studies examining the benefits of mindfulness in clinical, professional, and personal settings have been reported in literature over the past decade. However, there is a lack of data relating to the correlation between an individual's level of mindfulness and aspects of their work performance in an industrial manufacturing environment. The purpose of this study was to analyze the relationship between mindfulness and work performance amongst 423 full-time employees (192 males, 231 females), working in the production departments of 4 affiliated companies in Northern Thailand. The level of mindfulness was assessed through the Philadelphia Mindfulness Scale, Thai version. Work performance was measured through annual evaluations of each individual, pertaining to work quality, work quantity, and timeliness. The results showed a significant positive correlation between mindfulness and performance evaluation (r=0.581; p<0.01), with a positive correlation for each measured factor (quality, quantity and timeliness, in descending order of significance).
The Effect of Work Engagement and Mindfulness on Organizational Behavior
Journal of Educational Issues
The aim of this study was to determine the effect of work engagement and mindfulness on positive organizational behavior. A total of 203 participants, 73 females (36.0%) and 130 males (64.0%) working in different positions and levels in the Ministry of Youth and Sports in September 2020 participated in the study voluntarily. The Utrecht Work Engagement Scale, Mindfulness Scale, Positive Organizational Behavior Scale were used in the study. In the analysis of the data; Skewness and Kurtosis, multiple linear regression analysis, Pearson Moments Multiplication Correlation Coefficient, Multiple Linear Regression Analysis and descriptive statistics were used. The work engagement, mindfulness levels of the participants were high and their positive organizational behavior levels were at the acceptable level. It was determined that there was a significant relationship between all the scales and their sub-dimensions. In addition, it was concluded that 37% of optimism, 21% of psychological re...
Mindfulness at work: antecedents and consequences of employee awareness and absent-mindedness
The present study examines antecedents and consequences of two aspects of mindfulness in a work setting: employee awareness and employee absent-mindedness. Using two samples, the study found these two aspects of mindfulness to be beneficially associated with employee well-being, as measured by emotional exhaustion, job satisfaction, and psychological need satisfaction, and with job performance, as measured by task performance, organizational citizenship behaviors, and deviance. These results suggest a potentially important role of mindfulness at the workplace. The study also found that organizational constraints and organizational support predicted employee mindfulness, pointing to the important role that the organizational environment may play in facilitating or hindering mindfulness at the workplace. The results further suggest that employee awareness and absent-mindedness are different constructs that have distinct nomological networks. Implications and future directions are discussed.
2014
This chapter discusses the practice of mindfulness in organizations. In the first section we describe the growing interest in mindfulness training among organizations and discuss possible reasons for this development. We then review work on the definition and concept of mindfulness as they have been developed in psychology and organizational scholarship. In the second section, we discuss different forms of mindfulness practice in organizations, including Mindfulness-Based Stress Reduction (MBSR) as the most prominent. The third section reviews empirical evidence on the effects of mindfulness on work-related outcomes and processes such as employee performance, employee wellbeing, leadership, and ethical decision making. We then discuss in more detail a recently developed self-administered mindfulness training program as it contains some unique and interesting features relevant to mindfulness intervention studies. In the fifth section, we present the results from qualitative interviews we conducted with participants of a corporate mindfulness training program. We conclude that the study and application of mindfulness in the workplace offers many promising directions; however, much more research is needed to create a basis of evidence for successful mindfulness training programs. Furthermore, a deeper understanding of the (intended and unintended) consequences, mediating mechanisms, moderating factors, and boundary conditions of mindfulness would benefit organizational scholarship.
Mindfulness in the Workplace: An Exploratory Study
This paper examines the effects mindfulness meditation has on people's work lives. In it, we present an analysis of interviews with eight managers and professionals who have a meditation practice. This exploratory study is designed to generate hypotheses about a new topic in the management research literature. Analysis of the interviews suggest that people who practice mindfulness may become more aware of their social and physical environment at work; become more accepting of their work situation; develop more modest, realistic, sustainable work goals; become more selfless at work; become less concerned with material acquisition and wealth; develop a more internal locus of evaluation; become more likely to derive meaning in life from sources other than just work; become better able to cope and remain calm in difficult work situations; become more likely to experience work difficulties as challenges than threats; enjoy their work more; become more adaptable at work; and develop more positive interpersonal relations at work.
An Integrative Review on the Research Progress of Mindfulness and Its Implications at the Workplace
Sustainability
Mindfulness has rapidly become a significant subject area in many disciplines. Most of the work on mindfulness has focused on the perspective of health and healthcare professionals, but relatively less research is focused on the organizational outcomes at the workplace. This review presents a theoretical and practical trajectory of mindfulness by sequential integration of recent fragmented scholarly work on mindfulness at the workplace. The review showcases that most contemporary practical challenges in organizations, such as anxiety, stress, depression, creativity, motivation, leadership, relationships, teamwork, burnout, engagement, performance, well-being, and physical and psychological health, could be addressed successfully with the budding concept of mindfulness. The causative processes due to higher mindfulness that generate positive cognitive, emotional, physiological, and behavioral outcomes include focused attention, present moment awareness, non-judgmental acceptance, sel...