Being While Doing: An Inductive Model of Mindfulness at Work

Mindfulness and Voluntary Work Behavior: Further Support for an Affect Mediation Model

Mindfulness, defined in terms of greater attention and awareness concerning present experience, seems to have a number of psychological benefits, but very little of this research has focused on possible benefits within the workplace. Even so, mindfulness appears to buffer against stress and negative affect, which often predispose employees to deviant behaviors. Conversely, mindful employees may be more engaged with their jobs, which could support organizational citizenship. Two studies (total N = 418) pursued these ideas. In Study 1, part-time employees who were higher in dispositional mindfulness were less prone to job negative affect, which in turn predicted lower levels of workplace deviance. In Study 2, more mindful full-time employees were more engaged, and less stressed, and these variables mediated a portion of the relationship between mindfulness and organizational citizenship. Collectively, the two studies link mindfulness to both traditional forms of voluntary work behavior while highlighting mediational pathways.

Maladaptive perfectionism and adolescent NSSI: A moderated mediation model of psychological distress and mindfulness

OBJECTIVES

Maladaptive perfectionism has been shown to be associated with non-suicidal self-injury (NSSI) in adolescents. Based on the functional model of self-injury, we predicted that this association is due to the mediating effect of psychological distress. We also tested the assumption that being mindful-that is, being able to accept rather than escape the psychological distress-would be a protective factor in this process.

METHODS

Eight hundred and forty-one Chinese adolescents completed online questionnaires concerning maladaptive perfectionism, psychological distress, mindfulness, and NSSI.

RESULTS

Regression-based analyses showed that maladaptive perfectionism predicted adolescents' NSSI through the indirect effect of psychological distress. Mindfulness weakened the indirect effect.

CONCLUSIONS

These findings suggest that self-injury serves a function in emotion regulation and the communication of distress. The results also have implications for practice: Maladaptive perfectionism should be assessed as a risk factor for NSSI, and teaching mindfulness may be an effective intervention for adolescents who engage in this high-risk behavior.

Search inside yourself: investigating the effects of a widely adopted mindfulness-at-work development program

Purpose –

Workplace mindfulness training has many benefits, but designing programs to reach a wide audience effectively and efficiently remains a challenge. The purpose of this study is to assess the effects of a widely adopted workplace mindfulness program on the mindfulness, active listening skill, emotional intelligence, and burnout of employees in a large, multinational internet company.

Design/methodology/approach –

The study sample included 123 employees across three company offices who completed the two-day Search Inside Yourself (SIY) program. Data were collected using self-report measures pre-, post-, and four-weeks post-intervention and were analyzed using paired samples t-tests.

Findings –

Significant increases were detected in mindfulness and the "awareness of emotion" components of emotional intelligence four weeks post-course. No significant changes were found in participants' self-reported levels of burnout, active listening skill or the "management of emotion" components of emotional intelligence.

Practical implications –

Teaching workplace mindfulness and emotional intelligence skills through a highly applied, condensed course format may be effective for increasing mindfulness and the "awareness" components of emotional intelligence. Longer courses with more applied practice may be necessary to help participants build emotional management and listening skills and to reduce burnout.

Originality/value –

The present study is, to the authors' knowledge, the first academic, peer-reviewed assessment of SIY, a workplace mindfulness training program that has been taught to over 50,000 people worldwide.

Toward a pedagogy of connection: A critical view of being relational in listening

Positive Organizational Scholarship (POS) perspectives define interpersonal work experiences such as positive work relationships and high-quality connections by the mutual growth and empowerment experienced by relationship or connection partners. Listening has been implicated as a key mechanism for building such positive interpersonal work experiences, but it is unclear how listening spurs on mutual, rather than one-sided growth, in relationship and connection partners. In this paper, we argue that management education currently focuses on the intrapersonal capability of listeners to execute key verbal and non-verbal behaviors. Less emphasis is placed on the mutual experience co-created between speaker and listener and, thus, on the potential for mutual growth and empowerment. We articulate what “being relational” in the listening experience means, and use experiential learning theory to articulate how educators might create learning spaces for “being relational” through conversations between listener and speaker. Throughout the paper we contend with issues of individual and structural power asymmetries inherent in understanding listening as a relational process.

Mindfulness-based programmes to reduce stress and enhance well-being at work: a realist review

OBJECTIVES

To understand how and why workplace mindfulness-based programmes (MBPs) work or do not work.

DESIGN

A realist review.

ELIGIBILITY CRITERIA FOR SELECTION

We considered any studies (experimental quasi-experimental, observational, qualitative and mixed-methods studies) of workplace MBPs as long as they provided data to explain our programme theories. All MBP formats and delivery modes were included.

ANALYSIS

Consistent with realist review methodology, we systematically screened and analysed data to explain how and why workplace MBPs work or do not work. These explanations were consolidated into a programme theory augmented by theories from organisational literature, such as conservation of resources theory.

RESULTS

Findings from 75 primary studies suggest that workplace MBPs enable participants (including healthcare professionals) to deal more skillfully with stressful events and improve their well-being. The mechanisms involved can be grouped around awareness/self-regulation, acceptance/compassion, feeling permitted to take care of self, sense of growth and promise of goal attainment. In order for professionals to invest in an MBP and benefit from it, it is important that they feel safe to engage with self-care at work and share emotional difficulties among peers. It is also important that employees are able to link the programme and its activities to existing goals and practices. Concerns of being non-productive, of not getting work done or of being exposed in front of colleagues can result in strategic use of brief mindfulness exercises, non-adherence or drop-out.

CONCLUSIONS

Simply offering an MBP to (healthcare) professionals in order to reduce stress and enhance well-being does not suffice. A supportive environment must exist in order for the programme's benefits to be reaped.

PROSPERO REGISTRATION NUMBER

CRD42018086280.

Effects of psychological stress on adverse pregnancy outcomes and nonpharmacologic approaches for reduction: an expert review

Both acute and chronic stress can cause allostatic overload, or long-term imbalance in mediators of homeostasis, that results in disruptions in the maternal-placental-fetal endocrine and immune system responses. During pregnancy, disruptions in homeostasis may increase the likelihood of preterm birth and preeclampsia. Expectant mothers traditionally have high rates of anxiety and depressive disorders, and many are susceptible to a variety of stressors during pregnancy. These common life stressors include financial concerns and relationship challenges and may be exacerbated by the biological, social, and psychological changes occurring during pregnancy. In addition, external stressors such as major weather events (eg, hurricanes, tornados, floods) and other global phenomena (eg, the coronavirus disease 2019 pandemic) may contribute to stress during pregnancy. This review investigates recent literature published about the use of nonpharmacologic modalities for stress relief in pregnancy and examines the interplay between psychiatric diagnoses and stressors, with the purpose of evaluating the feasibility of implementing nonpharmacologic interventions as sole therapies or in conjunction with psychotherapy or psychiatric medication therapy. Further, the effectiveness of each nonpharmacologic therapy in reducing symptoms of maternal stress is reviewed. Mindfulness meditation and biofeedback have shown effectiveness in improving one's mental health, such as depressive symptoms and anxiety. Exercise, including yoga, may improve both depressive symptoms and birth outcomes. Expressive writing has successfully been applied postpartum and in response to pregnancy challenges. Although some of these nonpharmacologic interventions can be convenient and low cost, there is a trend toward inconsistent implementation of these modalities. Future investigations should focus on methods to increase ease of uptake, ensure each option is available at home, and provide a standardized way to evaluate whether combinations of different interventions may provide added benefit.

How medical specialists experience the effects of a mindful leadership course on their leadership capabilities: a qualitative interview study in the Netherlands

OBJECTIVES

Medical leaders are facing leadership challenges that ask for a leadership style that takes care of both themselves and their coworkers. Mindfulness may support this leadership style. We explored how a 'Mindful leadership for medical specialists' course affected medical specialists' leadership.

DESIGN

We conducted a qualitative study based on in-depth interviews. The grounded theory method was used to analyse the data.

SETTING

A university medical centre in the Netherlands.

PARTICIPANTS

Seventeen medical specialists (six male) with an average age of 51 years (ranging from 40 to 66 years).

INTERVENTIONS

The mindful leadership course consisted of 10-weekly 5-hour sessions that focused on cultivating mindfulness and compassion. In addition, sessions included didactic and interactional teaching about leadership theories.

RESULTS

Four categories emerged from the data: (A) Self - Attitude: psychological attitude towards self, (B) Self - Behaviour: behaviour towards self, (C) Other - Attitude: psychological attitude towards others, and (D) Other - Behaviour: behaviour towards others. Themes were defined within these categories: awareness of self, open mind, insight and appreciation of self (A), emotional and cognitive self-regulation, letting go of unhelpful behaviour and developing helpful behaviour (B), differences in attitude to others such as awareness of (impact on) others, keeping an open mind about others, allowing difficult emotions associated with others, appreciating of others (C), and communicating more effectively, providing direction, empowering and caring for others (D).

CONCLUSIONS

The results help us understand the core elements of mindful leadership, both with respect to one's psychological attitude and behaviour towards oneself and others. More research on mindful leadership and the effects on self and others is needed. Mindful leadership courses could be a valuable part of clinical training and might contribute to more sustainable healthcare organisations.

Mindful Leader Development: How Leaders Experience the Effects of Mindfulness Training on Leader Capabilities

Mindfulness training is a novel method of leader development but contrary to its rising popularity, there is a scarcity of research investigating how mindfulness training may affect leader capabilities. To gain a better understanding of the potential of a new research field, qualitative research is advantageous. We sought to understand how senior leaders experience the impact of mindfulness training in their work lives and leadership ability. The sample comprised 13 leaders (n = 11 male) working in six organizations that completed a 10-week workplace mindfulness training (WMT). We conducted semi-structured interviews 6 to 12 months following course completion. We analyzed the data following thematic analysis steps and based on these findings, we devised a framework of the perceived impact of mindfulness training on self-leadership and leadership capabilities. We show that WMT exhibited impact on three self-leadership capacities: mindful task management, self-care and self-reflection and two leadership capacities: relating to others and adapting to change. Participants' recounts additionally suggested effects may expand to the level of the team and the organization. We show that WMT may be a promising tool for self-directed leadership development and outline avenues for future research.

Running too far ahead? Towards a broader understanding of mindfulness in organisations

Current workplace mindfulness research and interventions assume that teaching mindfulness will have beneficial effects for people and organizations. While research shows that mindfulness trainings may increase resilience of working adults, assuming that mindfulness will have independent effects on outcomes at different levels of an organization is not well grounded. We assert that mindfulness training would, however, be beneficial for organizations when tailored to that context and shaped by an understanding of organizational theory and practice. We also envisage mindfulness as a beneficial property of teams, organizations and the individuals who constitute them. To close the evidence gap we propose building multi-level models of mindfulness in organizations, broadening training programs, and developing a novel competency framework for teachers in this context.

Mindful multitasking: Disentangling the effect of polychronicity on work-home conflict and life satisfaction

This study seeks to disentangle the effect of polychronicity on work-home conflict, home-work conflict, and life satisfaction, by evaluating mindfulness as a moderator. We propose that mindfulness moderates the relationship between polychronicity and work-home and home-work conflict such that the relationship will be negative when mindfulness is high and positive when mindfulness is low. Additionally, we propose that mindfulness moderates the relationship between polychronicity and life satisfaction such that the relationship will be positive when mindfulness is high and negative when mindfulness is low. A total of 138 academics throughout India completed measures of polychronicity, mindfulness, life satisfaction, and work-to-home and home-to-work conflict scales. The moderation findings illustrate that higher levels of mindfulness enhance the effects of polychronicity.

Behavior of Internal Customer in Family Business: Strategies and Actions for Improving Their Satisfaction

Determining the relevant aspects of family businesses (FBs) that make them increasingly competitive is the main objective of researchers in this field. Despite this, there is little empirical literature on the behavior of the internal customer (IC) in FBs or how businesses increase their satisfaction. Basing our work on psychological theories and with both quantitative and qualitative information from 31 semi-structured interviews, this work establishes certain characteristics of the ICs of the FB and proposes a series of guidelines for increasing their satisfaction, thereby facilitating the continuity of this type of business. FBs that are able to understand that the motivation of their ICs is more important than other qualities, and that this requires a more comprehensive management will be able to get sustainable competitive advantages in the future.