Mindfulness at Work: Antecedents and Consequences of Employee Awareness and Absent-mindedness

By J. Reb, Jayanth Narayanan, Zhi Wei Ho. Mindfulness, 2013

262 citations recorded by the source corpus.

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.

Subfields: Clinical Psychology, Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/4cdad398440a521fd1d91d0b1b13911ac07b5070

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Citations in the corpus

Mindfulness Can Make You Happy-and-Productive: A Mindfulness Controlled Trial and Its Effects on Happiness, Work Engagement and Performance (2018, background): “In a similar way, Reb et al. (2015) established a strong connection between awareness, absent-mindedness, and work performance.”
A Conservation of Resources Perspective on Negative Affect and Innovative Work Behaviour: the Role of Affect Activation and Mindfulness (2016, unknown): “…(Dane and Brummel 2013) and emotional exhaustion (Marzuq and Drach-Zahavy 2012; Roche et al. 2014), increased job satisfaction (Hülsheger et al. 2013), organizational citizenship behaviours (Reb et al. 2015) and both task (Dane and Brummel 2013) and safety performance (Zhang et al. 2013).”
Contemplating Mindfulness at Work (2016, background): “Reb, Narayanan, and Ho (2015) found that trait mindfulness was related to higher ethical and prosocial behavior and lower deviance.”