Mindfulness, authentic functioning, and work engagement: A growth modeling approach

By H. Leroy, Frederick Anseel, Nicoletta G Dimitrova, Luc Sels. 2013

342 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/b8b1de28f9de62eefe8025418ff65a689210a631

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Mindfulness at Work: Positive Affect, Hope, and Optimism Mediate the Relationship Between Dispositional Mindfulness, Work Engagement, and Well-Being (2015, positive): “fulness facets and work engagement is in line with a recent study showing that the positive relationship between mindfulness and work engagement is fully mediated by authentic functioning (Leroy et al. 2013), a concept that attracts increasing attention in discussions of leadership qualities (Gardne”
Mindfulness Can Make You Happy-and-Productive: A Mindfulness Controlled Trial and Its Effects on Happiness, Work Engagement and Performance (2018, background): “Authentic functioning describes this process of internalization by stating that authentic people are both open and humble, expressing their true selves, but willing to adapt at the same time (Leroy et al., 2013).”
Mindfulness, Work Climate, and Psychological Need Satisfaction in Employee Well-being (2015, background): “Leroy et al. (2013) showed that mindfulness is positively related to work engagement and that this relation is at least in part mediated by authentic functioning (i.e., being aware of oneself and regulating oneself accordingly).”
Examining the inverted U-shaped relationship between workload and innovative work behavior: The role of work engagement and mindfulness (2020, background): “For example, Leroy et al. (2013) reported a positive relationship between mindfulness and work engagement, and Montani et al. (2018) found that mindfulness promoted higher levels of innovative behaviors among employees experiencing deactivating negative affect.”
Workplace spirituality, mindfulness meditation, and work engagement (2017, background): “Researchers do agree that those organizational behavior constructs are related to the concept of work engagement; however, the focus of work engagement differs from these other constructs (Albrecht 2010; Little and Little 2006; Macey and Schneider 2008; Saks 2006).”
Authenticity, employee silence, prohibitive voice, and the moderating effect of organizational identification (2013, result): “Results from the two studies support the previous research by highlighting the positive contributions of authentic functioning within organizational contexts (e.g. Gardner, Cogliser, Davis, & Dickens, 2011; Leroy et al., 2013; Toor & Ofori, 2009).”
Examining workplace mindfulness and its relations to job performance and turnover intention (2014, background): “For example, like workplace mindfulness, the dimensions of work engagement lead people to direct mental resources toward work-related events and tasks (González-Romá et al., 2006; Leroy et al., 2013).”
Work engagement interventions can be effective: a systematic review (2019, background): “Leroy et al. (2013) tested causal relationships and demonstrated that authentic functioning mediated the relationship between mindfulness and engagement, suggesting that by improving selfawareness and one’s ability to self-regulate (i.e. authentic functioning), individuals can make a conscious…”