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Article
Publication date: 13 November 2020

Praveen Kumar Sharma and Rajeev Kumra

Employee well-being is increasingly relevant and crucial for organizational success. As work engagement and employee well-being affect employee performance, this area is…

Abstract

Purpose

Employee well-being is increasingly relevant and crucial for organizational success. As work engagement and employee well-being affect employee performance, this area is the focus of increasing attention both from scholars and industry professionals. The main objective of the present research study is to investigate the mediating role of work engagement on the relationship between mindfulness at work, organizational justice and employee well-being.

Design/methodology/approach

The study was conducted on information technology (IT) employees in India, and 331 complete responses were collected for the data analysis. The cross-sectional data were collected through purposive sampling. Structural equation modeling (SEM) was applied to evaluate the proposed research hypotheses.

Findings

The findings support the convergent and discriminant validities of mindfulness, organizational justice, work engagement and employee well-being. The results indicate that mindfulness and organizational justice have an indirect relationship with employee well-being. In addition, the study demonstrates that work engagement significantly mediates the relationship between mindfulness and employee well-being as well as between organizational justice and employee well-being.

Practical implications

The findings will help organizations and human resources (HR) departments to understand the importance of work engagement and employee well-being in the workplace.

Originality/value

The mediating effect of work engagement between the workplace mindfulness–organizational justice relationship on employee well-being is addressed by drawing on conservation of resources (COR) and job demand–resource (JD–R) theories. Prior research has exclusively studied the relationship of employee well-being with either mindfulness or organizational justice. This research provides empirical insights regarding the fact that both mindfulness and organizational justice simultaneously have a relationship with employee well-being.

Details

South Asian Journal of Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2398-628X

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Article
Publication date: 27 July 2020

Karen R. Johnson and Sunyoung Park

The purpose of this paper is to explore mindfulness training as a viable intervention for frontline employees in tourism and hospitality as a way to aid in the regulation…

Abstract

Purpose

The purpose of this paper is to explore mindfulness training as a viable intervention for frontline employees in tourism and hospitality as a way to aid in the regulation of emotions and reduce or prevent employee burnout while increasing levels of work engagement.

Design/methodology/approach

By reviewing related literature, the authors explored the relationships between mindfulness training and emotional labor, and mindfulness, burnout and work engagement.

Findings

The authors suggested the following propositions: mindfulness training can potentially help to regulate emotional labor of tourism and hospitality frontline employees, and mindfulness training can potentially reduce burnout and enhance levels of work engagement of tourism and hospitality frontline employees.

Research limitations/implications

This study can guide scholars to initiate empirical research to examine the influence of mindfulness training on diverse outcomes related to tourism and hospitality employees.

Practical implications

This study can help to improve the awareness of leaders and managers of mindfulness training as an intervention to alleviate emotional exhaustion of frontline employees in tourism and hospitality.

Originality/value

This study provides theoretical insights and useful practical implications for ways to establish a suitable work environment that encourages frontline employees to perform genuine or deep acting while minimizing incidents of surface acting and the consequences of emotional labor.

Details

Industrial and Commercial Training, vol. 52 no. 3
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 13 June 2020

Min Wan, Suzanne Zivnuska and Matthew Valle

The purpose of this study is to explore the mediating effect of moral disengagement in the relationship between mindfulness and unethical behaviors. The authors also…

Abstract

Purpose

The purpose of this study is to explore the mediating effect of moral disengagement in the relationship between mindfulness and unethical behaviors. The authors also explored the moderating effect of perceptions of politics on the mediational chain.

Design/methodology/approach

The authors administrated time-lagged surveys at two time periods separated by six weeks. Respondents were 206 full-time employees working in the USA. Hierarchical, moderated multiple regression analyzes were used to test the mediation and moderation effects.

Findings

Results showed that mindfulness reduced destructive deviant behavior and unethical pro-organizational behavior through moral disengagement and the mediation effects were weaker when employees’ perceptions of politics were stronger.

Research limitations/implications

The results indicate that mindfulness and perceptions of organizational politics combine to have profound impacts on employee unethical behaviors. Organizations seeking to minimize the occurrence of deviance and unethical behaviors may do well to support employee mindfulness and as well as minimizing organizational politics. The findings suggest that the political context has a negative impact on even the behavior of mindful employees. Therefore, building mindfulness while simultaneously reducing politics are equally important goals.

Originality/value

Our study extends the theoretical development of mindfulness research by examining the interactive effects of perceptions of organizational politics and mindfulness and broadens the theoretical rationale for explaining the linkages between mindfulness and unethical behaviors.

Details

Management Research Review, vol. 43 no. 12
Type: Research Article
ISSN: 2040-8269

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Article
Publication date: 8 August 2016

Peerayuth Charoensukmongkol

The purpose of this paper is to investigate the contribution of mindfulness to employee psychological reactions to mergers and acquisitions (M&A) and its consequence on…

Abstract

Purpose

The purpose of this paper is to investigate the contribution of mindfulness to employee psychological reactions to mergers and acquisitions (M&A) and its consequence on behavioral resistance to M&A.

Design/methodology/approach

Questionnaire data were collected from 114 employees of a Japanese bank that acquired a local financial institution in Thailand. Data were collected a week before the official integration began. Data were analyzed using partial least squares regression.

Findings

Employees who exhibited a higher level of mindfulness tended to report a lower cognitive evaluation of M&A and affective reaction to M&A. A lower cognitive evaluation and affective reaction were found to associate with lower behavioral resistance to M&A.

Research limitations/implications

First, the findings were based on cross-sectional data. Second, other organizational and leadership factors that might influence the employee reaction to M&A are not considered in the analysis. Third, self-reported measures can be susceptible to respondent bias. Fourth, small sample size can limit the generalizability of the findings.

Practical implications

Mindfulness training could be considered as one alternative approach in the intervention to help employees cope effectively with anxiety toward M&A.

Originality/value

This research is the first that provides empirical evidence for the role of mindfulness on employee psychological reactions to M&A.

Details

Journal of Organizational Change Management, vol. 29 no. 5
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 5 November 2020

Mobina Farasat and Akbar Azam

The multitude of high-profile corporate scandals has prompted the need for more nuanced understanding of factors within organizations that may influence unethical…

Abstract

Purpose

The multitude of high-profile corporate scandals has prompted the need for more nuanced understanding of factors within organizations that may influence unethical pro-organizational behavior (UPB). Based on the social cognitive theory, this study aims to examine the impact of supervisor bottom-line mentality (BLM) on unethical, but pro-organizational conduct by employees through moral disengagement. Additionally, this study examines the moderating role of employee mindfulness in relation of supervisor BLM and moral disengagement.

Design/methodology/approach

To test the study model, the authors collected data from 198 employees working in various Pakistani firms. This study uses PROCESS procedures for the analysis.

Findings

Analyses of time-lagged data showed that (1) supervisor BLM can lead to employee UPB through employee moral disengagement and (2) mindfulness moderated this relationship, such that high (versus low) mindfulness attenuates the link between supervisor BLM and moral disengagement.

Originality/value

This study adds to the extant research by examining how and when supervisor BLM leads to employee UPB. This is the first attempt to examine how supervisor BLM and trait mindfulness jointly determine moral disengagement, which drives UPB.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 28 December 2020

Emma Junhong Wang, Pierre R. Berthon and Nada Nasr Bechwati

This paper aims to explore the effect of employees’ state mindfulness, a short period of mindful presence, on the quality of the service they provide in a service encounter.

Abstract

Purpose

This paper aims to explore the effect of employees’ state mindfulness, a short period of mindful presence, on the quality of the service they provide in a service encounter.

Design/methodology/approach

Three studies are conducted. A pilot study explores the relationship between state mindfulness and service encounter quality. Experiment 1 examines whether a 15-min mindfulness exercise results in an increase in service employees’ state mindfulness. Experiment 2 tests whether induced state mindfulness produces higher service quality and whether a reminding technique can prolong state mindfulness between service encounters.

Findings

The results demonstrate the following. First, that more mindful employees provide better service quality. Second, that a short, easily implemented, mindfulness exercise can reliably increase employees’ state mindfulness. Third, induced mindfulness has an impact on subsequent service quality in terms of reliability, assurance, empathy and responsiveness. These effects persist regardless of the service encounter structure (high vs low structure) or the degree of emotional labor involved (high vs low emotionally charged). Finally, the reminding technique developed as part of this research suggests that state mindfulness can be maintained between service encounters.

Research limitations/implications

As simulated (programmed) customers are used, independent evaluators to assess service quality are used. Service providers in this study are college students; future field studies should consider a wider range of service providers. The research focuses on state mindfulness; exploration of trait mindfulness offers future research opportunities.

Originality/value

To the best of the authors’ knowledge, this research is the first to empirically examine the link between mindfulness and service quality. It shows that mindfulness can be induced, and through a reminding technique be maintained, and improve service quality across service interactions. This is a powerful finding for marketing managers, for it offers a new method to enhance service provision. Moreover, this research implies that the increase in service quality is likely to be accompanied by reduced job burnout: a double win for employees, employers and customers.

Details

Journal of Services Marketing, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0887-6045

Keywords

Content available
Article
Publication date: 24 September 2020

Laxmiprada Pattnaik and Lalatendu Kesari Jena

The purpose of this paper is to explore the inter-linkages of mindfulness, remote engagement and employee morale as a solution to new normal, during the turbulent times of…

Abstract

Purpose

The purpose of this paper is to explore the inter-linkages of mindfulness, remote engagement and employee morale as a solution to new normal, during the turbulent times of the pandemic.

Design/methodology/approach

Remote engagement is the biggest challenge that is faced by many organisations with their employees working remotely. This paper examines the relevance of mindfulness amidst all distractions that obstruct the employees to stay focussed in their work assignments while performing remotely. Therefore, a thorough literature survey has been made to analyse the conceptual relationship among mindfulness, remote engagement and employee morale. Based on the conceptual analysis, a set of possible frameworks linking the three constructs has been stated for future research.

Findings

This conceptual paper has come up with few possible frameworks to model the assertions by investigating and corroborating it with quantitative or qualitative studies by the future researchers.

Research limitations/implications

This paper has tried to advocate the linkage of the three constructs, which is the need of the hour for setting the organisation to the new normal way of work.

Practical implications

The current paper suggests that the organisations can deal with the toughest challenge of engaging people remotely by practising mindfulness technique, and thereby, it would result in high morale leading to improved performance. This approach paves the way for leading a “new normal” even post-pandemic.

Originality/value

Due to the prevalence of the unforeseen situation of pandemic, organisations have no other way but to resort to remote work. Through the practice of mindfulness, the engagement of employees can be adhered to an extent, which results in enhanced employee morale, which can help the organisation to achieve its business objectives amidst this turbulent time and gradually resorts to function in the new normal.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 23 June 2020

Shaobo Wei, Fenfen Zhu and Xiayu Chen

Innovative use of enterprise systems (ES) by employees is essential for organisations to benefit from huge investments in such systems. Drawing on job demands-resources…

Abstract

Purpose

Innovative use of enterprise systems (ES) by employees is essential for organisations to benefit from huge investments in such systems. Drawing on job demands-resources (JDR) theory, this study explores how stressors (i.e. challenge and hindrance stressors) influence employees' innovative use of ES, as well as considering the moderating effects of IT mindfulness.

Design/methodology/approach

Data were collected from a longitudinal survey of 152 employees in a large financial service company in China. Hierarchical multiple regression was used to test the research model.

Findings

Results showed that challenge stressors exerted a positive effect and hindrance stressors had no significant effect on innovative use of ES. Furthermore, we found that IT mindfulness weakened the positive effect of challenge stressors and the negative effect of hindrance stressors on innovative use of ES.

Originality/value

This study is among the first to extend the research of innovative use of ES by considering two types of stressors based on the JDR theory. Besides, new insights are provided on how to promote employees' innovative use of ES in the post-acceptance stage according to the different levels of IT mindfulness of employees.

Details

Information Technology & People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-3845

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Article
Publication date: 2 January 2020

Karen R. Johnson, Sunyoung Park and Sanghamitra Chaudhuri

As the concept of mindfulness gains popularity in the workplace, there is a need to understand the extent to which mindfulness-related practices are integrated into…

Abstract

Purpose

As the concept of mindfulness gains popularity in the workplace, there is a need to understand the extent to which mindfulness-related practices are integrated into training and development activities and the impact of these practices on employees and organizations. The purpose of this study is to provide an overview of the scope of mindfulness as an intervention in the workplace and to identify outcomes of mindfulness-related training activities at the individual, job/work, team/group and organizational levels.

Design/methodology/approach

Torraco (2005) and Briner and Denyer's (2012) four steps (search, selection, analysis and synthesis) for conducting an integrative literature review were used for this study. This method enabled us to compare and contrast relevant articles, integrate distributed information, create new knowledge and provide research directions on mindfulness practices in work settings.

Findings

Through a revision of 28 empirical studies, the authors found that mindfulness-based training is an effective intervention for organizations to improve mental health, wellbeing and performance of employees. A total of 51 significant outcomes of mindfulness-related training categorized at the individual (23), job/work (17), group/team (7) and organizational (4) levels were identified.

Practical implications

Despite the benefits of mindfulness training, according to the research, only a handful of organizations have rolled-out this program for employees. The authors recommend that industry leaders and managers take a proactive approach and incorporate mindfulness-related practices as part of their professional development training for employees at all levels to improve personal and professional growth and performance.

Originality/value

This paper extends the emerging literature on mindfulness by providing a comprehensive summary of the consequences of mindfulness training at a multilevel context within the human resource development domain.

Details

European Journal of Training and Development, vol. 44 no. 4/5
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 8 November 2019

Pablo Zoghbi-Manrique-de-Lara, Mercedes Viera-Armas and Gabriel De Blasio García

The purpose of this paper is to examine whether the appearance of cyberloafing at work, that is, the use of the company’s internet connection for personal purposes, may be…

Abstract

Purpose

The purpose of this paper is to examine whether the appearance of cyberloafing at work, that is, the use of the company’s internet connection for personal purposes, may be due to a workplace that lacks mindfulness and compassion. The authors first hypothesize that supervisors’ mindfulness is related to the mindfulness of their direct followers, and that both are related to employees’ compassion at work. The authors also hypothesize that compassion mediates the link between supervisors’ and followers’ mindfulness and cyberloafing, and that empathic concern mediates the link from compassion to cyberloafing.

Design/methodology/approach

A questionnaire was distributed to followers working in groups of three with the same leader in all of the 100 banks in London (UK). Supervisors and their direct reports (n=100) and 100 triads of followers (n=300) participated. The authors applied structural equation modeling (SEM) for analyses.

Findings

Results showed that supervisors’ and followers’ mindfulness were significantly related to each other and to compassion at work, but compassion acted as a mediator only in the case of supervisors’ mindfulness. Empathic concern mediated the compassion-cyberloafing link.

Research limitations/implications

The study could suffer from mono-method/source bias and specificities of banks and their work processes can raise concerns about the generalizability of the results.

Practical implications

Findings suggest that mindfulness training may facilitate compassion at work, which, in turn, will restrain the occurrence of cyberloafing at work.

Originality/value

This is the first study to analyze how and why employees refrain from harming their organizations out of compassion.

Details

Personnel Review, vol. 49 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

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