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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.

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.

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.

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.

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.

The purpose of this paper is to evaluate connections between the practice of mindfulness meditation and individual and organisational well-being.

A direct randomised study conducted on a groups of persons involved in various work activities through a programme of Zen meditation courses and a comparison between the situation of well-being found before and after taking part in the courses, assessed in the light of results obtained from a control group that had not taken part in the courses.

The comparison and analysis of results showed that the group of participants taking part in the meditation training obtained a significant increase in certain indicators relating in particular to subjectively perceived well-being, as regards attention and concentration as well as in a physiological indicator measuring stress reduction.

The study brought to the place of business a tool traditionally used almost exclusively in relation to the personal sphere, evaluating its potential in terms not only of individual well-being but also in terms of efficiency and productivity.

Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing the emotional dimensions of life at work. In this chapter therefore, beginning with a multi-level perspective taken from the OB literature, we introduce the roles played by emotions and emotional regulation in the workplace and discuss their implications for HRM. We do so by considering five levels of analysis: (1) within-person temporal variations, (2) between persons (individual differences), (3) interpersonal processes; (4) groups and teams, and (5) the organization as a whole. We focus especially on processes of emotional regulation in both self and others, including discussion of emotional labor and emotional intelligence. In the opening sections of the chapter, we discuss the nature of emotions and emotional regulation from an OB perspective by introducing the five-level model, and explaining in particular how emotions and emotional regulation play a role at each of the levels. We then apply these ideas to four major domains of concern to HR managers: (1) recruitment, selection, and socialization; (2) performance management; (3) training and development; and (4) compensation and benefits. In concluding, we stress the interconnectedness of emotions and emotional regulation across the five levels of the model, arguing that emotions and emotional regulation at each level can influence effects at other levels, ultimately culminating in the organization’s affective climate.

The purpose of this paper is to review the literature on the role that mindfulness meditation can play in supporting people with dementia to live well.

This paper reviews the literature in a structured way, focussing first on the general effectiveness on mindfulness and then going on to assess its role in attention, emotion regulation, cognitive decline, physical changes in the brain, prevention, and quality of life.

Spirituality has been defined as a process of personal transformation which in many cases can involve a blend of humanistic psychology and esoteric traditions. Meditation, even if practised in a secular fashion can be said to fit within this definition of spirituality. The paper reviews the evidence for the relevance of mindfulness meditation in supporting people to live well with dementia.

The evidence is not yet conclusive; however, there is nevertheless a growing body of evidence which suggests that this is a fruitful area for further research.

There are numerous implications for practice: if sufficient self-reported benefit from the application of mindfulness to people with dementia to warrant this being offered more generally. If further research substantiates the quality of life benefits then this could be an important development to accompany early diagnosis of dementia. If mindfulness were found to have a preventative effect then that would be of huge practical importance.

Mindfulness gives people more control of their emotional and thought processes and therefore this could be a significant development for empowering people with dementia and their carers.

This is one of the first times that the literature regarding mindfulness and dementia has been reviewed in a systematic way.

Social organisations and their entrepreneurial approaches are quite challenging to avail a robust and sustainable platform. Yet it is more difficult when the venture is aimed to serve an uncommon service that the target group are not aware of. Leveraging morale boosts and power of the mind through yoga and transcendental meditation practices could be an approach of a social enterprise that are outlined in this chapter. How tranquility and mental peace in the midst a huge number of people can be achieved by some innovative steps, that is also conferred here.

The purpose of this study is to carry out a literature review in order to examine the scope of mindfulness as an intervention in the workplace and identify the outcomes of mindfulness training at individual, job, team/group and organizational levels.

A literature review of twenty eight empirical studies is carried out using Torraco %25282005%2529 and Briner and Denyer%25u2019s %25282012%2529 four steps method.

The results find 51 significant outcomes of mindfulness training categorized at four levels individual (23), job (17), team/group (7) and organizational (4).

Therefore leaders and managers should consider incorporating mindfulness practice as part of their professional development programs to improve performance levels within the organization.

This paper has an original approach by providing a summary of the scope and outcomes of mindfulness training at a range of levels within the organization.

This paper aims to explore the role of individual inner dimensions in fostering sustainable mindsets in accounting students and graduates. Individual inner dimensions such as compassion shape our behaviour and responses to sustainability challenges. Consideration of inner dimensions, in conjunction with sustainability knowledge and skill development, is needed for reshaping the accounting profession towards achieving sustainable futures.

The authors explore the role of individual inner dimensions in accounting and how approaches to cultivating compassion in other disciplinary educational settings could be applied to cultivate and facilitate compassion within accounting education. Approaches to cultivating compassion for human and non-human species within accounting education are presented, highlighting their relevance to accounting decisions and organisational accountability.

Cultivating compassion for human and non-human species within accounting education aligns with the broader role of accounting in social and environmental issues. Embedding compassionate approaches with a problem-solving focus within accounting pedagogies and curricula design could contribute to shaping behaviour and reorienting the mindsets of future accounting professionals.

Cultivating compassion within accounting students enhances connections across species, encourages students to recognise the role of compassion in sustainable decision-making and promotes a sustainable mindset. Enhanced compassion in accounting graduates could provide the motivational force for action-oriented responses from the accounting profession to the unprecedented ecological crisis.

To the best of the authors’ knowledge, this paper presents a first step in exploring potential approaches to cultivating and facilitating compassion within accounting pedagogies and curricula design. This paper extends sustainability accounting education literature by considering individual inner dimensions in shifting mindsets of accounting students, graduates and educators towards sustainability.

While former literature has shown that people have a strong tendency to seek religious support during difficult times, knowledge gaps exist in how the mechanism of religiosity works to support employees’ mental status and performance. Therefore, based on self-categorization theory, this study aims to examine the effects of employees’ intrinsic and extrinsic religiosity on building their mental toughness and mindfulness and the further formation of employees’ political skills.

Data was collected from 404 full-time hotel employees working in 34 hotels in Turkey during the coronavirus (COVID-19) pandemic in spring 2020. Structural equation modeling was used to examine the proposed hypotheses.

Results of this study show that intrinsic religiosity improves employees’ mental toughness, while extrinsic religiosity enhances employee mindfulness. Additionally, both mental toughness and mindfulness help employees to develop political skill.

This study enriches knowledge to workplace religiosity literature and expands the research scope of religion-related research in hospitality and tourism literature. Future studies are recommended to consider religious heterogeneity and longitudinal design.

To foster employee mental well-being, hotel firms should create a religious-friendly workplace and develop religion-friendly policies. Opportunities should be created within hospitality organizations for employees to develop and use their political skills in needed work aspects.

The findings of this study contribute to valuable theoretical and practical implications. To the best of the knowledge, this study is one of the first attempts to study hotel employees’ religiosity during the COVID-19 pandemic.

Grounded in the resource-based view of the firm, this study aims to examine the effects of goal orientation and the mindfulness of entrepreneurs on firm innovation capability and analyzes that capability’s subsequent impact on firm performance. The authors also analyze whether mindfulness interacts with goal orientation to intensify its effect on firm innovation capability.

Simple random sampling was used to obtain the sample of Thai firms listed in the Department of Business Development database (n = 304). The data analysis was done by using partial least square structural equation modeling.

Goal orientation and mindfulness are positively associated with firm innovation capability. The analysis also supports the interaction effect of goal orientation and mindfulness on firm innovation capability. Moreover, firm innovation capability is positively associated with firm performance.

Goal orientation and mindfulness should be considered two essential soft skills that entrepreneurs must develop to build up their firms’ innovation capability. Because entrepreneurs are the key drivers of economic growth and sustainable development, the government agencies responsible for the entrepreneurship development should consider goal orientation and mindfulness as parts of their entrepreneurship training program and development policy.

The finding about the interaction effect of goal orientation and mindfulness on firm innovation capability provides new evidence that was not documented in previous research. The authors clarify that these are entrepreneurial characteristics that could supplement each other to maximize the potential of entrepreneurs and strengthen the innovation capability of their firms.