Search results

Amidst the stressful work environment in the healthcare sector, employees struggle to maintain prosocial behavior and work reattachment. The potential role of awe and mindfulness in addressing these issues remains unexplored. This study investigates how coworker prosocial behavior affects work reattachment while considering the mediating role of mindfulness and the moderating role of awe.

Using a quantitative research design, data were collected through a survey questionnaire from 356 healthcare professionals in Pakistan. The data were analyzed in SPSS and AMOS for reliability and validity statistics, as well as for hypothesis testing.

The findings revealed a significant link between coworker prosocial behavior and work reattachment. Mindfulness acted as a mediator between coworker prosocial behavior and work reattachment, while awe had a positive moderating effect on these relationships.

The findings emphasize the need for fostering these elements to manage stress, support employees and improve work reattachment.

The existing literature lacks empirical evidence regarding the impact of coworker prosocial behavior on employee outcomes, and this study contributes by examining the roles of awe and mindfulness in the healthcare sector.

Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of mindfulness skill, inclusive leadership (IL), employee work engagement and self-compassion on the overall job performance of secondary school teachers in Hong Kong. It then evaluates the mediating effect of employee work engagement between the relationships of mindfulness skill, IL and job performance, as well as the moderate effect of self-compassion between the relationships of mindfulness skill, IL and employee work engagement.

The sample comprised 263 teachers working from three secondary schools in Sha Tin, Hong Kong. The data was then analysed using Smart PLS version 4.0.9.

The results showed significant positive relationships between mindfulness skill and IL towards employee work engagement and between employee work engagement and job performance; meanwhile, there emerged a significant effect on the relationship between mindfulness skill and IL towards job performance. Furthermore, this research has confirmed that self-compassion did not moderate the relationship between mindfulness skill, IL and employee work engagement, but employee work engagement plays a mediating effect on the relationship between mindfulness skill, IL and job performance.

This research has helped to fill the literature gap by examining the mediating roles of employee work engagement and mediator role of self-compassion in the integrated relationship of multi-factor and job performance. Examining the mediating role of employee work engagement has helped to enhance the understanding of the underlying principle of the indirect influence of mindfulness skill, IL and job performance. The result of this research shows that self-compassion plays a vital role in influencing the employees’ work engagement. Hence, it is important that companies design human resource management policy that enables self-compassion to be used as a consideration psychological-related strategy when structing organisation or teams. It is also crucial for top management and policymakers to define and communicate the organisation’s operating principle, value and goals.

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.

World Health Organizations (WHO) (2023) states that governments and employers have a responsibility to uphold that right by providing work that simultaneously prevents workers from experiencing excessive stress and mental health risks. The business environment continues to produce a lot of stress on workers, which includes internal pressures to achieve results and employees suffer the consequences. Some companies have turned to mindfulness as a technique that helps mitigate these consequences and have joined Kaizen as a process improvement technique in the work environment. Therefore, this study has a research purpose: “to comprehend the possible linkage between Kaizen philosophy from an individual perspective, with Mindfulness ZEN Buddhism technique to understand the individual benefit (well-being) of each employee in organizations.” The answer to this represents the research gap in this article. The research questions governing this study are as follows: RQ1: Does Mindfulness is used as Kaizen technique of personal-individual improvement in 21st-century organizations? RQ2: What elements and characteristics of Kaizen and mindfulness can be found working together? And RQ3: Which qualitative impact of mindfulness and Kaizen in the workplace outcome (well-being, performance of the job (process)) and relationships with other employees)?

This research used a qualitative approach due to the recent phenomenon studied. In a certain way, it was used a mixed-method (combination of qualitative data – web search secondary data analysis and qualitative research-Convergence Model). First, it was done an intensive web search with the aim to identify companies' corporate mindfulness programs, along with companies which have applied mindfulness and Kaizen programs. It was identified a group of big companies with global and international presence (“famous” for their products and services) in diverse industrial and service sectors, country of origin and business locations; with the purpose of getting a holistic vision of all organizations which have practice Kaizen and mindfulness. Therefore, this study explored secondary data related to both practices, analyzing reports or briefings published in management magazines and official WEB pages and/or business magazines.

As a result of the triangulation of the data with its secondary data convergence model and qualitative research, a theoretical framework was reached that shows the benefits of the two combined twin techniques of Kaizen and mindfulness. The worker experiences a path that goes from concentrating on the execution of their processes, following their operating standards (Standardize, Do, Check, Act [SDCA] cycle), going through the evolution to continuous improvement or Plan-Do-Check-Act (PDCA) cycle, experiencing work with concentration-awareness and reducing your daily stress, maintaining high sensitivity to the work process and your environment and finally, discovering an essential life purpose. Finally, worker experiences benefit when there is wide application of both with the SDCA and PDCA cycles such as high motivation, constant learning from your mistakes, day-to-day learning and the Munen Musso (not using the mind).

The main limitation is the qualitative methodological bias and secondary data research. In addition, to have a theoretical sample. However, the richness of the data helps to overcome this limitation. On the other hand, the qualitative research interviews are for a certain geographical area, therefore, the results cannot be generalized.

The results of this research can shed light on operations managers in the use of techniques for continuous improvement and improvement of people's quality of life, such as mindfulness. In Mexico, they are beginning to be used jointly (twin techniques) to comply with Regulation 035 of psychosocial risk, the researchers are sure that in other countries it will be used in the same way to comply with regulations. However, the research findings show the benefits that can be provided to workers in organizations by applying Kaizen and Mindfulness together.

To the best of the authors’ knowledge, according to the literature review, this is the first article that explores the relationship between Kaizen and Mindfulness as twin techniques that help improve the individual quality of life of employees in organizations.

This study delves into the impact of mindfulness on the retention intention of technology employees, with a particular focus on the mediating variables of affective commitment (AC) and organizational identification (OI). The primary aim is to gain a comprehensive understanding of the underlying mechanisms through which mindfulness influences the retention intention of technology employees.

The research employed a survey approach with self-administered questionnaires and structural equation modeling. The collected data were analyzed using Statistical Product and Service Solutions (SPSS) 24 and Analysis of Moment Structure (AMOS) 28. Multiple mediation analyses was conducted through AMOS to examine the mediating effects of OI and AC.

The association between mindfulness and retention intention among technology employees showed an overall positive correlation. Additionally, AC and OI were positively correlated with retention intention. In the impact of employee mindfulness (EM) on retention intention, all indirect effects were found to be significant.

To the best of the authors' knowledge, this study is the first to investigate the relationship between EM and retention intention, as well as the associations of AC and OI with them, extending the application of mindfulness in management and offering insights for talent retention among company decision-makers.

This research aims to study the effects of mindfulness and self-compassion in addressing COVID-19 phobia issues. To date, not a single study has examined the influence of these constructs on COVID-19 phobia amongst frontline employees (FLEs) in the services sector. In this context, the present study examined the association between FLE’s trait mindfulness and COVID-19 phobia and the mediating effect of self-compassion on this relationship.

Data were collected using 335 FLEs working in the Indian services sector, and the analysis was undertaken using the PROCESS macro of Hayes (2018).

FLE's trait mindfulness was found to influence COVID-19 phobia negatively, and the mediation role of self-compassion was also noted. Findings for the COVID-19 phobia composite and its four facets are discussed.

Corporate leaders could encourage mindfulness and self-compassion training helping in buffering the negative issues associated with COVID-19 phobia among FLEs.

It is one of the few studies conducted in the South-Asian context that highlights how mindfulness can help enhance self-compassion among frontline service sector employees while guiding them to overcome COVID-19 phobia. This could be the first study to examine the mediating effects of self-compassion in the relationships between mindfulness and COVID-19 phobia.

This study aims to conduct a thorough evaluation to offer a modern overview of mindfulness’s performance and conceptual framework in leadership.

This study reviews the literature on mindfulness in leadership using bibliometric analysis and systematic review techniques. This study delves into the most significant writings, leading journals, authors, organizations and nations contributing to the field and the selected methodologies and research contexts for mindfulness in leadership.

This study unveils three areas of mindfulness in leadership: leadership mindfulness interventions and practices, essential outcomes of mindfulness practice and emergent styles and mindfulness.

This study significantly expands the Baer et al. (2006) review of mindfulness to offer new views over their manual qualitative analysis based on a smaller collection of literature while adding the leadership perspective. Using bibliometric analysis, this study especially carries out performance analysis and scientific mapping of the collection of research publications on mindfulness in leadership. Additionally, more current studies are included to update the field.

Sweeping changes are underway in the world of work where new work-models such as permanent work-from home mandates are being implemented by many organizations in the aftermath of the COVID-19 pandemic. Although cost benefits for organizations are obvious from such measures, little is known about how emotions of employees are affected by such measures. A recent industry survey reveals that some employees feel that they are being ostracized from their normal workplace while others are being allowed to return to their normal office settings. However, there appears to be dearth of empirical studies on how employees are coping with workplace ostracism (WO), and whether such emotions are related to factors such as their levels of mindfulness and perceived organizational support (POS). Therefore, this study deploys the stress and coping theory to suggest that individuals with high levels of mindfulness are less likely to experience WO, and that such a relationship is further moderated by POS.

The hypotheses developed in this study are tested through survey data collected from 240 employees who work for various large organizations in Oman. Eligible respondents are employees who have been directed by their employers to continue to work from home even after a large portion of their colleagues have returned to their physical offices.

The data is analyzed with R Core Team software. The findings reveal that employees with high levels of mindfulness reported lower levels of WO. Furthermore, POS moderates the inverse relationship between mindfulness and WO at moderate and high levels of POS but not when organizational support is perceived to be at low levels.

This study suffers from several limitations. First, the study is cross-sectional in nature and does not capture how the perceptions of workplace ostracism change over time. Considering that majority of the new directives to employees to permanently work from their remote locations are quite recent. Second, this study posits the effect of mindfulness as a trait on WO and does not consider other constructs. Third, the demographic details of the respondents indicates that bulk of the employees that were asked by their employers to continue to work from home even after the COVID-19 restrictions were lifted were women (68%).

Practically, the relationships between mindfulness, perceived organizational support and workplace ostracism provide useful managerial knowledge. This is particularly important considering the fact that the influence on employee perceptions due to these new work models are yet to be fully realized. As a result, managers can fine-tune their organizational communication and their training programs toward developing awareness of the present among employees to enable them to appraise new organizational policies from a more holistic long-term perspective. Additionally, the management can also emphasize sufficient material and psychological support for employees that are required to remain working from home.

This study appears to be among the first empirical research that provides evidence on the inverse relationship between mindfulness and WO, especially in the context of the new work-models in the post pandemic period. Additionally, the study demonstrates that moderate to high levels of POS can further mitigate WO among individuals with higher levels of mindfulness.

This study explores the moderated mediation effect, wherein collective mindfulness attenuates the hypothesised relationship between customer incivility, service sabotage and psychological well-being and is supported by the conservation of resources (COR) theory.

Multiwave and multisource data were collected from 315 frontline employees (FLEs) working in 32 Indian bank branches. Using HLM 7.00, the authors tested a multilevel model in which branch-level collective mindfulness moderated the association amongst individual-level customer incivility, psychological well-being and service sabotage.

A higher level of collective mindfulness had a profound cross-level effect on the association between customer incivility and service sabotage through psychological well-being.

Distinct from prior research that focussed on individuals' personal resources as a buffer against customer incivility, the authors' study identified branch-level collective mindfulness as a boundary condition that helps employees experiencing customer incivility decrease service sabotage. By uncovering a branch-level variable that reduces the negative impact of customer incivility on service sabotage, the authors' study offers valuable insights for banks to enhance customer service at their branches.

Taking the support of social capital theory and conservation of resource theory, the present study explores the mediating role of rumination and moderating role of mindfulness in the relationship of workplace ostracism (WO) and workplace withdrawal (WW).

The data were collected in two waves from 467 employees working in hotels located in Delhi NCR region of India. The hypothesised relationships were investigated by macro-PROCESS (Hayes, 2013).

The results found a mediating impact of rumination on WO and WW relationship. It further supported the moderating effect of mindfulness in weakening the association between WO and WW via rumination.

This study identified mindfulness as an essential mechanism by which WO may be regulated to control employee's tendency to ruminate. Rumination may initially be prevented in organisations by regulating the primary effect of WO on employees' decisions for WW.

By linking the research model with the social capital theory, the study has contributed to the existing body of knowledge. The study is the first of its kind in India to examine the impact of hypothesised associations on the hotel industry. The findings of the study would help the industry in understanding the role of mindfulness in reducing aberrant behaviours at workplace.