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Abstract
Although the concept of mindfulness has attracted scholarly attention across multiple disciplines, research on mindfulness in the field of management remains limited. In particular, little research in this field has examined the nature of mindfulness and whether it relates to task performance in organizational and occupational settings. Filling these gaps, the present article delineates mindfulness by (a) defining it as a state of consciousness in which attention is focused on present-moment phenomena occurring both externally and internally, (b) comparing it to a range of other attention-related concepts, and (c) developing theory concerning the factors that determine when mindfulness is beneficial versus costly from a task performance standpoint.
... It stems from comparing experiences that stretch the understanding of a situation by keeping an open mind to alternative perspectives and categories (Chiesa et al., 2011). For instance, mindlessness, habitual or automatic behavior and operating from a singular perspective could make it difficult to see the whole situation and therefore impact performance and relationships (Dane, 2011). However, mindfulness allows people to be sensitive to their environment, supporting clearer thoughts and behaviors (Dane and Brummel, 2014), as well as better performance, decision-making and reduction of stress (Harms et al., 2017). ...
... However, prior empirical evidence in the context of large publicly listed non-family firms shows that high levels of self-reported mindfulness among organizational leaders, results in superior levels of LMX quality between supervisors and their subordinates (e.g. Dane, 2011;Dane and Brummel, 2014;Reb et al., 2019). For instance, Dane (2011) examined workplace mindfulness and its relationship with job performance and TOI and demonstrated that supervisors that report mindful behavior tend to have high quality relationships with their subordinates. ...
... Dane, 2011;Dane and Brummel, 2014;Reb et al., 2019). For instance, Dane (2011) examined workplace mindfulness and its relationship with job performance and TOI and demonstrated that supervisors that report mindful behavior tend to have high quality relationships with their subordinates. Moreover, Dane and Brummel (2014) found that, leader-mindfulness (reported by the leaders) in organizations improved trust among managers and subordinates, leading to greater work engagement and organizational commitment. ...
Purpose
Leveraging the mindfulness theory and the social exchange theory, this study examines the influence of perceived leader mindfulness (PLM) on turnover intentions (TOI) of non-family employees (NFEs) working in family firms. The study investigates whether the above relationship is mediated by employee perceptions of leader–member exchange quality (LMX quality) and their affective commitment (AC).
Design/methodology/approach
A conceptual framework is proposed that hypothesizes inverse relationship between PLM and TOI, which is posited to be mediated by both LMX quality and AC. The hypotheses are tested through survey data collected from 254 NFEs working in various family-owned businesses in Malaysia. The data analyzed through partial least square structural equation modeling (PLS-SEM).
Findings
The results indicate that PLM has a positive influence on both LMX quality and AC. Moreover, PLM has a strong negative affect on TOI. In terms of results of mediation analysis, it appears that two mediation hypotheses out of four are significant, that is mediating effect of AC between PLM and TOI and LMX quality between PLM and AC. However, the mediating role of LMX quality between PLM and TOI and the sequential mediation hypotheses were both non-significant.
Research limitations/implications
The findings of the study imply is that to ensure retention of qualified and talented NFEs, mindfulness of family firm leaders plays a significant role in ensuring lower TOI. Furthermore, such a goal is better achieved by ensuring that such employees are supported through leadership that leads to their development of better LMX quality and AC towards the organization. The study however is limited, as other potential exogenous variables that may influence TOI were not considered.
Practical implications
Losing employees that join a firm and acquire valuable skills and experience is a significant concern for family firms that are known for discriminating between employees related to the owners and outsiders. This study presents evidence for owners and managers of family firms that by focusing on mindful behavior and working towards developing better LMX quality and AC of NFEs, the organization can reduce TOI of such employees.
Originality/value
This study contributes to the under-researched and fragmented literature on relationships between PLM among NFEs and TOI of such individuals working in family firms. Moreover, this appears to be the first study that investigates mediating roles of and LMX quality and AC among NFEs in the above relationship.
... Q ualities of attention refer to the various qualities which attention might assume, and how people process cues to make decisions and take action (Dane, 2013). These qualities are fundamental for studies of dynamic work settings where employees at operational levels face uncertainty (Dane, 2013;Ocasio et al., 2018;Sutcliffe et al., 2016) and are required continuously to process information related to unpredictable events (Curtis et al., 2017;Dane, 2011;Rerup, 2005). This information is needed to make realtime decisions and formulate and apply appropriate responses which deviate from prior plans (Dane, 2011;Levinthal & Rerup, 2006;Martínez-Córcoles & Vogus, 2020;Sutcliffe, 2018). ...
... These qualities are fundamental for studies of dynamic work settings where employees at operational levels face uncertainty (Dane, 2013;Ocasio et al., 2018;Sutcliffe et al., 2016) and are required continuously to process information related to unpredictable events (Curtis et al., 2017;Dane, 2011;Rerup, 2005). This information is needed to make realtime decisions and formulate and apply appropriate responses which deviate from prior plans (Dane, 2011;Levinthal & Rerup, 2006;Martínez-Córcoles & Vogus, 2020;Sutcliffe, 2018). Dynamic work settings require a certain type of attention, which we call mindful attention (or mindfulness) (Dane, 2013(Dane, , 2021Fraher et al., 2017;Jordan et al., 2009;Ocasio, 2011;Vogus & Sutcliffe, 2012). ...
... Mindfulness is a quality of attention (Dane, 2011;Hutzschenreuter et al., 2014;Langer, 1989;Rerup, 2005;Weick & Sutcliffe, 2006). Qualities of attention refer to how people direct their attention to certain cues, and how they make sense of them in order to formulate decisions and actions (Dane, 2013;Ocasio, 2011). ...
In dynamic work settings, developing a collective mindful attention is crucial but challenging. It can be achieved through learning. However, the relationships between mindful attention and learning are complex and recursive. Mindful attention is both the prerequisite and the outcome of learning. Based on a single case study of a cement plant, we build an inductive model that clarifies these relationships and highlights three learning barriers. Our paper makes two contributions to theory. First, we extend the knowledge on the complex relationships between mindful attention and learning by identifying two different learning circles. Second, by providing a better understanding of the learning barriers, we stress the pivotal role of superstitious learning in preventing the development of mindful and collective attention.
... Therefore, a combination of different and novel individual and collective skills is needed in order to achieve the new global demands and organizational goals (Gibson et al., 2012;Weick et al., 1999). New empirical research have shown that variables such as individual mindfulness (Coo & Salanova, 2017;Dane, 2011;Glomb et al., 2011;Mesmer-Magnus et al., 2017;Montes-Maroto et al., 2018), collective mindfulness (Ray et al., 2011;Vogus & Sutcliffe, 2012;Weick & Sutcliffe, 2006;Weick, et al., 1999), and work engagement (Malinowski & Lim, 2015;Rich et al., 2010;Schaufeli & Bakker, 2004b) are crucial to organizations in order to be efficient, keep their reliability, achieve their goals, and sustain internal well-being. ...
... Several studies have demonstrated the central role that this individual perspective of mindfulness has on people's lives: enhancing their physical and mental health, as well as their subjective well-being (Coo & Salanova, 2017;Dane, 2011;Giluk, 2009;Glomb, et al., 2011;Grossman et al., 2004;Keng et al., 2011;May & O`Donovan, 2007;Mesmer-Magnus et al., 2017). Likewise, numerous mindfulness-based interventions have been successfully able to reduce significantly perceived stress, depression, anxiety, and ruminative thinking in individuals (Bohlmeijer et al., 2010;Chiesa & Serreti, 2009;Mesmer-Magnus et al., 2017;Sedlmeieret et al., 2012;Virgili, 2015). ...
... Glomb and collaborators (2011) stressed that mindfulness enhances diversity of organizational key factors as decision making, communication, problem solving, creativity, job satisfaction, and the ability to perform under stress. In addition, Dane (2011) found that mindful individuals are able to maintain high levels of attention and focus, and are able to early identify and propose creative solutions when operations are not performing as they should. Finally, individual mindfulness presented also significant and positive correlations with work engagement (Malinowski & Lim, 2015) self-determination and confidence (Glomb et al., 2011), perceived job satisfaction (Mesmer-Magnus et al., 2017), job performance (Coo & Salanova, 2017;Mesmer-Magnus et al., 2017), and interpersonal relationships at work (Coo & Salanova, 2017;Glomb et al., 2011;Mesmer-Magnus et al., 2017). ...
... For example, mindfulness relates to a wide range of work-related outcomes, including increased task performance in dynamic situations, reduced deviant behaviors, enhanced well-being, and reduced work stress (Bostock et al., 2019;Dane & Brummel, 2014;Hülsheger et al., 2020;Roche et al., 2014;Slutsky et al., 2019;Wolever et al., 2012). Thus, as a first step to understanding why, how, and when mindfulness improves safety, MINDFULNESS AND WORKPLACE SAFETY 8 we draw upon the greater literature to identify three basic influences of mindfulness on human functioning (e.g., Dane, 2011;Glomb et al., 2011;Good et al., 2016;Hyland et al., 2015;Kudesia, 2019;Shapiro et al., 2006). We specifically focus on how these benefits of mindfulness have the potential to promote safety. ...
... First, mindfulness incorporates enhanced awareness of the present moment (Dane, 2011). ...
... Specifically, enhanced awareness depicts the function of recognizing feelings, thoughts, and problems as they occur, while sustained attention emphasizes MINDFULNESS AND WORKPLACE SAFETY 9 the process of remaining focused over time (Brown & Ryan, 2003). The benefit associated with sustained attention is frequently proposed as a primary mechanism underlying the contribution of mindfulness to human functions (Dane, 2011;Good et al., 2016). This feature may be particularly critical in occupations where employees need to concentrate on complex work tasks with safety implications over a long period of time or in a distracting environment (Huber et al., 2015). ...
Mindfulness has recently gained popularity in applied settings to enhance workplace safety, especially in safety-critical occupations such as healthcare and construction. Despite this increased attention, studies on mindfulness and safety have been conducted in separate fields, with little integration of findings and limited theoretical insights. In this review, we synthesize existing research across disciplines to establish a theoretical model of mindfulness and safety. Based on 32 empirical studies, we first summarize and critically analyze how mindfulness and safety are conceptualized and operationalized in the literature. We then consolidate empirical findings and conceptual arguments and draw upon the job demands-resources model to propose a theoretical model linking the basic benefits of mindfulness to safety-related job demands. Specifically, we propose that mindfulness (a) improves detection of and responses to workplace risks and hazards, (b) enhances concentration and self-monitoring of safety behaviors in cognitively demanding situations, and (c) facilitates more adaptive responses to emotional burdens. We further propose that the mindfulness-safety link can vary across boundary conditions, including personal and contextual characteristics. Our theoretical model serves as a foundation to integrate existing knowledge and guide future research. We conclude by highlighting specific opportunities for researchers and practitioners to advance research and applications of mindfulness and workplace safety.
... The increasing researcher's attention toward mindfulness has opened the opportunity for its construct conceptualization (Wang et al., 2021), resulting in the definition of mindfulness as a person's attuned attention to the event and conditions surrounding them (Brown et al., 2007) or a condition in which a person consciously understands their surroundings (Stankov et al., 2020, Wang et al., 2021. In personal and individual context, mindfulness also refers to the variations of awareness (Brown & Ryan, 2003;Bishop et al., 2004;Dane, 2011). The essential point to note is the top-down mechanism in mindfulness, where a person actively and deliberately pays attention to their environment, followed by actively storing and recalling the information. ...
... Moore & Malinowski's (2009) findings strengthened the evidence that mindfulness prevents distraction and work blunders, improving employees' job performance, while reducing customer incivility's detrimental effect on proactive service performance among casino employees (Jang et al., 2020). In a dynamic environment, mindfulness could facilitate performance behaviour marked by an extensive attention span that aligns individuals with a more extensive level of events and stimuli (Dane, 2011). Studies also suggested that mindful employees tend to exhibit better task performance (Dane & Brummel, 2013;Reb et al., 2015). ...
Purpose – This study examined the influence of mindfulness in its relationship to creativity and work engagement, which could increase proactive service performance and customer satisfaction while reducing the negative impact of customer incivility. Methodology/Design/Approach – The survey was conducted using a snowball system among 260 hotel employees who voluntarily participated. The Partial Least Square (PLS) method was used to analyse the data collected. Findings – This study found a positive impact of mindfulness on employee creativity, proactive service performance, and customer satisfaction. Customer incivility was also found to affects work engagement as a precedent of proactive service performance and as a mediating variable on customer incivility and proactive service performance. Originality of the research – This research develops a comprehensive model that analyses the influence of mindfulness on creativity, proactive service performance, and customer satisfaction, taking into account customer incivility in affecting work engagement and proactive service performance
... The term mindfulness has been defined and operationalized in a variety of different ways, with the unfortunate consequence that when one talks about mindfulness, the understanding of the concept is often unclear. This has led to the need to specify which aspect or component of mindfulness is being referred to, rather than using the broader term mindfulness (Dane, 2011). There is an ongoing debate between the scientific camp and the Buddhist camp, with the latter sometimes concerned that scientists are removing the true meaning of mindfulness through a reductionist approach that does not do justice to the practice of mindfulness. ...
... Examples of mindlessness include performing tasks on autopilot, daydreaming, or ruminating about the past or future (Brown et al., 2003 apud Reb et al., 2014). Dane (2011) noted the conceptual distinction between living in the present and living for the present, which could manifest as illusion, impulsivity, hedonism and fatalism. ...
There is growing interest in psychological research into mindfulness practices and their association with aspects of psychological functioning and well-being. Therefore, we have carried out this research with the main purpose of reducing prejudices and limiting beliefs about mindfulness practices and to present the benefits of mindfulness practices on well-being¸ with its many benefits. Aiming to confirm and extend previous knowledge on this topic, we studied the relationships between well-being and the quality of mindfulness practices in a sample (N: 59), adopting a multidimensional conceptualization of mindfulness. To begin with, we performed a simple linear regression to determine whether the mindfulness variable predicts the individual's psychological well-being. The results, analyzed from a statistical point of view, show that 52.9% of the well-being of the respondents is influenced by the practice of mindfulness. Thus, the practice of mindfulness techniques influences and is an important predictor of psychological well-being. Then, we correlated the construct of mindfulness with that of well-being and all its facets: autonomy, mastery of the environment, personal growth, positive relationships with others, purpose in life and self-acceptance. For this, we used two questionnaires: the Five Facets Mindfulness Questionnaire (FFMQ) and the questionnaire that measures the well-being construct, the Ryff Scale. The results showed direct, strong correlations, both between mindfulness and the scores obtained for the well-being construct, as well as for the relationship between mindfulness practice and the subscales of the Riff instrument: autonomy, mastery of the environment, personal growth, positive relationships with others and self-acceptance. The correlation between mindfulness and purpose in life is direct and average. This study supports the relationship between mindfulness and psychological well-being, with evidence that the practice of mindfulness can enhance an individual's well-being through various means
... The majority of definitions of mindfulness state that it is a present-moment awareness of the "here and now" (Herndon, 2008, p. 32). According to Dane (2011), mindfulness is present-focused consciousness, which requires "giving full attention to the present" (Thondup, 1996, p. 48). When individuals are constantly thinking about the past or only musing about the future, they are not demonstrating mindfulness (Brown and Ryan, 2003). ...
... When individuals are constantly thinking about the past or only musing about the future, they are not demonstrating mindfulness (Brown and Ryan, 2003). Mindfulness entails concentrating on internal and external occurrences (Dane, 2011;Brown and Ryan, 2003). Mindfulness also requires that individuals view these phenomena with an open mindset "without imposing judgments, memories, or other self-relevant cognitive manipulations on them" (Glomb et al., 2012, p. 119). ...
This chapter aims to demonstrate that technology and humans are inherently linked and how this impacts the organisation. The chapter further highlights the harmony between human beings and technology which arises from the mutually integrative essence of both humanity and technology. A review of extant literature reveals that the nature of humans has been in a state of constant flux and this continues to be the norm. Furthermore, individuals and organisations embrace the various changes from metahuman to transhuman coupled with the various managerial challenges. Organisations thrive in longevity and are sustainable when individuals are able to work with dignity and are neither hunted through managerialism nor reliant on efficiency within the broader context of the post-constructivism approach. Technology has a significant core that permeates the essence of human beings as well as the prevailing character of those societies wherein this logic makes sense. This argument allows technology to be defined as a distinct branch of humanistic reflection. Moreover, the fundamental elements to achieve sustainability entail mindfulness, soft skills embracing technology as the main conduit.
... 4). Dane (2011) suggests that flow and mindfulness are similarly dependent upon high orientation to the present moment, but they are distinct, in that flow requires a narrow concentration on the task at hand while mindfulness has a broader attentional breadth. Subsequent research has found support for mindfulness positively influencing flow by increasing self-regulation of attention and reducing anxiety (Aherne et al., 2011;Lambert and Csikszentmihalyi, 2019;Marty-Dugas et al., 2021). ...
... Namely, it was proposed that in alignment with the COR Theory (Hobfoll, 1989), "gritty" individuals have honed their abilities to direct cognitive resources toward deliberate practice (Ericsson et al., 1993) and have developed a resiliency that enables them to persist in their pursuit of flow despite setbacks which occur in the workplace. The results of the current study suggest that this ability for directing cognitive resources and developing resiliency is more useful for experiencing mindfulness, a state in which Dane (2011) suggests "attention is focused on [the] present-moment phenomena. . . " (p. ...
Although several models of flow have been proposed that include environmental and trait-based antecedents of the state, elements of cognitive control that enable workers to experience flow and its subsequent outcomes at work have largely been overlooked. This research proposes and provides empirical support for the “Cognitive Control Model of Work-related Flow,” which integrates antecedents of flow at work related to the ability to focus concentration of cognitive resources toward experiencing flow at work. Along with flow at work, the model includes the antecedents of grit, flow metacognition, and mindfulness at work and the outcomes of work performance, engagement, and burnout. Findings across three studies (a cross-sectional, a time-lagged, and a one-day experience sampling method study) utilizing MTurk participants provided support for the model, as grit, mindfulness, and flow metacognition predicted flow, and flow predicted subjective performance, engagement, and burnout. Theoretical implications and the potential for developing flow interventions at work are discussed.
... Mindfulness is an ancient concept (Dane, 2011) which is originated in Buddhist philosophy (Thomas, 2006). It is an English translation of the Pali word; "sati" connotes awareness, attention and remembering (Siegel, Germer and Olendzki, 2008). ...
... Other than that, mindfulness also can be defined as a state of consciousness in which attention is focused on present moment phenomena occurring both external and internally (Dane, 2011). Mindfulness entails attending to external and internal phenomena because they are both part of the present moment (Brown & Ryan, 2004). ...
This paper aims to review the existing literature on performance management in the F&B department of hotels, its processes, and its effective management system framework. This paper discusses food and beverage systems and explains a system model framework of performance management in the area of F&B and its application to the hotel industry. The conceptual paper suggests an application of the system model in the F&B department and encourages hotels to improve its management to better serve their guests.
... Researchers also find that mindfulness positively affects inter-relationships between individuals and organisations. Mindfulness practices are to build up better work relationships in terms of attention, cognition, emotions, behaviour and physiology (Glomb et al., 2011) in organisational performance (Dane, 2011), innovation (Vogus and Welbourne, 2003), turnover (Dane and Brummel, 2014), decisions (Hafenbrack et al., 2013), and quality and safety (Vogus and Sutcliffe, 2007). For instance, researchers find that outcomes of team meetings have been improved to more active listening, more patient-focused discussion and collaboration, and much greater respect for each other in an experiment of mindfulness-based interventions in multidisciplinary therapeutic treatment (Singh et al., 2006). ...
... Our interview data show how COVID-19-induced concerns have restricted mindfulness practice in these organisations and the role of timely leadership intervention and effective organisational support system in fostering mindfulness of team. Prior research has found that mindfulness positively affects the inter-relationships between employees and their organisation, their work relationships with others, their behaviours, their emotions, psychological wellbeing (Dane, 2011), decision making (Hafenbrack et al., 2013), turnoverintents (Dane and Brummel, 2014), innovation (Vogus and Welbourne, 2003), safety, work and life quality (Vogus and Sutcliffe, 2007) and organisational performance (Cleirigh and Greaney, 2014). We have shown how effective organisational interventions and supportive relational systems can restore employee's wellbeing, the bond between an employee and their organisation, their work relationships with others, their behaviours, their positive emotions, psychological wellbeing, decision making, retention, innovation, safety, work and life quality, and thus mindfulness of team and individual. ...
Purpose
This paper is one of the first studies to examine specificities, including limits of mindfulness at work in an African organisational context, whilst dealing with the ongoing COVID-19 pandemic. It specifically addresses the role of organisational and managerial support systems in restoring employee wellbeing, social connectedness and attachment to their organisations, in order to overcome the exclusion caused by the ongoing pandemic.
Design/methodology/approach
The study uses a qualitative research methodology that includes interviews as the main data source. The sample comprises of 20 entrepreneurs (organisational leaders) from Ghana and Nigeria.
Findings
The authors found that COVID-19-induced worries restricted the practice of mindfulness, and this was prevalent at the peak of the pandemic, particularly due to very tough economic conditions caused by reduction in salaries, and intensified by pre-existing general economic and social insecurities, and institutional voids in Africa. This aspect further resulted in lack of engagement and lack of commitment, which affected overall team performance and restricted employees’ mindfulness at work. Hence, quietness by employees even though can be linked to mindfulness was linked to larger psychological stress that they were facing. The authors also found leaders/manager’s emotional intelligence, social skills and organisational support systems to be helpful in such circumstances. However, their effectiveness varied among the cases.
Originality/value
This paper is one of the first studies to establish a link between the COVID-19 pandemic and mindfulness limitations. Moreover, it is a pioneering study specifically highlighting the damaging impact of COVID-19-induced concerns on leader–member exchange (LMX) and team–member exchange (TMX) relationships, particularly in the African context. It further brings in a unique discussion on the mitigating mechanisms of such COVID-19-induced concerns in organisations and highlights the roles of manager’s/leader’s emotional intelligence, social skills and supportive intervention patterns. Finally, the authors offer an in-depth assessment of the effectiveness of organisational interventions and supportive relational systems in restoring social connectedness following a social exclusion caused by COVID-19-induced worries.
... Mindfulness can be interpreted as an individual's awareness of the phenomena (Dane, 2011). According to Thatcher et al. (2018), in the context of information technology, IT mindfulness can be defined as "The specific dynamic nature of IT, as evidenced when working with IT, where users focus on the present, pay attention to detail, show a willingness to consider other uses, and show genuine interest in investigating IT features and failures". ...
... The Fintech usage intention (FUI) construct refers to Lee (2021), consisting of five measurement items. Furthermore, this study also utilized IT mindfulness (ITM) moderating variables, namely individual awareness and vigilance of the phenomena (Dane, 2011). The term "IT mindfulness" (ITM) was denoted by Thatcher et al. (2018), which has four components: attention to distinction (AD), awareness of multiple perspectives (MP), openness to novelty (ON), and orientation in the present (OP). ...
Research aims: This study aims to investigate how IT mindfulness and digital technostress affect the Y and Z generation of consumers' intentions to adopt Fintech in Indonesia.
Design/Methodology/Approach: Consumer respondents from Indonesia's Y and Z generations were selected in this study. SEM-PLS was employed to examine the 309 respondents.
Research findings: The study suggested that while IT mindfulness could decrease the adverse effects of digital technostress on the intention to use Fintech and increase it, digital technostress did not influence the intention to use Fintech.
Theoretical contribution/Originality: This is the first study to examine how IT mindfulness and digital technostress affect customers in Indonesian Y and Z generation’s intention to use Fintech. The findings of this study add to the body of knowledge on IT mindfulness and will guide future research in this area and also be helpful to innovators and decision-makers in the field of financial technology so that consumers will continue to use it and, ultimately, support sustainable development.
... On the other hand, the letter "A" stands for anxiety since the uncertainty and complexity of today's times pose a continuous challenge for decision makers in organizations. In response to anxiety, many companies have seen the need to increase empathy and emotional intelligence and employ meditation techniques among their collaborators (Dane, 2011;Good et al., 2016). ...
This study offers a proposal about which competencies should be fostered in organizations to promote a culture in favor of sustainability in line with Pope Francis' encyclical letter Laudato Si . As a result, seven main competencies are proposed, with their interpretation in the light of the encyclical letter, and some suggestions on how to implement them in organizations are presented. The competencies are systemic vision, critical thinking, capacity for dialog, inclusion, proper use of goods, creativity, and spirituality. In addition, the study offers a discussion of the relevance of these competencies in today's business context. This study offers a novelty with respect to other theoretical proposals on competencies for sustainability since it includes competencies that require an authentic concern for other people and for a vision of the human being open to transcendence, thus breaking with instrumentalism and technocratic paradigm that underlies other proposals. In this way, it also offers a new key to interpreting the integral ecology proposed by Pope Francis, which goes beyond other approaches to sustainability in that it includes not only the person–nature relationship but also the person–person and person–transcendence or person–God relationships. The conclusions of this theoretical research can be especially useful for those who intend to promote a culture of sustainability inspired by the Catholic Social Teaching, also making use of the knowledge and good practices of competency‐based management.
... Self-empathy is a vigorous and imperative indicator of mental wellbeing that might be a vital part of mindfulness based mediations for uneasiness and discouragement. (Dane, 2011). ...
The present study aims to examine the tie-up alliance in Mindfulness, Quality of Life, and Workplace Stress among Working Women. This study employed correlational research design. The study sample consisted of 180 working women with an age range of 18-60. Data was collected from Public and Private Organizations (Hospitals, Universities, Colleges and Schools). Purposive sampling technique was used to collect data from participants. Questionnaires were used to measure Mindfulness, Quality of Life, and Workplace Stress. Pearson product-moment correlation has assessed the correlation between variables, hierarchical multiple regression analysis used for prediction and for comparisons one-way ANOVA was used. Mediation analysis were done by using process macro techniques by Hayes. Obtained results showed that there is significant positive correlation between quality of life, mindfulness and workplace stress. Mindfulness mediated the relation of quality of life and workplace stress. Government school teacher experience more quality of life as compared to others. While government university professor experience more mindfulness. This research will serve the purpose of knowing the underlying mechanism of workplace stress experienced by women working in organizations and how it can be controlled.
... Such actions help salespeople minimize negative feelings arising from performance failures or losing sales benefits. In addition, Hong (2019) reported that mindfulness, which is a state of self-control of individuals characterized by their ability to regulate their cognitions and emotions and being aware of their surrounding (Dane, 2011;Howell et al., 2010), is inversely related to inclination towards unethical sales behaviour. [AQ: 5] The discussion highlights that self-control plays a crucial role in linking sales environment competitiveness and tendency of salespeople towards unethical sales practices. ...
The study aims to explore the relationship between the sales environment competitiveness and the tendency towards unethical sales practices among salespeople who work in a demanding sales environment. Drawing on the conservation of resources (COR) theory, this study proposes that the perceived sales environment competition leads to self-control depletion, which, in turn, increases the likelihood of unfair sales practices. The study also suggests that ethical leadership can mitigate the aforementioned relationships. Data were collected through self-reported questionnaires from 379 salespeople working in the retail banking sector of Pakistan, using a time-lagged research design and structural equation modelling for analysis. Findings reveal that an increase in perceived sales environment competition leads to a higher probability of unethical sales practices due to self-control depletion. Ethical leadership plays a crucial role in constraining the influence of the perceived sales environment competition on self-control depletion. The study contributes to the sales ethics literature by investigating unethical sales practices from the perspective of sales environment competitiveness in contrast to the prevailing research that largely emphasizes on organizational or individual-level factors. Practically, this study suggests organizational decision makers and managers to consider the influence of a demanding sales environment and the psychological mechanisms that incline salespeople towards unethical sales practices; they should then design the appropriate mechanisms to control this behaviour. For instance, this can be achieved by incentivizing ethical sales practices or fostering a strong ethical culture within the organization to internalize sales ethics. Moreover, this study recommends sales manager to maintain high ethical standards to prevent the negative effect of a competitive sales environment on the ethical behaviour of salespeople.
JEL Classification: M50
... A major value from mindfulness studies is that mindfulness is seen to be a state-based rather than a traitbased characteristic, that is, that mindfulness can be developed in individuals. Many training programs now run in organisations and professional settings on the premise that personal and work performance is enhanced by such training [12,27,28,29]. ...
Cognitive failures at work (or errors in the workplace including blunders and memory lapses), can lead to considerable personal and organisational damage, even damage well beyond national borders in some organisations. Workplace errors may have a personality base; and mindfulness (or mindlessness) also appears to be related to workplace errors generally. Given the importance and cost of errors in the workplace it is of concern that no previous research appears to have addressed the relationships between cognitive failures at work, personality and mindfulness together. We aimed to address this gap. We administered the Cognitive Failures Questionnaire, the Mindful Attention Awareness Scale (MAAS) and the Big Five International Personality Item Pool 50-item questionnaire (IPIP) to a sample of 92 Australian-based employees from a variety of organisations. Our results showed workplace errors (including lapses in general memory, blunders, distractions and recall of names) were related to lower levels of mindfulness and to lower levels of emotional stability (that is, the other end of the neuroticism- emotional stability continuum). Extraversion was associated with not making blunders, but the other three factors of the Big Five (Openness, Agreeableness, Conscientiousness) were not found to be related to workplace errors. These results demonstrate important relationships between mindfulness and workplace errors; and personality (mainly Neuroticism- Emotional Stability) and workplace errors. Giving special attention to mindfulness training and to effective mental health training in organisations is recommended, especially where lapses in attention or workplace actions can lead to costly personal and organisational mistakes.
... Similarly, mindfulness-based therapies have garnered prominence in psychology as e cacious approaches to diverse mental health conditions. This recognition of mindfulness's potential advantages has prompted exploration of its application within organizational contexts (Dane, 2011). Organizational mindfulness can be de ned as the practice of cultivating awareness and attention within an organizational setting. ...
The concept of mindfulness is centuries-old, but organization mindfulness (OM) has only recently garnered academic interest. Using a robust hybrid methodology that combines bibliometric analysis with a framework-based review, this study provides an in-depth review of the academic literature on organizational mindfulness. The primary objective is to comprehensively comprehend the evolution of the field, emerging themes, prominent theories, methodologies, and research contexts. The bibliometric analysis reveals a significant increase in global publication output, which indicates the growing importance of organization mindfulness. A structured bibliometric and content analysis identifies distinct clusters of emerging themes, including the role of organizational mindfulness in IT innovations, bottom-line outcomes, employee wellbeing, and sustainable organizational performance, among others. In addition, applying the TCCM framework facilitates an organized review of the field's theoretical underpinnings, methodological approaches, and contextual variations. Not only does the study provide insights into the current state of organization mindfulness research, but it also provides valuable directions for future research to advance the field. This is the first exhaustive literature review in the field of organizational mindfulness research to use a hybrid approach (bibliometric review with TCCM framework).
... People who are deeply familiar with and skilled at particular methods tend to overlook opportunities for innovation (Allen and Marquis 1964;Arnon and Kreitler 1984). Conversely, by deviating from these "tried and true" methods and engaging in non-routine action, this encourages greater displays of creativity (Dane 2011; also see Arnon and Kreitler 1984). New experiences and unusual situations, in other words, tend to enhance cognitive flexibility, helping social actors to overcome functional fixedness. ...
Serendipity is at the core of many innovations, inventions, and entrepreneurial opportunities. However, despite its importance for organisations and individuals alike, research on the dimensions and antecedents of serendipity is surprisingly scarce. In this chapter, Christian Busch and Matthew Grimes review and synthesize research on serendipity in the entrepreneurship, strategy, and innovation context, and suggest a novel conceptualisation of the process of (cultivating) serendipity. They thereby provide the reader with a thorough and wide-ranging view of how serendipity has come into the fore in the field of organization and management, but also what possibilities it opens up for understanding and creating the conditions for entrepreneurial success. They advance a process-oriented model of serendipity that serves as a basis to elaborate factors that increase the chances for serendipitous encounters and how to capitalize on them. Amongst those, Busch and Grimes distinguish between individual (including reframing, extrovertedness and perseverance) and organizational factors (including systematic evaluations, iteration and team-based collaboration). Their paper, thereby, advances the conceptual understanding of serendipity as much as a theory of how to transfer this understanding successfully into the entrepreneurial context.
... being attentive and aware) of one's feelings, thoughts and experiences in the present moment" (Ogbonnaya et al., 2022, p. 3). FLE trait mindfulness has been chosen as a potential boundary condition because mindful individuals possess strong self-regulatory capabilities (Allen and Kiburz, 2012) results in several favorable outcomes, such as confidence, emotional regulation, job performance, job satisfaction and interpersonal relations (see reviews Bishop et al., 2004;Dane, 2011). Importantly, mindful people are more attentive to and aware of what is occurring around them in the present moment (Anasori et al., 2020;Bishop et al., 2004;Loureiro et al., 2020), suggesting that as compared to others, FLEs high on mindfulness can be more attentive to and learn more and thus gain more resources from participative leadership. ...
Purpose
Using the conservation of resources (COR) theory, the present study aims to examine the role of participative leadership in frontline service employees (FLEs)’ service recovery performance. The present study also tests FLEs’ role breadth self-efficacy (RBSE) as a theoretically relevant mediator and FLE trait mindfulness as an important moderator.
Design/methodology/approach
Data were collected using time-lagged (three rounds, two weeks apart) from two sources (193 FLEs and 772 customers, who experienced a service failure). Structural equation modeling (Mplus, 8.6) was employed to analyze the data.
Findings
The results revealed that participative leadership was positively associated with FLEs service recovery performance, both directly and indirectly, via RBSE. The results also showed that FLE trait mindfulness moderated the link of participative leadership with RBSE and the indirect association of participative leadership with service recovery performance, via RBSE.
Practical implications
This study suggests that organizational leaders who exhibit participative leadership behavior are valuable for organizations. By demonstrating such behaviors, they boost FLEs' RBSE, which in turn improves their service recovery performance.
Originality/value
The present work makes important contributions to the literature on service recovery performance by foregrounding two important yet overlooked antecedents (participative leadership and RBSE) of FLE service recovery performance. The present work also contributes to the nascent literature on the antecedents and outcomes of RBSE in service contexts.
... Los objetivos con los que mindfulness se ha usado en las organizaciones han sido muy diversos. Entre ellos, destacan: la reducción del estrés percibido y la sintomatología depresiva y ansiosa relacionada con el trabajo (Richardson, 2017); la resolución de problemas multitarea (Dane, 2010); las mejoras en bienestar y descenso del burnout (Olafsen, 2017); el aumento del engagement, el desempeño y la satisfacción laboral, así como la reducción de la intención de abandonar la compañía (Dane y Brummel, 2014); el fomento del liderazgo auténtico y ético (Vich, 2015) y la promoción de la conducta moral y cívica en la empresa (Birdie, 2015). No obstante, en todos los casos los beneficios de mindfulness parece que 275 anales de psicología / annals of psychology, 2023, vol. ...
This systematic review analyzes the effects of mindfulness-based interventions (MBIs) on variables related to eudaimonic well-being in organizational contexts. A search for relevant publications was conducted in the PsycInfo, Pubmed, and ProQuest databases, ranging from January 2009 to December 2019. The search terms included variables related to Ryff's psychological well-being model (2018) (e.g., resilience, maturity, wisdom, autonomy, etc.). 9006 studies were reviewed following the PRISMA guidelines, of which 16 were included. Nine psychological variables related to eudaimonia were identified. The studies differed in the type of MBI, duration of the intervention, time of practice and eudaimonic variables evaluated. MBIs are effective, with medium effect sizes, to improve self-acceptance, positive relationships, and personal growth. However, high-quality studies are needed.
El objetivo de este estudio es analizar los efectos de las intervenciones basadas en mindfulness (IBMs) sobre variables relacionadas con el bienestar eudaimónico en contextos laborales. Para ello, se realizó una revisión sistemática de ensayos controlados aleatorizados, efectuándose una búsqueda de publicaciones relevantes en las bases de datos PsycInfo, Pubmed y ProQuest (acotando desde enero de 2009 a diciembre de 2019). Los términos de búsqueda incluyeron variables relacionadas con la eudaimonia (p. ej. resilience, maturity, wisdom, etc.). 9006 estudios fueron revisados, de los que 16 fueron incluidos finalmente. Se identificaron 9 variables psicológicas relacionadas con el modelo de bienestar eudaimónico de Ryff (2018). Los estudios diferían en el tipo de IBM, duración de la intervención, tiempo de práctica y variables eudaimónicas evaluadas. En general, las IBMs son eficaces, con tamaños de efecto medios, para mejorar autoaceptación, relaciones positivas y crecimiento personal. No obstante, son necesarios nuevos estudios de mayor calidad.
... Previous studies have paid little attention to the effect of Green leadership on GMFN, and so we discuss this effect in our study. Previous research has indicated that intentional mindfulness positively affects job performance (Dane, 2011). In this connection, the green transformational leadership will enhance the performance of the organization and decrease the negative effects that impact the overall performance of corporation or organization . ...
The current study aims to investigate dynamic relationship between green transformational leadership (GTFRS), Green Performance (GPRF) as well as Mediation Effect of green mindfulness (GMFN) among employees working in USTB, Bannu Medical College and new Green and clean Bannu Project initiative teams in Bannu region. For this purpose, data was collected from 200” project managers/executives in target area and obtained data was entered into SPSS to examine the hypothesized relationship. Findings depict that beta value for the Green Transformation leadership is (B=.484) which confirm that one percent increase in GTRFS will leads to improve (48%) of Project Performance. Further, it was evident from regression analysis that GTRFS has a positive and significant effect on GMFN. Finally, the mediation results evident that Beta value for GTRFS reduced from (β=.462 to β = 0.366) and results in 2nd model also denote significant for GTL after adding GM, that confirm the partial meditational role of GM between employees GTL capabilities and project performance that helps in offering certain valuable recommendations.
... 43 42 See also Kahneman 2011, 340-41. 43 See, for example, Csikszentmihalyi 1990 andDane 2011. The theory of intuitive skill which I have presented shows that, contrary to a tendency in the philosophical literature on intuition, the question of the epistemic value of intuition should not be restricted to the question of whether intuition is a useful source of evidence for the purpose of directly confirming or disconfirming a given hypothesis. ...
This article presents a theory of intuitive skill in terms of three constitutive elements: getting things right intuitively, not getting things wrong intuitively, and sceptical ability. The theory draws on work from a range of psychological approaches to intuition and expertise in various domains, including arts, business, science, and sport. It provides a general framework that will help to further integrate research on these topics, for example building bridges between practical and theoretical domains or between such apparently conflicting methodologies as a heuristics and biases approach on the one hand and one based on naturalistic decision-making on the other. In addition, the theory provides a clearer and more precise account of relevant concepts, which will help to inspire new directions for future research. Intuitive skill is defined as a high level of intuitive ability, that is, the ability to make good use of intuition; specifically, a high level of ability at either getting things right intuitively, not getting things wrong intuitively, or sceptical ability, where the latter is the ability to detect instances of getting things wrong intuitively so as to avoid forming incorrect intuitive judgements, which may itself be partly intuitive.
... The conceptual, emotional, and physiological environment are used to classify individual thinking capacity: concentration, consciousness, intuitive understanding, good remembering, possible interpretation, problem-solving, and decision-making, e.g. (Dane, 2011;Giampaoli et al., 2017;Stansfeld & Candy, 2006). A workplace environment must create a culture of collaboration, alliances, team cohesion, and unity. ...
Change and development are continuous processes inside organizations. Maintaining a high level of productivity is critical at all times. Flexibility and engagement are the two most essential factors in determining productivity. Leadership is necessary for an organization to manage these characteristics to be produced correctly. Nevertheless, consultative leadership has been determined to be the most theoretically appropriate form of leadership. The model has been tried and tested in Pakistani higher educational settings. The findings of this study provide evidence that the proposed model is booming, and the pertinent parts of this paper clarify the theoretical and practical aspects of the model.
... Mindfulness has been defined as a state of consciousness in which attention is focused on events, experiences, and states of the present moment, both external and internal (Dane, 2011). Thus, mindfulness is continually being aware of events and experiences in the moment and accepting them as they are, rather than being absorbed in the past or worried about the future (Brown and Ryan, 2003). ...
The use of mindfulness as a pedagogical tool is gaining ground given the great possibilities it offers in the development of students' emotional competencies in education for sustainable development. The main aim of this study is to show how mindful-ness plays a key role in the learning process, in response to the need to develop students' emotional competencies in education for sustainable development. Humans play a key role in global climate change. Therefore, the United Nations Sustainable Development Goals (SDGs) promote awareness of sustainability through proactive, global, and social measures that distance us from the Brundtland paradigm focused on meeting the needs of the present generation. However, these goals will not be achieved without transformations in the way societies function, and education plays a vital role in this. Literature review includes the analysis of Mindfulness and resilience, and Resilience and academic performance. Our results show how students' mindfulness has a positive impact on resilience. At the same time, resilience has a positive relationship with academic performance. Therefore, the results confirm our hypotheses regarding the role mindfulness plays as a promoter of resilience and the impact resilience has on academic performance. We also find that gender is significantly and positively related to performance. Thus, women have higher grades than men, although the relationships between variables remain the same. Gender is known to be a demographic variable that appears to discriminate stu-dents' academic achievements. The research model is tested with a questionnaire addressed to 497 students from three higher education institutions and one secondary school in three Spanish regions, comprising 22 academic disciplines (covering a wide range from business and economic sciences, technological and experimental sciences, health sciences, and social sciences). Experts in the education area revised the questionnaire and pretested it on a group of 25 students. This process allowed us to improve the wording and confirm the suitability of the questionnaire. The results of a structural equation analysis confirm the study hypotheses. We find mindfulness to be positively related to resilience, which consequently leads to better academic performance. Thus, mindfulness in the classroom incorporates strategies and tools that allow young people to face their education with the highest possibilities of training, experience, and personal growth. It also contributes significantly to the development of sustainable individual competencies such as resilience, which will contribute, in the mid-and long term, to the development of more sustainable societies. In sum, the basic question we have attempted to answer in this research is whether mindfulness influences students' academic performance through resilience. Our study provides empirical evidence that the mindfulness-academic performance relationship is mediated by resilience. Future research could replicate this study not only in other Spanish locations, but also in different countries, to consider other cultural and geographical settings.
... Такође, знања из области психологије, неурологије и медицине указују да се на овај начин повећавају когнитивне перформансе људи па самим тим подстиче и позитивно пословно понашање (Good et al. 2016). Поред наведеног, смисленост посла утиче и на бољитак менталног здравља људи (Dane 2011) Смисленост посла неопходна је како би се неутралисала технолошка премореност. Можда најбољи пример за ову појаву јесте тзв. ...
Ново време је период када се организације и запослени суочавају са радикалним променама на дневном нивоу. Цовид пандемија је постојећу систуацију учинила још комплекснијом, а пред организације, и њихове запослене, поставила нове изазове. Прилагођавање на “нову нормалност” изискује вишеспектралне промене у оквиру организационе структуре, културе, радних пракси и стила живота. За очекивати је да је страх од промена свеприсутан, међутим, ово је једна од ситуација када на кризу треба гледати као на потенцијалну шансу. Аутори су се потрудили да организационе аспекте промена детаљније опишу и објасне, а све у циљу поспешивања актуелних пословних пракси.
... Distractions due to noise, arduous interaction, and lack of privacy have been identified as critical indicators of workspace dissatisfaction (Danielsson & Bodin, 2009). Unsurprisingly, distractions, interactions and privacy hugely impact task performance, efficiency, and decision-making (Dane, 2011;Hongisto et al., 2016;Kim & De Dear, 2013;Liebl et al., 2012). Physical and objective workspace parameters, particularly workspace typology and partition height, have been researched and found to affect perceived privacy (Lee, 2010), interaction (Bernstein et al., 2018) and distraction (Kim & De Dear, 2013). ...
This study aims to contribute to our understanding of how systematic differences in
the spatial configuration of workspace environments across different typologies impact employees’ perception and appreciation of built space. A set of three key architectural parameters, including partition height, contour, and ceiling height, were systematically varied across three common workspace typologies, resulting in 36 virtual workspace models. An online survey was conducted in which participants rated and ranked the virtual workspace environments on affective appraisal and cognitive evaluation, two sub-components of attitude. Each participant was presented with six workspace models using a BIBD (Balanced Incomplete Block Design). The BIBD ensures inter-rater reliability and comparability of the outcomes while only presenting a subset of all possible treatments to each participant. From each of the 36 virtual models, two images were captured and used as stimuli. The location from which images were captured was sampled from the location with the highest visibility for either sitting or standing location. An isovist analysis was used to calculate visibility in each model and assess the longest line of sight from a uniformly distributed grid of one meter by one meter. In total, 713 participants were recruited via Amazon Mechanical Turk (mTurk) to participate in this study. Results show that partition height significantly affected privacy, distraction due to noise, and interaction rating and ranking across models. Curved features were rated significantly more positively regarding affective appraisal (pleasure, low arousal, beauty, interestingness, and spaciousness) than angular features. Contrary to our hypothesis, higher ceilings did not lead to significantly higher ratings in affective appraisal compared to lower ceilings. These findings may deepen our understanding of how architectural features affect the perception of workspace environments.
... Successful opportunity recognition (OR) relies on a purposeful perception and effective evaluation, and research suggests that improvements in attention and cognition may enhance an individual's ability to perform this critical entrepreneurial skill. Mindfulness meditation is a deliberate practice aimed at achieving a state of awareness where attention is directed toward present-moment experiences without judgment or interference (Brown and Ryan, 2003;Dane, 2011;Kabat-Zinn, 1990;Lutz et al., 2008); it can enhance various domains of attention (Sumantry and Stewart, 2021) and cognition (Chiesa et al., 2011;Gallant, 2016). The present study aims to elucidate whether the state effects occasioned by mindfulness meditation affect those attentional or cognitive personal characteristics that promote successful OR; these characteristics include alertness, creativity, and self-efficacy. ...
Entrepreneurial venture creation hinges on opportunity recognition, which is enabled by malleable cognitive characteristics such as alertness, creativity, and entrepreneurial self-efficacy. Meditation presents a promising strategy for cultivating these antecedents. In two studies, we examined the immediate effects of meditation on the antecedents of opportunity recognition. In Study 1, a 12-min guided meditation was administered to nascent entrepreneurs in a pre-post within-subjects experimental design. In Study 2, a 15-min breath counting task was used to assess how variations in accuracy and breathing rate shaped differences in outcomes. We found that the intervention in Study 1 had a small effect on alertness (d = 0.44), a medium effect on creativity (d = 0.79), and a large effect on entrepreneurial self-efficacy (d = 0.93). Study 2 revealed a more nuanced relationship, whereby faster breathing rates predicted greater counting accuracy and alertness; in contrast, slower breathing rates and more frequent mind-wandering predicted greater uniqueness in the generated ideas. These findings suggest that meditation is useful for nascent entrepreneurs to prime their minds for successful opportunity recognition. The improvement in creativity may not solely be due to meditative practice itself but rather to the periods of mind-wandering that occur during the practice.
... İşte bu noktada hangi örgütsel faktörlerin bilinçli farkındalığa etki ettiği sorusu akla gelmektedir. Literatür incelemeleri, bilinçli farkındalıkta değişim yaratabilecek örgütsel konuların özerk çalışma desteği, dinamik özellikteki iş ortamı, iş arkadaşları ve yöneticiler ile ilişkiler, örgüte güven algısı, işin anlamlılığı gibi konular olduğuna işaret etmektedir (Spence, 2016;Dane, 2011;Long, 2017;Tingle, 2011). Bu sayılan konular bütüncül bir şekilde çalışma yaşamı kalitesini ifade etmektedir. ...
Çalışmanın amacı, bireysel ve örgütsel düzeydeki olumlu ve olumsuz çıktılara etkisi bulunan bilinçli farkındalığa hangi çalışma yaşamı kalitesi unsurlarının etkisinin olduğunu tespit etmektir. Buna ek olarak çalışma yaşamı kalitesinin olumlu örgütsel çıktılara etkisinde bilinçli farkındalığın aracılık rolünün varlığının incelenmesi de bir diğer amacı oluşturmaktadır. Araştırma, çalışma hayatında çeşitli zorluklarla karşılaşan kadın akademisyenler bağlamında gerçekleştirilmiştir. Bu çerçevede çalışma yaşamı kalitesinin bilinçli farkındalık üzerindeki etkisi ve bilinçli farkındalığın olumlu örgütsel çıktılar üzerindeki etkisi analiz edilmiştir. Son aşamada, çalışma yaşamı kalitesinin olumlu örgütsel çıktılar üzerindeki etkisinde bilinçli farkındalığın aracı rolü incelenmiştir. Araştırma verileri, 516 kadın akademisyenden elde edilmiştir. Analiz bulgularına göre, çalışma yaşamı kalitesi bilinçli farkındalığı pozitif yönde etkilemektedir. Aynı zamanda bilinçli farkındalığın işyeri mutluluğu ve iş tatmini gibi olumlu örgütsel çıktılara pozitif yönlü etkisi bulunmaktadır. Bunun yanında, çalışma yaşamı kalitesinin işyeri mutluluğuna ve iş tatminine etkisinde, bilinçli farkındalık kısmi aracı role sahiptir. Temel keşif amaçlarımızı yansıtan bir diğer önemli sonuç, bilinçli farkındalığın oluşmasını sağlayan çalışma yaşamı kalitesi bileşenlerinin iş-aile rolleri dengesi, kişi-iş uyumu, yasal unsurlar ve kurumsal aidiyet tutumundan oluşmasıdır. Son olarak elde edilen bulgu, çalışma yaşamı kalitesinin alt boyutu olan kişi-iş uyumunun işyeri mutluluğunu bilinçli farkındalığın tam aracılık rolü ile açıklayabilmesidir.
Ecosystems across the world are facing catastrophic effects due to high degree of environmental pressures coupled with lack of ecological consciousness among a large section of the society. This is partly attributed to the fact that people tend to equate their well-being with enhanced consumption, and material accumulation, and are reluctant to adopt lifestyle changes toward sustainable consumption. However, a number of recent studies demonstrate that human well-being is rooted in a complex array of psychological factors and sociological influences, rather than material wealth alone. In this chapter we contribute to these existing debates by analyzing how mindfulness can be used as a tool to promote ecological sensitivity and ethical behaviors among practitioners. Based on empirical research among Buddhist and Sikh mindfulness practitioners in India and Vietnam, the study demonstrates how ethical dimensions of mindfulness can help to motivate an orientation toward sustainability and other centeredness. These in turn pay a “double dividend” in terms of contribution to a sustainable way of life as well as a greater sense of well-being.
Purpose: Working mothers are leading several industries, and they strive to balance work and family. Mothers at work face their biggest challenges and live with constant guilt when they leave their children. Due to this stressful lifestyle, working mothers struggle to regulate their emotional health and may exhaust themselves, breakdown, or burnout. They can manage this chaos with mindfulness. Working mothers need mindfulness to stay sane. Mindfulness protects against stress, depression, anxiety and other mental health issues and improves human functioning and quality of life as well. Theoretical framework: Working mothers need mindfulness to stay sane. Mindfulness protects against stress, depression, anxiety and other mental health issues and improves human functioning and quality of life as well. Thus, by analyzing the significance of mindfulness among working mothers, this study was proposed to examine the relationship between mindfulness practice (MP) and the quality of life (QOL) of working mothers. Design/methodology/approach: Data was collected from the sample size of 217 respondents who were working mothers in different sectors. Mindfulness and QOL are measured using standardized questionnaires like the Cognitive Affective Mindfulness Scale (CAMS-R) and the World Health Organization’s Quality of Life (WHOQOL) scale, respectively. Following data collection, structural equation modelling (SEM) analysis was employed using the partial least squares method. Findings: The findings reveal that there is a significant positive impact of Mindfulness practice on the Quality of work life of working mothers. Research, Practical & Social implications: The research results indicate that working mothers need to practice mindfulness in their routine lives to excel in parenting and to combat challenges in balancing work and life thus improving their QOL. Originality/value: There is meagre research conducted on mindfulness, thus this current study extends its originality on researching on impact of mindfulness practice on quality of life.
Drawing from existing theory and empirical evidence on mindfulness, we posit that trait mindfulness is associated with less accurate memories of immoral conduct. We report three studies that provide evidence of this argument. One significant implication of this finding is that it provides a more balanced and complete view of mindfulness. Specifically, while mindfulness is widely promoted for its positive effects for employee well‐being, mindfulness may inadvertently promote a biased moral self‐perception based on inaccurate memories of one's past immoral conduct. In a fourth study, we explore this implication and demonstrate that memory mediates the negative relationship between trait mindfulness and self‐reported immoral conduct. This research contributes to literatures on mindfulness, memory, morality, and to the growing body of work assessing the importance of mindfulness.
Initiée aux États-Unis, l’introduction de la pratique de la méditation en entreprise a gagné la France ces dernières années, et de nombreuses études ont permis d’analyser l’effet de ces pratiques au niveau individuel ou organisationnel. Toutefois, peu de travaux sont consacrés aux processus d’introduction de la pratique de la méditation en entreprise. Nous menons ici une exploration de ce processus en nous intéressant aux mécanismes et logiques qui le sous-tendent. Pour ce faire, nous avons conduit une recherche inductive qualitative à visée compréhensive, à l’appui d’une étude de cas approfondie. Le cas renvoie à un secteur pionnier, à savoir le secteur des mutuelles, au travers de la mutuelle Humanis avec laquelle nous avons signé un partenariat de recherche qui couvre la période 2017-2021. À l’appui de nos résultats, nous interprétons le processus d’introduction de la pratique de la méditation comme un enchevêtrement de logiques individuelles et collectives, qui suivent chacune leur cheminement sans qu’il ne soit observée de planification souhaitée ou maîtrisée. De plus, nous montrons que l’introduction de la pratique de la méditation n’est ni l’expression d’une volonté performative assumée et relayée par l’organisation, ni celle d’une volonté d’instrumentaliser la pratique de la méditation.
Despite convincing evidence suggesting that organizations benefit from employees' flow states, when and how work flow experience generates negative effects remain largely understudied. By integrating the spillover-crossover model and perseverative cognition theory, we established a model to explain how flow experience induces employees' positive rumination after work (i.e., problem-solving pondering), which ultimately results in work–family conflict. We proposed that mindfulness acts as a buffer factor in this process but further elucidated that work–family segmentation preference serves as a boundary that may alter or even completely reverse the original effects of mindfulness. Our experience sampling method yielded 1425 data points from 186 employees and their family members across 10 workdays in China, and multilevel analyses supported our propositions. We identified the mediating role of problem-solving pondering in transmitting the effects of flow to work–family conflict. Additionally, we confirmed the three-way interaction effect among mindfulness, segmentation preference, and flow. Specifically, the harmful effect of flow is assuaged when segmentation preference and mindfulness are both high. However, flow experience causes severe work–family conflict when mindfulness is high and segmentation preference is low. Theoretical and practical implications were discussed.
The prime objective of this research was to investigate procrastination as a prospectively constructive element of the creative process among employees working at different hierarchical levels in a Chinese organization. Building on self-determination theory, this research postulates a connection between procrastination and creativity through the incubation of knowledge absorption, autonomous motivation and task engagement as boundary conditions. Data was collected from 213 individuals from the workforce and their immediate managers belonging to a Chinese furniture company; then analyzed with Mplus for simple regression analysis, mediated moderated analyses, and coefficient estimates of all the study variables. The outcomes of this investigation showed an inverse relationship between procrastination with creativity, while creativity being strongest in the medium levels of procrastination; however, when autonomous motivation and/or task engagement are strong, procrastination depicts an inverted-U-shaped association; however, in scenarios where both autonomous motivation and the task engagement are low, procrastination has a negative linear relationship. With the results of this research, we have shown that moderate procrastination has a causal effect on the generation of creative ideas. This research demonstrated that as long as employees had strong autonomous drive or high task engagement, their supervisors awarded them better ratings when they procrastinated moderately on their assignments. Limitations and future research directions were also discussed.
Purpose
Technology upgrade has been adopted as a strategy for technology vendors to modify and improve their incumbent technologies. However, user resistance is widespread in practice. In order to understand user technology upgrade behavior, this study integrates the retrospective and prospective sides of actions and proposes an inertia-mindfulness ambidexterity perspective to explore the antecedents of technology upgrade.
Design/methodology/approach
An online survey was conducted to collect data from 520 Microsoft Windows users to test this research model. Structural equation modeling (SEM) approach was used to evaluate measurement model and structural model.
Findings
Inertia can induce individuals' psychological reactance and thus reduce their intention to upgrade. In contrast, mindfulness can decrease users' psychological reactance and then motivate them to upgrade to a new version of technology. Finally, individuals' dissatisfaction with the current version of technology would weaken the negative impact of psychological reactance on upgrade intention.
Originality/value
This study generates an inertia-mindfulness ambidexterity perspective to investigate the factors that influence user technology upgrade intention from both retrospective and prospective sides and then identifies psychological reactance as underlying mechanism to explain how inertia and mindfulness work. Finally, this study posits that user dissatisfaction with current version of technology can moderate the relationship between psychological reactance and technology upgrade intention.
Purpose: Working mothers are leading several industries, and they strive to balance work and family. Mothers at work face their biggest challenges and live with constant guilt when they leave their children. Due to this stressful lifestyle, working mothers struggle to regulate their emotional health and may exhaust themselves, breakdown, or burnout. They can manage this chaos with mindfulness. Working mothers need mindfulness to stay sane. Mindfulness protects against stress, depression, anxiety and other mental health issues and improves human functioning and quality of life as well. Theoretical framework: Working mothers need mindfulness to stay sane. Mindfulness protects against stress, depression, anxiety and other mental health issues and improves human functioning and quality of life as well. Thus, by analyzing the significance of mindfulness among working mothers, this study was proposed to examine the relationship between mindfulness practice (MP) and the quality of life (QOL) of working mothers. Design/methodology/approach: Data was collected from the sample size of 217 respondents who were working mothers in different sectors. Mindfulness and QOL are measured using standardized questionnaires like the Cognitive Affective Mindfulness Scale (CAMS-R) and the World Health Organization’s Quality of Life (WHOQOL) scale, respectively. Following data collection, structural equation modelling (SEM) analysis was employed using the partial least squares method. Findings: The findings reveal that there is a significant positive impact of Mindfulness practice on the Quality of work life of working mothers. Research, Practical & Social implications: The research results indicate that working mothers need to practice mindfulness in their routine lives to excel in parenting and to combat challenges in balancing work and life thus improving their QOL. Originality/value: There is meagre research conducted on mindfulness, thus this current study extends its originality on researching on impact of mindfulness practice on quality of life.
Purpose
Drawing upon person–supervisor fit theory, a model is developed to illustrate how leader–member trait mindfulness (in)congruence may impact leader–member exchange (LMX) and how such trait mindfulness (in)congruence can indirectly influence taking charge.
Design/methodology/approach
Polynomial regression and response surface methodology are used to analyze 237 valid matched leader–member dyads.
Findings
LMX increases as leaders' and members' trait mindfulness become more aligned; LMX is higher when leader–member dyads are congruent at high levels (vs low levels). In the case of incongruence, LMX is higher when the member's trait mindfulness exceeds that of the leader. Furthermore, the relationship between leader–member trait mindfulness (in)congruence and taking charge is mediated by LMX.
Practical implications
The joint and interactive role of high trait mindfulness in leader–member dyads can help them to generate high-quality interpersonal exchange, as well as to cope with challenges posed by present and future changes.
Originality/value
The linear, nonlinear, simultaneous and interactive effects of dyadic trait mindfulness expand previous research, clarifying that the evaluation of leader–member congruence and incongruence at various degrees, and for various patterns of trait mindfulness, is more informative than examining the direct effect alone.
This article created a consumer and an academic mindfulness dictionary to better understand consumers', academics', and marketers' perceptions of mindfulness. A consumer survey and text mining methods were used to create the consumer dictionary, and an extensive review of mindfulness definitions was used for the academic dictionary. The consumer dictionary described mindfulness more in terms of affect and resulting outcomes, while the academic dictionary was more cognitive and process‐oriented. The dictionaries were then applied to marketers' communications from a database of 883 company descriptions that were classified as mindful. The results showed that marketers used more terms from the consumer dictionary than the academic dictionary. The article discusses the potential for consumers to be vulnerable to marketers' communication strategies, characterized as McMindfulness and mindful washing, that can impact consumers' well‐being and brand relationships.
Creative frontline service employees play an important role in delivering customer satisfaction, improving organizational learning and innovation, and particularly, in promoting organizational change and performance. This study examines the relationship between the mindfulness of frontline service employees and their creativity in a retail context. Anchored in the Self Determination Theory (SDT) and the Cognitive Evaluation Theory (CET), we investigate the extent to which intrinsic motivation and creative process engagement (i.e., problem identification, information search, and idea generation) are transmission mechanisms for the relationship between mindfulness and creativity. The findings revealed that mindful employees exhibited higher levels of creativity at work, and that intrinsic motivation and creative process engagement have a mediational role on the relationship between mindfulness and creativity. The results also indicated that creative process engagement explained the relationship between intrinsic motivation and creativity. This research offers new insights for research on creativity and for retail management practices.KeywordsMindfulnessCreativityMotivationCreative process engagementFrontline employees
With the booming development of economy, the increasingly fierce market competition, Chinese enterprises into a period of rapid development, "996", "007" become the working mode of many employees, investigate its fundamental, extend working hours can not effectively improve work efficiency, therefore, how to ensure that employees to complete their performance, break the "996", "007" work dilemma become an urgent need to solve the problem.Mindfulness is an important topic for long-term research in the field of psychology. In recent years, more and more scholars have begun to pay attention to the influence of mindfulness in the field of management. Empirical studies have found that mindfulness has a positive impact on workplace employees' happiness, work performance, and leadership level.This paper systematically sorts out the performance related literature of employees, deeply explores the influence mechanism, summarizes the existing research ideas, and puts forward corresponding suggestions and directions for future research.
Despite longstanding interest in the work-life interplay, little research exists exploring the role of non-work/non-family related stressors (i.e., hassles) on work processes and how individuals may cope with such stressors. In this paper, we test the effects of hassles on counterproductive work behaviors (CWBs). Drawing on the work-home resources model, we propose that the experience of hassles contributes to higher levels of CWBs by depleting energetic resources which leads to emotional exhaustion. Further, we suggest that mindfulness serves as a protective resource that can buffer against engagement in CWBs associated with exhaustion. We employ three studies—first a pilot study using an experience sampling method design ( N = 205) to explore within-person variation in the proposed relationships. We next conduct a construct validation study of the non-work/non-family hassles construct ( N = 293), and then utilize this validated scale in our third study which was a time-lagged, between-person study ( N = 161). Analyses generally support our predictions that the indirect effect of hassles on CWBs through emotional exhaustion is contingent on mindfulness such that it is stronger when individuals are less mindful. Together, these findings suggest that individuals who experience more hassles feel higher levels of exhaustion, making them more susceptible to engaging in negative behaviors at work. Higher levels of mindfulness, however, play a protective role in deterring individuals from acting out their negative feelings in counterproductive ways.
Çalışmanın amacı, yönetim literatüründe yayınlanan mindfulness makalelerinin bibliyometrik analizini gerçekleştirerek konunun yönetim alanındaki gelişimini ve yeni eğilimleri ortaya koymaktır. Bu amaç doğrultusunda Web of Science (WoS) veri tabanındaki ‘yönetim’ kategorisinde yer alan; başlığında, anahtar kelimelerinde ve özetinde ‘mindfulness’ terimi geçen ve ‘SSCI’da taranan’ 350 makale bibliyometrik yöntemler kullanılarak incelenmiştir. Elde edilen ikincil veri seti, VOSviewer 1.6.18 yazılımı ile görselleştirilmiştir. Analizler sonucunda, yönetim alanındaki 350 mindfulness makalesinin 1990 ile 2022 yılları arasında yayınlandığı saptanmıştır. Veri setindeki makalelerin yıllık ortalama atıf sayısı 557; toplam atıf sayısı 11.150’dir. Alandaki en üretken (en fazla makale yayınlayan) ve en etkili (en çok atıf alan) yazar, Hollanda Maastricht Üniversitesi’nden Ute R. Hülsheger (7 makale, 942 atıf); ülke ise ABD’dir (135 makale, 6331 atıf). Öte yandan en üretken dergi Journal of Nursing Management (22 makale) iken en etkili dergi Organization Science’tır (1465 atıf). Alandaki en etkili makale Hülsheger, Alberts, Feinholdt ve Lang’e (2013) aittir. Ortak kelime analizi sonucunda, mindfulness kavramı ile birlikte en sık kullanılan anahtar sözcüklerin dayanıklılık (17 kez), Budizm (14 kez) ve iyi oluş (14 kez) olduğu tespit edilmiştir. Araştırmada, Doğu Felsefesine dayanan Mindfulness konusunun, yönetim bağlamında Asya’dan çok, Kuzey ve Güney Amerika ile Avrupa kıtalarında ele alındığı tespit edilmiştir.
Two forms of thinking about the future are distinguished: expectations versus fantasies. Positive expectations (judging a desired future as likely) predicted high effort and successful performance, but the reverse was true for positive fantasies (experiencing one's thoughts and mental images about a desired future positively). Participants were graduates looking for a job (Study 1), students with a crush on a peer of the opposite sex (Study 2), undergraduates anticipating an exam (Study 3), and patients undergoing hip-replacement surgery (Study 4). Effort and performance were measured weeks or months (up to 2 years) after expectations and fantasies had been assessed. Implications for the self-regulation of effort and performance are discussed.
Although the literatures on both organizational creativity and organizational improvisation have been expanding in recent years, the links between these literatures have not been deeply explored. This chapter explores those links to create a conceptualization of improvisational creativity in organizations. After reviewing existing theory on the creative process in organizations, and existing theory on organizational improvisation, we synthesize the two, fill in some conceptual gaps, and propose a preliminary model. The chapter ends with research questions suggested by our analysis.
We theorize that engagement, conceptualized as the investment of an individual's complete self into a role, provides a more comprehensive explanation of relationships with performance than do well-known concepts that reflect narrower aspects of the individual's self. Results of a study of 245 firefighters and their supervisors supported our hypotheses that engagement mediates relationships between value congruence, perceived organizational support, and core self-evaluations, and two job performance dimensions: task performance and organizational citizenship behavior. Job involvement, job satisfaction, and intrinsic motivation were included as mediators but did not exceed engagement in explaining relationships among the antecedents and performance outcomes.
This study tested hypotheses developed from the distinct literatures on negotiations and coalitions and hypotheses integrating the two, In a complex, three-person negotiation simulation, subjects had to decide jointly how to allocate two resource pools, They were gir en multiple pieces of information regarding their negotiation preferences, coalition alternatives, and entitlements. Coalition alternatives and entitlement cuss affected only the resource pool to which they were directly linked, bug. compatible interests, through the coalitions they generated, affected both resource pools, including the one to which these interests were not directly linked. The discuss the importance of integrating negotiation and coalition research in a wagr that Incorporates the social dynamics of the negotiation interaction.
The purpose of this essay is to improve the way we talk about organizational improvisation, using the vehicle of jazz improvisation as the source of orienting ideas. I start with two brief descriptions of the complexity involved when musicians compose in the moment. Then I review several definitions intended to capture holistically what is happening when people improvise. Next, I take a closer look at selected details in improvisation, namely, degrees of improvisation, forms for improvisation, and cognition in improvisation. These understandings are then generalized from jazz to other settings such as conversation, therapy, and relationships of command. I conclude with implications for theory and practice.
Although intuitive processes are critical for effective strategic decision making, there is little in the way of applied research on the topic. Apart from many popularized treatments of intuition in the literature today, there are only a handful of serious scholarly works on the subject. The majority of them are essentially theoretical in nature; field research in management settings is virtually nonexistent. This study examined this neglected but important process in strategic decision making. We surveyed senior managers of companies representing computer, banking, and utility industries in the United States and found that intuitive processes are used often in organizational decision making. Use of intuitive synthesis was found to be positively associated with organizational performance in an unstable environment, but negatively so in a stable environment.
The meaning of employee engagement is ambiguous among both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to refer to psychological states, traits, and behaviors as well as their antecedents and outcomes. Drawing on diverse relevant literatures, we offer a series of propositions about (a) psychological state engagement; (b) behavioral engagement; and (c) trait engagement. In addition, we offer propositions regarding the effects of job attributes and leadership as main effects on state and behavioral engagement and as moderators of the relationships among the 3 facets of engagement. We conclude with thoughts about the measurement of the 3 facets of engagement and potential antecedents, especially measurement via employee surveys.
Implicit and explicit indicators of attitudes or personality traits are positively, and variably, related. This review places the question of implicit ‐ explicit consistency into the tradition of attitude/trait ‐ behaviour consistency (e.g., Wicker, 1969). Drawing on dual-process models, such as the recent distinction between associative and propositional representations (Strack & Deutsch, 2004), we identify a working model of implicit ‐ explicit consistency that organises the empirical evidence on implicit ‐ explicit moderation into five factors: translation between implicit and explicit representations (e.g., representational strength, awareness), additional information integration for explicit representations (e.g., need for cognition), properties of explicit assessment (e.g., social desirability concerns), properties of implicit assessment (e.g., situational malleability), and research design factors (e.g., sampling bias, measurement correspondence).
The authors summarize 35 years of empirical research on goal-setting theory. They describe the core findings of the theory, the mechanisms by which goals operate, moderators of goal effects, the relation of goals and satisfaction, and the role of goals as mediators of incentives. The external validity and practical significance of goal-setting theory are explained, and new directions in goal-setting research are discussed. The relationships of goal setting to other theories are described as are the theory’s limitations.
We review and reconceptualize "intuition," defining intuitions as affectively charged judgments that arise through rapid, nonconscious, and holistic associations. In doing so, we delineate intuition from other decision-making approaches (e.g., insight, ra- tional). We also develop a model and propositions that incorporate the role of domain knowledge, implicit and explicit learning, and task characteristics on intuition effec- tiveness. We close by suggesting directions for future research on intuition and its applications to managerial decision making.
This study develops a model of engagement in the multiple roles of work and family. I examine two competing arguments about the effects of engaging in multiple roles, depletion and enrichment, and integrate them by identifying the type of emotional response to a role, negative or positive, as a critical contrasting assumption held by these two perspectives. Moreover, I represent depletion and enrichment as complex multistep processes that include multiple constructs, such as engagement and emotion. This study jointly examines both the depleting and enriching processes that link engagement in one role to engagement in another, using structural equation modeling. Findings from a survey of 790 employees reveal evidence for both depletion and enrichment as well as gender differences. Specifically, depletion existed only for women and only in the work-to-family direction. Men experienced enrichment from work to family, while women experienced enrichment from family to work. Overall, more linkages were found between work and family for women than for men.
Models postulating 2 distinct processing modes have been proposed in several topic areas within social and cognitive psychology. We advance a new conceptual model of the 2 processing modes. The structural basis of the new model is the idea, supported by psychological and neuropsychological evidence, that humans possess 2 memory systems. One system slowly learns general regularities, whereas the other can quickly form representations of unique or novel events. Associative retrieval or pattern completion in the slow-learning system elicited by a salient cue constitutes the effortless processing mode. The second processing mode is more conscious and effortful; it involves the intentional retrieval of explicit, symbolically represented rulesfrom either memory system and their use to guide processing. After presenting our model, we review existing dual-process models in several areas, emphasizing their similar assumptions of a quick, effortless processing mode that rests on well-learned prior associations and a second, more effortful processing mode that involves rule-based inferences and is employed only when people have both cognitive capacity and motivation. New insights and implications of the model for several topic areas are outlined.
We propose that organizations use a new framework of workday design to enhance the creativity of today's chronically overworked professionals. Although insights from creativity research have been integrated into models of work design to increase the stimulants of creativity (e.g., intrinsic motivation), this has not led to work design models that have effectively reduced the obstacles to creativity (e.g., workload pressures). As a consequence, creative output among professionals in high-workload contexts remains disappointing. In response, we offer a framework of work design that focuses on the design of entire workdays rather than the typical focus on designing either specific tasks or very broad job descriptions (e.g., as the job characteristics model in Hackman et al. 1975). Furthermore, we introduce the concept of “mindless” work (i.e., work that is low in both cognitive difficulty and performance pressures) as an integral part of this framework. We suggest that to enhance creativity among chronically overworked professionals, workdays should be designed to alternate between bouts of cognitively challenging and high-pressure work (as suggested in the original model by Hackman et al. 1975), and bouts of mindless work (as defined in this paper). We discuss the implications of our framework for theories of work design and creativity.
This study tested the hypothesis that creative performance is facilitated by wide breadth of attention. Sixty-one participants completed a measure of trait breadth of attention and wrote a poem while alone in a quiet setting. On a random basis, 40 of these participants were then assigned to write a second poem while being subjected to attention-narrowing stimulation (noise) that was predictable or unpredictable and intelligible or unintelligible; the remaining 21 participants wrote the second poem in the quiet setting. All poems were judged for creativity and were measured for word originality. Results showed that (a) trait breadth of attention was correlated modestly and positively (r =. 20) with creative performance; (b) creative performance was impaired by exposure to noise, especially noise that was unpredictable or intelligible; and (c) noise impaired creative performance more in participants whose trait breadth of attention was wide than in those whose trait breadth of attention was narrow. The relation between creativity and breadth of attention is discussed in terms of the high complexity level of creativity tasks and the need for parallel processing and broad attentional capacity required for successful performance on highly complex tasks.
Much organizational behavior is argued to be performed mindlessly, on the basis of scripts learned through organizational socialization, work experience, and symbolic management. While scripts conserve cognitive capacity, provide a basis for organizing and evaluating behavior, legitimate organizational activities, moderate role conflict, andfacilitate sense making, prediction, and control, they also induce a lack of vigilance and authenticity in operating routines, and bunkered perceptions, premature closure, and superstitious learning in decision making. Directions for future research include documenting the existence and effects of mindlessness, and exploring the predisposing conditions of script processing and means of maximizing the functional and minimizing the dysfunctional aspects of scripts on organizational effectiveness.
Although observers of human behavior have long been aware that people regularly struggle with internal conflict when deciding whether to behave responsibly or indulge in impulsivity, psychologists and economists did not begin to empirically investigate this type of want/should conflict until recently. In this article, we review and synthesize the latest research on want/should conflict, focusing our attention on the findings from an empirical literature on the topic that has blossomed over the last 15 years. We then turn to a discussion of how individuals and policy makers can use what has been learned about want/should conflict to help decision makers select far-sighted options. © 2008, Association for Psychological Science. All rights reserved.
High Reliability Organizations (HROs) have been treated as exotic outliers in mainstream organizational theory because of their unique potentials for catastrophic consequences and interactively complex technology. We argue that HROs are more central to the mainstream because they provide a unique window into organizational effectiveness under trying conditions. HROs enact a distinctive though not unique set of cognitive processes directed at proxies for failure, tendencies to simplify, sensitivity to operations, capabilities for resilience, and temptations to overstructure the system. Taken together these processes induce a state of collective mindfulness that creates a rich awareness of discriminatory detail and facilitates the discovery and correction of errors capable of escalation into catastrophe. Though distinctive, these processes are not unique since they are a dormant infrastructure for process improvement in all organizations. Analysis of HROs suggests that inertia is not indigenous to organizing, that routines are effective because of their variation, that learning may be a byproduct of mindfulness, and that garbage cans may be safer than hierarchies.
Counterfactuals are mental representations of alternatives to the past and produce consequences that are both beneficial and aversive to the individual. These apparently contradictory effects are integrated into a functionalist model of counterfactual thinking. The author reviews research in support of the assertions that (a) counterfactual thinking is activated automatically in response to negative affect, (b) the content of counterfactuals targets particularly likely causes of misfortune, (c) counterfactuals produce negative affective consequences through a contrast-effect mechanism and positive inferential consequences through a causal-inference mechanism, and (d) the net effect of counterfactual thinking is beneficial.
Positive organizational scholarship is concerned with dynamics that enable organizational strength and flourishing. In this chapter, we argue that organizations that manage unexpected events and prevent small problems from becoming large crises are engaged in important acts of positive organizing. We assume that adverse events, crises, and accidents are not inevitable; rather, they result from small problems, surprises, and lapses that shift, grow, and escalate until they are too big to handle. This chapter focuses on a set of capabilities that allows organizations to contain and repair vulnerability. Specifically, we identify a set of critical capabilities that involve attention, awareness, and action: these include capabilities for attending to, making sense of, and not explaining away discrepancies; capabilities for updating and coordinating understanding as problems unfold; and capabilities for actively managing problems through containment and resilience. We end with avenues for future research and practice.
What is ‘gut feeling’ and how can it be harnessed? To what extent should business decisions be informed by ‘instincts’ which may seem irrational or impossible to quantify?
Mindfulness is a flexible state of mind that is characterized by openness to novelty, sensitivity to context, and engagement with the present moment. In this chapter, mindfulness is proposed to be a critical factor in determining individual performance and shaping our learning experiences. In particular, mindfulness appears to be crucial in helping us deal with the inevitable uncertainties in our lives and environments. The role that mindfulness plays in shaping evaluations, both positive and negative, is also discussed. Finally, it is suggested that the mindful individual is likely to choose to be positive and will experience both the advantages of positivity and the advantages of perceived control for well-being.
This chapter describes flow, the experience of complete absorption in the present moment, and the experiential approach to positive psychology that it represents. We summarize the model of optimal experience and development that is associated with the concept of flow, and describe several ways of measuring flow, giving particular attention to the experience sampling method. We review some of the recent research concerning the outcomes and dynamics of flow, its conditions at school and work, and interventions that have been employed to foster flow. Finally, we identify some of the promising directions for flow research moving into the future.
Economic and sociological theories explaining bandwagon behaviors, along with cognitive and behavioral theories of decision making, do not fully address the process whereby decision makers choose whether or not to jump on bandwagons. In this article we model the interactions between mindfulness as a decision-maker characteristic and the decision-making context, and we show the impact of those interactions on managers' ability to discriminate in the face of bandwagons. We illustrate the framework by applying it to recent integration and disintegration bandwagon behaviors in the U.S. health care market.
What was noted by E. J. Langer (1978) remains true today; that much of contemporary psychological research is based on the assumption that people are consciously and systematically processing incoming information in order to construe and interpret their world and to plan and engage in courses of action. As did E. J. Langer, the authors question this assumption. First, they review evidence that the ability to exercise such conscious, intentional control is actually quite limited, so that most of moment-to-moment psychological life must occur through nonconscious means if it is to occur at all. The authors then describe the different possible mechanisms that produce automatic, environmental control over these various phenomena and review evidence establishing both the existence of these mechanisms as well as their consequences for judgments, emotions, and behavior. Three major forms of automatic self-regulation are identified: an automatic effect of perception on action, automatic goal pursuit, and a continual automatic evaluation of one's experience. From the accumulating evidence, the authors conclude that these various nonconscious mental systems perform the lion's share of the self-regulatory burden, beneficently keeping the individual grounded in his or her current environment.
This article addresses the question: How should mindfulness be understood? Three views are considered. The first is that mindfulness should be understood as a cognitive ability. According to this view, people differ in their capacity to think in a mindful way, much as people differ in memory or intelligence. The second view is of mindfulness as a personality trait. According to this view, mindfulness is a stable disposition, much as would be extraversion or neuroticism. The third view is of mindfulness as a cognitive style. According to this view, mindfulness represents a preferred way of thinking. Mindfulness has characteristics of all three but seems closest to being a cognitive style. Construct validation is needed in order to address this and related questions.
The concept of intuitive judgment is traditionally associated with the heuristics and biases research of Kahneman, Tversky, and others. Within this paradigm, subjective probabilities are numerical expressions of beliefs concerning uncertain events that may be assessed using heuristics that reduce complex computational tasks to simpler judgmental ones. Such intuitive judgments can be economical and effective, but they accrue negative outcomes when rules for inference are used which are founded on false assumptions or when errors of logic are used which have attendant biases. Intuitive judgments based upon the heuristics of representativeness, availability, and anchoring and adjustment can be useful, but they may also lead to severe and systematic errors. However, as well as the "heuristics and biases" perspective, intuition has been viewed from a variety of different standpoints, some of which are summarized in this article.
Clinical research has found that mindfulness leads to emotional well-being. We examined the role of mindfulness in organizations and found that it had a positive impact on the three dimensions of job burnout - exhaustion, depersonalization and personal accomplishment. We also found that supervisors can help in fostering mindfulness.
Resent research suggests that improvisation is a prevalent and important form of action that takes place throughout the entrepreneurial process (Baker, Miner, & Eesley, 2003). Despite the central role that improvisation appears to play in the daily decisions of entrepreneurs, there is a lack of theoretical work on the topic within the entrepreneurship literature. In response, the current article outlines factors that are likely to influence the incidence and effectiveness of entrepreneurial improvisation.
The article discusses the effect of experience on effective decision making. Examples are cited from research which involved interviews with trial attorneys, observation of their decisions in the course of felony criminal trials, and the Martindale-Hubbell peer-based rating system. It is said that a useful distinction can be drawn between static and dynamic decision making. Experience is said to be clearly beneficial in the context of dynamic situations, but evidence that it may be less so in a static context is presented.
In spite of the fact that researchers suggest that managers use intuition when making decisions and solving problems, management education and development has largely ignored or shied away from including intuition in its curriculum. There are few. if any, reported or reported-and-evaluated attempts at the development of managers' intuitive awareness either in business school or in-company programs. We offer a justification for the inclusion of intuition in management education and go on to report the design, implementation, and evaluation of a program for the development of managers' intuitive awareness. The program used a combination of training and extended practice employing a variety of innovative experiential techniques. The program was evaluated by means of content analyses of the logs that participants compiled during the practice phase. Participants reported positively on the program and documented effects in a number of areas related to the context for intuition (inner-outer), the intuitive process (time, place, and pace), and its outcomes (sense of perspective; self-confidence; inter- and intrapersonal sensitivity; metacognition). The implications for the further application of these approaches in management education and development, and some personal reflections on their use are discussed.
We define organizational improvisation as the degree to which the composition and execution of an action converge in time, and we examine the theoretical potential of this definition. We then propose that both organizational procedural memory (skill knowledge) and declarative memory (fact knowledge) moderate improvisation's impact on organizational outcomes in distinct ways. We also suggest that improvisation influences organizational memory by (1) generating experiments and (2) permitting the development of higher-level competency in improvisation, Contemporary technological changes related to the nature of organizational memory intensify the salience of these issues.
This systematic introduction to Buddhist ethics is aimed at anyone interested in Buddhism, including students, scholars and general readers. Peter Harvey is the author of the acclaimed Introduction to Buddhism (Cambridge, 1990), and his new book is written in a clear style, assuming no prior knowledge. At the same time it develops a careful, probing analysis of the nature and practical dynamics of Buddhist ethics in both its unifying themes and in the particularities of different Buddhist traditions. The book applies Buddhist ethics to a range of issues of contemporary concern: humanity's relationship with the rest of nature; economics; war and peace; euthanasia; abortion; the status of women; and homosexuality. Professor Harvey draws on texts of the main Buddhist traditions, and on historical and contemporary accounts of the behaviour of Buddhists, to describe existing Buddhist ethics, to assess different views within it, and to extend its application into new areas.
Economic and sociological theories explaining bandwagon behaviors, along with cognitive and behavioral theories of decision making, do not fully address the process whereby decision makers choose whether or not to jump on bandwagons. In this article we model the interactions between mindfulness as a decision-maker characteristic and the decision-making context, and we show the impact of those interactions on managers' ability to discriminate in the face of bandwagons. We illustrate the framework by applying it to recent integration and disintegration bandwagon behaviors in the U.S. health care market.
Proponents of a popular view of how individuals respond to ethical issues at work claim that individuals use deliberate and extensive moral reasoning under conditions that ignore equivocality and uncertainty. I discuss the limitations of these "rationalist approaches" and reconsider their empirical support using an alternative explanation from social psychological and sensemaking perspectives. I then introduce a new theoretical model composed of issue construction, intuitive judgment, and post hoc explanation and justification. I discuss the implications for management theory, methods, and practice.
Over the past two decades, there has been an upsurge in theoretical frameworks alluding to the existence of two different processing systems that supposedly operate according to different rules. This article critically examines the scientific advance offered by these theories (in particular advances in the domains of reasoning, decision making, and social cognition) and questions their theoretical coherence as well as the evidence for their existence. We scrutinize the conceptual underpinnings of two-system models and explicate the assumptions underlying these models to see whether they are reasonable. We also evaluate the empirical paradigms used to validate two-system models and ponder about their explanatory strength and predictive power. Given the popularity of these models, we discuss the appeal of two-system theories and suggest potential reasons for their prevalence. We comment on the potential costs associated with these models and allude to the desired nature of potential alternatives. We conclude that two-system models currently provide little scientific advance, and we encourage researchers to adopt more rigorous conceptual definitions and employ more stringent criteria for testing the empirical evidence in support for two-system theories.
© 2009 Association for Psychological Science.
This article develops the concept of psychological presence to describe the experiential state enabling organization members to draw deeply on their personal selves in role performances, i.e., express thoughts and feelings, question assumptions, innovate. The dimensions of psychological presence are described along with relevant organizational and individual factors. The concept's implications for theory and research about the person-role relationship are described.
Individuals' awarenessof moral issues is an important first step in the ethicaldecision-making process. Relying on research in social cognition andbusiness ethics, we hypothesized that moral awareness is influenced byissue-related factors (magnitude of consequences of the moral issueand issue framing in moral terms) and social contextrelated factors(competitive context and perceived social consensus that the issue isethically problematic). The hypotheses were tested in a fieldexperiment involving 291competitive intelligence practitioners.Results generally supported the hypotheses. Qualitative analysisyielded additional insights into the content of respondents' moralawareness.