Conference PaperPDF Available

Mindfulness in the Workplace: An Exploratory Study

Authors:
Jeremy P. Hunter at Claremont Graduate University
Jeremy P. Hunter
Donald W. Mccormick at Unified Mindfulness
Donald W. Mccormick
  • Unified Mindfulness
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Abstract and Figures

his paper examines the effects mindfulness meditation has on people’s work lives. In it, we present an analysis of interviews with eight managers and professionals who have a meditation practice. This exploratory study is designed to generate hypotheses about a new topic in the management research literature. Analysis of the interviews suggest that people who practice mindfulness may become more aware of their social and physical environment at work; become more accepting of their work situation; develop more modest, realistic, sustainable work goals; become more selfless at work; become less concerned with material acquisition and wealth; develop a more internal locus of evaluation; become more likely to derive meaning in life from sources other than just work; become better able to cope and remain calm in difficult work situations; become more likely to experience work difficulties as challenges than threats; enjoy their work more; become more adaptable at work; and develop more positive interpersonal relations at work. Mindfulness in the Workplace: An Exploratory Study. Available from: https://www.researchgate.net/publication/266371684_Mindfulness_in_the_Workplace_An_Exploratory_Study [accessed Dec 7, 2015].
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B-474#3Q+4#34-4&'K$8'/3'/7'=74&G'$7'&"'(4/+0'$#&'f=3#$.'Y(4/+0'['f=3#$.G'CDDW]G'\=4&8'
$#&'2+:K4/3b4-'Y\=4&8'['2+:K4/3b4-G'CDaD]G'$#&'!$#4'Y!$#4G'CDaa])'
Method!
H:/7'73=&8'&-$K7'"#'3:-44'&$3$'7"=-+47)'L#34-6/4K7'K/3:'B-"1477/"#$%7'$#&'.$#$;4-7'
$M"=3'3:4'4114+3'+"#34.B%$3/64'B-$+3/+47':$64'"#'3:4/-'K"-0'%/647'.$04'=B'3:4'B-/.$-8'
7"=-+47)'^/;:3'"1'3:474'/#34-6/4K7'YZaa'B$;47]'K4-4'$#$%8b4&G'=7/#;'3:4'O=$%/3$3/64'&$3$'
$#$%87/7'7"13K$-4'B-";-$.'1%/.$2%")'H:4'B4"B%4'/#34-6/4K4&'/#+%=&4&'$'K-/34-'"1'1/+3/"#'$#&'
#"#1/+3/"#N'$'B:87/+/73G'$'.$;$b/#4'P"=-#$%/73N'3:4'+:$/-'"1'$'.=7/+'&4B$-3.4#3'/#'$'.$P"-'
-474$-+:'=#/64-7/38N'$#'$-+:/34+3'K:"'$%7"'K$7'$#'$+$&4./+'&4$#N'$#'/#6473.4#3'.$#$;4-N'
9 1/4/12 5:22 PM
$#&'$'34%46/7/"#n1/%.'&/-4+3"-)'F'74+"#&'7"=-+4'"1'&$3$'/7'3:4'7+:"%$-%8'%/34-$3=-4)'e/#$%%8G'K4'
$%7"'&-$K'=B"#'"=-'"K#'4IB4-/4#+4'"1'./#&1=%#477)'X"3:'$=3:"-7'$-4'%"#;Q34-.'
./#&1=%#477'B-$+3/3/"#4-7)'
An!Exploratory!Study!
2/#+4'3:4-4'/7'7"'%/33%4'4I/73/#;'-474$-+:'3"'M=/%&'"#G'"=-'-474$-+:'O=473/"#'+$%%7'1"-'$#'
4IB%"-$3"-8'&47/;#'Y*+9$MMG'CDDZ])'F#'4IB%"-$3"-8'73=&8'-4O=/-47'3:$3'3:4-4'$-4'14K'"-'#"'
4I/73/#;'73=&/47'"1'3:4'3"B/+G'k3:4'7$.B%4':$7'B4-7"#$%'4IB4-/4#+4'/#'"-'0#"K%4&;4'$M"=3'
3:4'3"B/+N'$#&'3:4'B$-3/+/B$#37'$-4'$M%4'3"'3$%0'$M"=3'3:4'3"B/+l'Y(""&G'c4--G'['X-/#0G'CDDWG'
B)'aCC])'A=-'73=&8'1/37'3:474'-4O=/-4.4#37)'A=-';"$%'/7'3:$3'"1'3:4'/&4$%'4IB%"-$3"-8'73=&8G'
K:/+:'$7'$#'4$-%8'"-'1/-73'734B'/#'&464%"B/#;'#4K'0#"K%4&;4'$M"=3'$'3"B/+G'%4$&7'3"'
k7=;;473/"#7'"1':8B"3:4747'1"-'1=-3:4-'73=&8'"-'3"'$#'/&4$'1"-'$'+"#+4B3=$%'1-$.4K"-0l'
Y(""&G'43'$%)G'CDDWG'B)'aCa])''
F7'$#'4IB%"-$3"-8'73=&8G'3:/7'73=&8'K$7'&47/;#4&'3"'&464%"B'+"#+4B37'$#&':8B"3:4747G'
#"3'3"'3473':8B"3:4747)'F%."73'$%%'7+:"%$-%8'K"-0G'-474$-+:'$#&'B=M%/+$3/"#7'/#'.$#$;4.4#3'
$-4':8B"3:47/7'%'$%"*3'73=&/47G'$#&'3:"74'K:"'$-4'=#1$./%/$-'K/3:'3:4'&/114-4#+4'M43K44#'
3:4.'$#&':8B"3:47/7'3'*'#.%"*3'-474$-+:'.$8'"MP4+3'3"'.$#8'$7B4+37'"1'"=-'&47/;#'Y%/04'
3:4'7.$%%G'1$-Q1-".Q-$#&".'7$.B%4'M4/#;'$#$%8b4&])',-/34-/$'%/04'3:4'-$#&".#477'"1'3:4'
7$.B%4'$-4'$BB-"B-/$34'1"-'P=&;/#;':8B"3:47/7'3473/#;'-474$-+:'&47/;#7G'M=3'3:48'&"#J3'
$BB%8'3"'4IB%"-$3"-8'73=&/47'&47/;#4&'3"';4#4-$34':8B"3:4747'Y@%$74-'['23-$=77G'a`W_])'L#'
4IB%"-$3"-8'-474$-+:G'1%4I/M%4G'&47+-/B3/64'-474$-+:'&47/;#7'$-4'B$-$."=#3)',"#64#/4#+4'
7$.B%47'$-4'+".."#'$#&'k64-8'14KG'/1'$#8G'6$-/$M%47'$-4'=#&4-'3:4'-474$-+:4-J7'+"#3-"%l'
Y(""&G'43'$%)G'CDDWG'B)'aCa])'
Results!
10 1/4/12 5:22 PM
H:4'/#34-6/4K447'-4B"-34&'.$#8'&/114-4#3'K"-0Q-4%$34&'"=3+".47'"1'3:4/-'./#&1=%#477'
B-$+3/+4)'H:48'$-4'&47+-/M4&'M4%"K)'H:4';4#4-$%'+$34;"-/47'"1'"=3+".47'/#+%=&4'6$%=47G'
/#34-$+3/"#'K/3:'3:4'K"-0'4#6/-"#.4#3G'-47B"#74'3"'&/11/+=%3/47'/#'3:4'K"-0'4#6/-"#.4#3G'
$#&'/#34-B4-7"#$%'-4%$3/"#7'$3'K"-0)'
Changes!in!Values!!
L#34-6/4K447'-4B"-34&'3:$3'./#&1=%#477'B-$+3/+4'+:$#;4&'3:4/-'6$%=47)'H:4/-'%"+=7'"1'
46$%=$3/"#'."64&'1-".'3:4'4I34-#$%'Y6$%=/#;'.$34-/$%'$+O=/7/3/"#G'K4$%3:G'1$.4G'
-4+";#/3/"#G'$#&'3:4'"B/#/"#7'"1'"3:4-7]'3"'3:4'/#34-#$%'Y6$%=/#;':$BB/#477'$#&'7B/-/3=$%/38])'
24+"#&G'3:48'-4B"-34&';"/#;'1-".':$6/#;'$'7/#;%4'7"=-+4'"1'.4$#/#;'$#&'/&4#3/38'/#'%/14'
Y3:4/-'K"-0]'3"':$6/#;'.$#8'7"=-+47'"1'.4$#/#;)'e/#$%%8G'3:48'-4B"-34&'M4+"./#;'%477'
4;"3/73/+$%'$#&'."-4'74%1%477)'H:474'+:$#;47'$-4'&/7+=774&'M4%"K'
From!an!External!to!an!Internal!Locus!of!Evaluation!
L#34-6/4K447'-4B"-34&'3:$3'./#&1=%#477'B-$+3/+4'%4&'3:4.'3"'1"+=7'%477'"#'"=34-'
+"#+4-#7'$#&'."-4'"#'3:4/-'/##4-'%/647)'A#4'/#34-6/4K44'7$/&G'k(:$3'/7'+"#7/&4-4&'M4/#;'
7=++4771=%'"-'&4$&M4$3':$7'."-4'3"'&"'K/3:':"K':$BB8'8"='$-4'$#&'8"=-'$33/3=&4'3"'3:4'
K"-%&G'$#&'%477'3"'&"'K/3:':"K'.=+:'8"='$+O=/-4'$#&':"K'.=+:'."#48'8"='.$04j'3:"74'
3-4$&./%%7'"1'7=++477'$-4';433/#;'3"'#"'B$-3/+=%$-'4#&)l''
*$#8'/#34-6/4K447'3$%04&'$M"=3'."6/#;'1-".'+"#+4-#'$M"=3'4I34-#$%G'K"-0Q-4%$34&'
-4K$-&7hM"3:'.$34-/$%'-4K$-&7'$#&'-4+";#/3/"#'M8'"3:4-7h3"'$'1"+=7'"#'/##4-'+"#+4-#7G'
7=+:'$7':$BB/#477)'H:4'1/%..$04-'3"%&'"1'$#'=B4#&/#;'4IB4-/4#+4'3:$3':4':$&'34#'84$-7'
M41"-4)'L3'."3/6$34&':/.'3"'73$-3'.4&/3$3/#;)'?4':$&'1/#/7:4&'$'1/%.'3:$3':4'+"#7/&4-4&'3"'M4'
B4-14+3G'M=3'K$7'7=-B-/74&'3"'1/#&'3:$3'/#734$&'"1'144%/#;'4%$34&G':4'K$7'&4B-4774&)'
11 1/4/12 5:22 PM
^64#3=$%%8G':/7'.4&/3$3/"#'B-$+3/+4'%4&':/.'3"'6$%=4'/##4-':$BB/#477'.=+:'."-4'3:$#'7"+/$%'
$++"%$&47'"-'.$34-/$%'K4$%3:G'$#&'#"KG'
LJ.'4774#3/$%%8'$'-4$%%8':$BB8'B4-7"#)'L':$64'#4=-"747'$#&'14$-7'$#&'3:/#;7G'M=3'LJ.'
#"3'/#:4-4#3%8'&4B-4774&'R$#8."-4Sj'L'K"=%&'3-$&4'3:$3'1"-'3:4'A7+$-G'"-'$++"%$&47G'
"-'-/+:47)'X4+$=74'K:4#'L':/3'3:$3'K$%%'34#'84$-7'$;"G'/3'K"=%&#J3':$64'.$334-4&'/1'L'
:$&'34#'./%%/"#'&"%%$-7N'/3'K"=%&#J3':$64'.$334-4&'/1'LJ&'K"#'464-8'$K$-&'L'+"=%&'
K/#)'
L#34-6/4K447'7$/&'3:$3'$134-'3:48'M4;$#'B-$+3/+/#;'./#&1=%#477G'3:4'$BB-"6$%'"1'"3:4-7'
1$&4&'/#'/.B"-3$#+4)'F#"3:4-'K$8'3"'B=3'3:/7'/7'3:$3'3:4/-'%"+=7'"1'46$%=$3/"#'K4#3'1-".'
4I34-#$%'3"'/#34-#$%)'g"+=7'"1'46$%=$3/"#'/7'$'+4#3-$%'B$-3'"1',$-%'\";4-7J'3:4"-8'"1'
B4-7"#$%/38'$#&'B78+:"3:4-$B4=3/+'+:$#;4)'L3'-414-7'3"'$'B4-7"#J7'7"=-+4'"1'$=3:"-/38h:4-'
"-':/7'+4#34-'"1'-47B"#7/M/%/38)'f4"B%4'K:"'%""0'3"'3:4.74%647'3"'&4+/&4'K:43:4-'$'M4:$6/"-'
:$7'6$%=4':$64'$#'"*%'#*./'%"+=7'"1'46$%=$3/"#N'3:"74'K:"'%""0'3"'3:4'4IB4+3$3/"#7'"1'
7"+/438G'"-'3-8'k3"'M4:$64'/#'34-.7'"1'6$%=47'743'M8'"3:4-'B4"B%4l'Y\";4-7G'c/-7+:4#M$=.G'['
?4#&4-7"#G'a`E`G'B)'a_V]':$64'$#''4%'#*./'%"+=7'"1'46$%=$3/"#)'\";4-7'$-;=4&'3:$3'
&4B4#&4#+4'"#'3:4'4IB4+3$3/"#7'$#&'6$%=47'"1'"3:4-7'B-4&/+3$M%8'/#&/+$347'B78+:"%";/+$%'
&/73=-M$#+4G'$#&'3:$3'/#&/6/&=$%7'.=73'&464%"B'$#'/#34-#$%'%"+=7'"1'46$%=$3/"#'/#'"-&4-'3"'
M4+".4'1=%%8'1=#+3/"#/#;G'$=3"#"."=7'/#&/6/&=$%7'YH:"-#4G'CDDV])''
A#4'/#34-6/4K44'/#'"=-'73=&8'7$/&'3:$3'M41"-4'.4&/3$3/#;G':4-'74#74'"1'/&4#3/38'7"'
&4B4#&4&'"#':4-'P"MQQ7".43:/#;'+%4$-%8'4I34-#$%QQ3:$3'k/3'=74&'3"'M4'$'6$%/&$3/"#'"1'M4/#;'$'
:=.$#'M4/#;)l'2:4'7$/&'3:$3'7/#+4'7:4'M4;$#'./#&1=%#477'.4&/3$3/"#G'7:4':$7'M4+".4'
k.=+:'%477'$.M/3/"=7)'L'K"--8'%477)l''
F#"3:4-'/#34-6/4K44'7$/&G'
12 1/4/12 5:22 PM
>=73G'8"='0#"KG'3:-"=;:'.4&/3$3/"#'$#&'3:4'"3:4-'$7B4+37'"1'.8'R./#&1=%#477S'
B-$+3/+4G'3:$3'+4-3$/#'3:/#;7'$-4'."-4'-4$%j'3"'.4'#"Kj'F#&'3:/#;7'3:$3'744.4&'
-4$%G'#"K'&"#J3'744.'-4$%)'F;$/#G'/3J7'%/04'3:$3'7:/13'1-".'3:4'.$34-/$%'K"-%&'3"'$'0/#&'
"1'/##4-'K"-%&'$#&'$'0/#&'"1'/#34-+"##4+34&'K"-%&j'*8'#44&'1"-'6$%/&$3/"#'1-".'
"3:4-'B4"B%4':$7';"334#'$'%"3'%477G'L'K"=%&'7$8)'
H:4'P"=-#$%/73'7$/&'3:$3'-4+";#/3/"#'M4+$.4'%477'/.B"-3$#3'3"':/.)'
H:4-4J7'#"3'3:4'0/#&'"1'73-"0/#;'"-'4;"Q;-$3/1/+$3/"#G'8"='0#"KG'1"-';433/#;'"11'3:4'
3-4$&./%%QQ1"-';433/#;'"11'3:4'3-$+0'$7'L':$64)'2"'L'&"#J3'-4;-43'/3)'LJ.';%$&'LJ64'&"#4'/3G'
$#&'L'0#"K'K:8'LJ.'&"/#;'/3)'X=3'/3'.4$#7'L':$64'3"'1"-;"'3:$3'0/#&'"1'-4+";#/3/"#'1"-'
#"K)'H:4'-4+";#/3/"#'"1'K:$3'"3:4-'B4"B%4'3:/#0'"1'.4'/7'#"3'3:4'."73'/.B"-3$#3'
3:/#;G'/7'K:$3'/3'+".47'&"K#'3")'
F#'/#34-473/#;'4I$.B%4'"1'74%1%477#477'7:"K#'3:-"=;:'$'-4&=+4&'+"#+4-#'1"-'3:4'
"B/#/"#7'"1'"3:4-7'$#&'$#'/#+-4$7/#;%8'/##4-'%"+=7'"1'46$%=$3/"#'K$7'$'+:$#;4'/#'+$-44-'
/&4$%7'1"-'3:4'!4$#G'K:"'#"K'$7B/-47''
3"'M4'%477'3:$#'6/7/M%4QQ7"-3'"1'%/04'3:4'g"#4'\$#;4-)'L'$%K$87'3:"=;:3j'3:$3'/3'K$7'
B-4338'+""%'3:$3'3:4'g"#4'\$#;4-'K"=%&'%4$64'3"K#)'9"M"&8'0#4K'K:"':4'K$7G'M=3'
3:4'3"K#'K$7'M4334-)'?4'&/&#J3'%4$64'$'M=7/#477'+$-&N'3:4-4'K$7'#"3:/#;'#$.4&'$134-'
:/.)''
From!Single!to!Multiple!Sources!of!Meaning!
23=&8'B$-3/+/B$#37'"134#'7$/&'3:$3'M41"-4'3:48'M4;$#'B-$+3/+/#;'./#&1=%#477G'3:4/-'P"M7'
K4-4'3:4/-'"#4'Y"-'B-/.$-8]'7"=-+4'"1'.4$#/#;'/#'%/14G'$#&'3:$3'#"K'3:48':$64'.$#8'
7"=-+47'"1'.4$#/#;)'
13 1/4/12 5:22 PM
H:4'P"=-#$%/73'7$/&'3:$3'$134-'B-$+3/+/#;'./#&1=%#477'.4&/3$3/"#G':/7'K"-0'"1'#43K"-0/#;'
/#'3:4';%/334-8'K"-%&'"1'3:4'4#34-3$/#.4#3'/#&=73-8'M4+$.4'%477'.4$#/#;1=%G''
(:4#'L'K"-04&'$3'RK4%%Q0#"K#'4#34-3$/#.4#3'.$;$b/#4SG'L'7B4#3'."-4'3/.4'M4/#;'
"=3'$#&'$M"=3';"/#;'3"'/#&=73-8'1=#+3/"#7G'044B/#;'=B'-4%$3/"#7:/B7G'P=73'
#43K"-0/#;QQ3:$#'L'&"'#"K)'L'&"#J3'-4$%%8'K$#3'3"'&"'3:$3'$%%'3:4'3/.4'#"KG'M4+$=74'/3'
P=73'&"47#J3'.4$#'$#83:/#;'3"'.4)'9"KG'$;$/#G'L'&"#J3'./#&'&"/#;'7".4'"1'/3G'M=3'.8'
%/14'/7'#"3QQL'#"'%"#;4-'$.'/..4-74&'/#'3:$3'K"-%&)'
H:4'&/-4+3"-'$%7"'.4#3/"#4&'3:$3':4'=74&'3"'&4B4#&'7"%4%8'"#':/7'K"-0'1"-'.4$#/#;G'M=3'
3:$3':4'/7'#"'%"#;4-'/7'7"'&4B4#&4#3)''
L1'7".4M"&8'7$/&'3"'.4'3"&$8G'To"=J%%'#464-'.$04'$#"3:4-'1/%.)'H:$3J7'/3)'o"=-'+$-44-'
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K$7'K/3:"=3'.4$#/#;)'L'&"#J3'3:/#0'1/64'84$-7'$;"'L'+"=%&':$64'.$&4'3:$3'73$34.4#3)'
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14 1/4/12 5:22 PM
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$#&'1$./%8'%/14)'2".4'"1'3:4'/#34-6/4K447'3$%04&'$M"=3'$'M4334-'M$%$#+4'M43K44#'3:4/-'K"-0'
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Sources(of(Meaning(Other(than(Work)'A-/;/#$%%8G'3:4'&/-4+3"-'&/&#J3'P=73'&4B4#&'"#'
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L'7./%4'$3'7".4"#4'/#'3:4'73"-4G'/3J7'$7'%4;/3/.$34'$'K$8'3"'+:$#;4'3:4'K"-%&'$7'3"'3-8'
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24 1/4/12 5:22 PM
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29 1/4/12 5:22 PM
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31 1/4/12 5:22 PM
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32 1/4/12 5:22 PM
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33 1/4/12 5:22 PM
References!
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^.B$3:8'F."#;'9=-7/#;'23=&4#37U'R)?#*./8);86?#$"*38I+?(.%")*G8VTY_]G'VDdQVaC)'
X/-#M$=.G'g)'YCDDd])'F&"%47+4#3'$;;-477/"#'$#&'&/114-4#3/$3/"#'"1'74%1t';=/&4&'./#&1=%#477'
.4&/3$3/"#'/#'3:4'74-6/+4'"1'/#&/6/&=$3/"#)'&("'*%";"(K)#/+R)?#*./G8WG'Z_EQZE`)'
X/7:"BG'2)'\)G'g$=G'*)'F)G'2:$B/-"G'2)G',$-%7"#G'g)G'F#&4-7"#G'9)'!)G',$-."&8G'>)G'43'$%)'YCDDZ])'
*/#&1=%#477t'F'f-"B"74&'AB4-$3/"#$%'!41/#/3/"#)'O/"*"(./8X$0(-)/)30D8&("'*('8.*+8
X#.(%"('G8YYYV])'
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(/%48)'
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EZE)'
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35 1/4/12 5:22 PM
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!!
38 1/4/12 5:22 PM
Table!1.!
!WorkORelated!Changes!Resulting!from!Mindfulness!Practice! !
Before!Mindfulness!
After!Mindfulness!
Values!
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Interaction!With!the!Work!Environment!
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'
... Study findings indicate that leaders' mindfulness is positively correlated with employee performance. Practice of mindfulness enhances sensitivity to external stimuli, according to McCormick and Hunter (2008). Ethics and charismatic leaders can cope more effectively, remain calm in challenge situations, and adapt better when they practice mindfulness. ...
The Relationship Between Ethical and Charismatic Leadership and Its Impact on Employee Performance an In-Depth Study
Article
Full-text available
  • May 2025
Change has been a constant challenge for organizations over the past few years. An employee with mindfulness will be able to cope with unpredictable events and develop situational awareness, both factors that help them perform better. Our study is designed to examine the relationship between ethical and charismatic leaders' mindfulness levels and employee performance. The study was conducted using mixed methods. According to the conceptual model developed in the first stage, mindfulness is directly related to employee performance. The qualitative method was used to assess mindfulness in the organization. Business practitioners as well as academic scholars and researchers have always been interested in employee performance. Despite numerous previous studies identifying antecedents of employee performance, research has yet to examine whether leaders' mindfulness can influence employee performance. Consequently, the current study intends to find out if employee trust in leaders can mediate the impact of leadership mindfulness on employee performance. 325 respondents completed a survey involving mindfulness, ethical competence, and charismatic leadership. Three hypotheses were tested on the relationship between mindfulness, ethical competence, and charismatic leadership. According to our research, there is a correlation between ethical and charismatic leadership and employee performance moderated by mindfulness, such that when the mindfulness is organic, the relationship will be stronger than when it is mechanistic. In addition to providing new insights into the outcomes of mindfulness, the findings increase our understanding of ethical decision-making processes.
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... Although the concept of mindfulness has now begun to attract scholarly attention across other disciplines, research on mindfulness in the field of management and business remains limited. The recent evidence showing that mindfulness may benefit work outcomes (Hunter and McCormick, 2008) and that mindfulness-based programmes are effective in reducing stress in working adults (Lomas, 2017;Bazarko et al., 2013), scholars are encouraged to continue to understand the various facets and antecedents of mindfulness practice in workplaces (Kaur and Israni, 2019). ...
Mapping the Growth of Workplace Mindfulness Research for Work-Related Stress: A Bibliometric Analysis of Trends, Key Authors, and Leading Institutions (2004-2024)
Article
Full-text available
  • Feb 2025
Objective: This paper investigates the existing scholarly literature on mindfulness-based programs implemented within organisations to address work-related stress. It seeks to offer a thorough understanding of the research landscape by analysing publication trends, citation patterns, and prominent research institutions. The paper also discusses the top 10 globally cited documents. Methods: Bibliometric analysis was conducted using the Web of Science (WOS) database. A robust search string was developed, incorporating keywords related to mindfulness practices and work-related stress. Inclusion and exclusion criteria were established. Publication data, authorship information, and keywords were extracted from the retrieved articles. Results: 1092 documents published between 01st January 2004 to 14th June 2024 were retrieved from the Web of Science (WOS) database. The results were imported to Biblioshiny, a tool to analyse and visualise bibliographic data. The result revealed that the annual growth rate of research on the topic is 19.28%. Mindfulness Journal is the most locally cited source, with 2159 local citations. Monash University of Australia tops the list of most relevant affiliations. The United States of America is the country with the highest number of scientific productions, corresponding authors, and documents with the highest citations. Conclusion: The number of publications on mindfulness in workplaces has grown. However, more research articles in Business and Management journals that combine mindfulness, stress and organisations are necessary to comprehend the diverse aspects and precursors of mindfulness practice in workplaces. Keywords: Mindfulness, Stress, Organisations, Bibliometric Analysis
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... This psychological construct is also described as a state characterized by being open to new experiences, sensitive to the surroundings, aware of different perspectives of looking at the same thing and oriented towards the present (Siegling & Petrides, 2014). Previous research showed that mindfulness may be a negative predictor of emotion dysregulation (Vujanovic et al., 2010), increase social relations by building closeness (Brown & Ryan, 2003), impact better adaptability at the workplace, and provide a better quality of relations with co-workers (McCormick & Hunter, 2008). The increasing level of mindfulness is related to feeling less stress and anxiety (Kabat-Zin et. ...
Personality traits as predictors of mindfulness in FISM World Champions of Magic
Article
Full-text available
  • Dec 2021
Aim The study aimed to check how the Big Five personality traits relate to mindfulness levels in FISM World Champions of Magic. Method The participants were champions of magic (N = 50) from 20 countries. International Personality Item Pool Big Five Markers 50 (IPIP-BFM-50) and the Mindful Attention Awareness Scale (MAAS) were used to measure personality traits and mindfulness, respectively. Results The regression analysis revealed that emotional stability and conscientiousness explained 47% of mindfulness in champion magicians. Conclusion Only two personality traits predicted mindfulness in magicians, which should be interpreted as a preliminary result.
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... Miller et al. (2012) demonstrated a link between compassion and social entrepreneurship outcomes, and increased mindfulness has been shown to raise levels of it (McCollum & Gehart, 2010). In addition, if individuals are characterized by a high MFN level, then they also have more compassion than those who display a low MFN level (Hunter & McCormick, 2008). It exhibits a strong orientation towards taking care of others (Good et al., 2016). ...
The role of mindfulness and perceived social support in promoting students' social entrepreneurial intention
Article
Full-text available
  • Jan 2022
Objective: This study aims to demonstrate the positive relationships between mindfulness, perceived social support, and social entrepreneurship intention (SEI) using the theory of planned behaviour (TPB). Research Design & Methods: This study surveyed 525 students who have been taking social entrepreneurship courses of non-profit organizations in Vietnam. Data was collected through a pre-designed questionnaire at Google Form from August to October 2020 and analysed by structural equation modelling to verify the research model and hypotheses. Findings: The research confirmed the positive relationships between mindfulness, perceived social support, and social entrepreneurial intention (SEI). Among them, the role of mindfulness is the most important, because its impact on SEI is the strongest. This study has also shown that the components of the theory of planned behaviour have an intermediary role to strengthen the relationships in the research model. Implications & Recommendations: This study confirms the need to include mindfulness courses when training future social entrepreneurs to help them for acquiring the right attitudes and forming social entrepreneurial intentions. Contribution & Value Added: This study found that practicing mindfulness drastically changes entrepreneurs’ attitudes towards social entrepreneurship. In contrast, perceived social support makes these entrepreneurs display a higher level of self-efficacy in forming social entrepreneurial intentions.
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INTERTWINING OF MINDFULNESS AND CONSCIOUSNESS FOR IMPROVED MENTAL WELL-BEING, RESILIENCE AND PERSONALITY DEVELOPMENT
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  • Feb 2025
Mindfulness means maintaining a moment-by-moment awareness of our thoughts, feelings, bodily sensations, and surrounding environment, through a gentle, nurturing lens. Mindfulness also involves acceptance, meaning that we pay attention to our thoughts and feelings without judging them—without believing, for instance, that there’s a “right” or “wrong” way to think or feel in a given moment. When we practice mindfulness, our thoughts tune into what we’re sensing in the present moment rather than rehashing the past or imagining the future.
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The interplay of mindfulness in mitigating the effects of workplace ostracism on knowledge sharing: Insights from Jordanian private hospitals
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Full-text available
  • Apr 2024
The study aims to investigate the relationship between workplace ostracism and employee willingness to share knowledge with the moderating role of mindfulness. The data were collected from six leading private hospitals in Amman, Jordan, targeting 271 employees holding different medical and administrative positions regarding their experiences with workplace ostracism and the corresponding impact on knowledge sharing. Thus, the study sample being healthcare professionals is not by default but rather a conscious choice in light of the critical role they play in a high-stake environment; moreover, in some cases, knowledge hoarding has proven to have dire repercussions. The results revealed that workplace ostracism significantly and negatively affected degrees of knowledge sharing (p < 0.001). This indicates that ostracized workers would feel shut out and likely become a hindrance to the information and insight flow. The positive outcome is that employees engaging in mindfulness practices seem to cushion the blow that such negative experiences deliver. Those likely to become easily focused are likely to be less threatened by knowledge sharing – they expect that the impact of ostracism will be transient, which could protect a person from the potentially isolating effects of ostracism in the workplace.
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The Role of Mindfulness in Employees Performance; Do Innovative behaviors mediate the link?
Article
Full-text available
  • Dec 2021
Employee performance has been grabbed the attention of researchers for the last several decades. A variety of determinants have been suggested by previous literature in developing and developed economies. However, the role of Mindfulness and innovative work behavior has been received negligible courtesy. In particular, the mediating role of innovative work behavior between Mindfulness and employees’ performance has been remained untouched. This research fills the gap and tests the mediating role of innovative work behavior using a quantitative approach. To assess the model, we collected evidence through a survey from 150 employees working in Pakistani public and private organizations. The results show that mindfulness and innovative work behavior significantly contribute to employees’ performance in the sampled organizations. We further scrutinized that innovative work behavior significantly partially mediates the relationship between mindfulness and employees performance. This research encourages top management teams and HR managers to promote innovative work behavior in their organizations to sustain employee performance. Further implications have been stated.
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Role of personality, coping and mindfulness in adaptation to complex or unpredictable situations in special forces
Article
  • Jun 2023
Les opérations militaires se déroulent dans des contextes dont la complexité et l’imprévisibilité ne cessent d’augmenter. Elles confrontent les opérateurs militaires aux limites de leurs capacités d’adaptation. Cette étude vise à identifier le rôle des facteurs de personnalité, des styles de coping et des dispositions à la pleine conscience dans la gestion des situations imprévisibles. La performance adaptative de 72 candidats au GIGN (Groupement d’Intervention de la Gendarmerie Nationale) a été évaluée par les instructeurs de cette unité d’élite pendant le stage de sélection, durant lequel ces candidats étaient confrontés à diverses situations imprévisibles. Les facteurs conatifs ont été mesurés à l’aide de questionnaires. De faibles niveaux de névrosisme et de coping orienté vers les émotions, ainsi qu’un haut niveau de disposition à la pleine conscience multiplient par 5 à 9 les chances de réussite à la sélection. Les résultats confirment l’intérêt d’étudier le rôle des facteurs conatifs, notamment des dispositions de pensée dans la performance adaptative. Le développement de nouveaux programmes de formation visant à renforcer les capacités d’adaptation des opérateurs militaires confrontés à des situations imprévisibles est discuté.
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Grupos de investigacion en el espacio de la ciencia - EBook 011923
Book
Full-text available
  • Dec 2022
Es la obra de los productos de investigación que se presentaron en el 1er Congreso Internacional de grupos de investigación, y 3er Encuentro de Cuerpos Académicos, el cual se realizo en el mes de octubre de 2022.
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Mindful Learning
Article
  • Dec 2000
Mindfulness, achieved without meditation, is discussed with particular reference to learning. Being mindful is the simple act of drawing novel distinctions. It leads us to greater sensitivity to context and perspective, and ultimately to greater control over our lives. When we engage in mindful learning, we avoid forming mind-sets that unnecessarily limit us. Many of our beliefs about learning are mind-sets that have been mindlessly accepted to be true. Consideration is given to some of the consequences that result from a mindful reconsideration of those myths of learning.
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Living, and Thinking about It: Two Perspectives on Life
Article
  • Nov 2005
This chapter discusses the intricacies of introspection and retrospection in processing experiences and how this relates to the experience of happiness. The retrieval and integration of experiences over time has been found to be subjective and prone to error. The chapter opens with a distinction between the experiencing self and the evaluating or remembering self. These are connected to the constituents of well-being important in empirical studies of happiness and are identified as 'experienced well-being' and 'evaluated well-being'. The inherent subjectivity of these elements jumpstarted the search for more objective measures of happiness. In this regard, Bentham's concept of experienced utility is combined with notions of moment utility and total utility to derive adequate measures of an event's impact on a person's happiness. Issues of dimensionality, separability, and time neutrality are then discussed, followed by the dayreconstruction method. The final section confronts the question of comparing happinessacross countries.
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Mindfulness-Based Stress Reduction in Massachusetts Correctional Facilities
Article
  • Jun 2007
Mindfulness-based stress-reduction courses were offered in drug units in six Massachusetts Department of Corrections prisons. A total of 1,350 inmates completed the 113 courses. Evaluation assessments were held before and after each course, and highly significant pre- to post-course improvements were found on widely accepted self-report measures of hostility, self-esteem, and mood disturbance. Improvements for women were greater than those for men, and improvements were also greater for men in a minimum-security, pre-release facility than for those in four medium-security facilities. The results encourage further study and wider use of mindfulness-based stress reduction in correctional facilities.
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