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Examining the Moderating Effect of Mindfulness on the Relationship between Job Stressors and Strain Outcomes

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Abstract

Interest in the construct of mindfulness has steadily increased in recent years. The current investigation characterized mindfulness as a personal resource that has the potential to help individuals deal with stressors at work, thereby reducing the likelihood that those stressors will result in personal and job-related strain outcomes. This possibility was examined by considering mindfulness in relation to various stressors (i.e., workload, organizational constraints, experienced incivility) and strain outcomes (i.e., mental symptoms of strain, physical symptoms of strain, job dissatisfaction). Data were collected via an online survey administered to a sample of police officers (n = 239). Two statistically significant interactions were observed, whereby mindfulness moderated the relationship between workload and both mental and physical symptoms of strain.

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... Furthermore, which emotional labor strategy is useful for creative tasks is not well understood. The stressrelated literature suggests that work stressors as a psychological process could explain the influence of job contexts on creativity (Antwi et al., 2019; and psychological strain (e.g., Abbas & Raja 2019;Fay et al., 2019;Fisher et al., 2019;Lin et al., 2015). However, few studies investigated the influence of emotion regulation strategies via stressor mechanisms (Geng et al., 2014). ...
... Hindrance stressors include stressful demands that threaten goal attainment, such as role conflicts, role ambiguity, resources scarcity, and so on. By contrast, challenge stressors include stressful demands that assist in goal attainment or personal growth, such as workloads, job responsibilities, and tight deadlines (e.g., Abbas & Raja 2019;Fay et al., 2019;Fisher et al., 2019;Lin et al., 2015;Horan et al., 2020;Ma et al., 2021). ...
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Building on cognitive appraisal theory of stress, we examined the direct relationship between the emotional labor strategies of employees (i.e., surface and deep acting) and outcomes (i.e., psychological strain and creativity). In addition, we investigated the indirect relationship between emotional labor strategies and outcomes via job stressors (i.e., challenge and hindrance stressors). We collected time-lagged data from service sector employees in Italy and tested the data using path analysis. We found that surface acting predicted psychological strain and creativity, and the indirect relationship between surface acting and outcomes via hindrance stressor was significant. Whereas, deep acting predicted psychological strain but not creativity and the indirect relationship between deep acting and psychological strain via challenge stressor was significant. Our data failed to support the indirect association between deep acting and creativity. Our study highlighted that emotion regulation strategies of employees were related to challenge and hindrance stressors and thus underlines that employees should carefully manage their emotional displays at work. Implications and future research directions are discussed.
... Mindfulness refers to an individual's uncritical attention and awareness of current events and experiences (Glomb et al., 2011). Mindfulness, as an important and unique individual internal resource (Montani et al., 2018;Fisher et al., 2019), shows an individual's specific initial resource state. Different from the psychological capital resources that have been widely discussed in the past (Xanthopoulou et al., 2007;Kang and Peng, 2020), mindfulness is more closely related to how individuals use their attention resources (Grover et al., 2017). ...
... When individuals have rich personal resources, they can effectively make up for the lack of resources; when they have fewer personal resources, they cannot supplement the lack of resources, and it is difficult to obtain other resources (Hobfoll, 2002). As a vital and unique internal resource (Montani et al., 2018;Fisher et al., 2019), mindfulness demonstrates an individual-specific initial resource state. Mindfulness plays a crucial role in individual attitudes and behaviors (Good et al., 2016;Cood and Salanova, 2018). ...
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Entrepreneurship research generally focuses more on the entrepreneurial outcomes of entrepreneurs and less on their entrepreneurial process. To a certain extent, well-being reflects how tired entrepreneurs are during entrepreneurship. Based on conservation of resources theory, this study proposes a double-edged sword model of the effect of entrepreneurial identity on subjective well-being, using the two-dimensional structure of work rumination as a mediator. This study also concentrates on the moderating role of entrepreneurial mindfulness. Multiple hierarchical regression methods are used to analyze and test 882 valid samples. Results suggest that the effect of entrepreneurial identity produces distinctly different outcomes. On the one hand, entrepreneurial identity induces entrepreneurs' work-related affective rumination to reduce their subjective well-being through the path of resource depletion. On the other hand, entrepreneurial identity stimulates entrepreneurs' contemplation on work-related problem-solving pondering to enhance their subjective well-being through the path of resource acquisition. In the path of resource depletion, work-related affective rumination produces a "suppressing effect" between an entrepreneur's identity and entrepreneurial subjective well-being. In addition, entrepreneurial mindfulness weakens the resource depletion path. Entrepreneurial mindfulness negatively moderates the relationship between entrepreneurial identity and work-related affective rumination. Entrepreneurial mindfulness also does not strengthen the resource acquisition path. Mindfulness does not positively moderate the relationship between entrepreneurial identity and work-related problem-solving pondering. The findings further extend the research on the influence of entrepreneurial identity on subjective well-being. They also reveal the mechanisms and boundary conditions of the effect of entrepreneurial identity on subjective well-being.
... For instance, Charoensukmongkol (2020) found that mindfulness moderates between cultural intelligence and adaptive selling behaviour of the salespeople. Further, Fisher, Kerr, and Cunningham (2019) showed that the association among workload and both mental and physical symptoms of strain moderated by mindfulness of the police officers. Lastly, Zhong, Goh, Li, Bao, and Xu (2020) demonstrated that mindfulness moderates the relationship between perceived stress and psychological symptoms of the patients. ...
... Therefore, we argue that mindfulness is a vital force behind every intercultural interaction. The findings of the present research supported the earlier findings of various studies (Charoensukmongkol, 2020;Fisher et al., 2019;Zhong et al., 2020), who found that mindfulness has the capacity to moderate the association among various variables in diverse streams. Specifically, the findings of this path are consistent with a study by (Charoensukmongkol, 2016), who found that mindfulness reduces the anxiety of the students which results their better performance. ...
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The current study tests key variables of anxiety uncertainty management (AUM), a well-known theory of interpersonal communication, within the context of Pakistan. Previous research has been more concerned with the extension of AUM rather empirically testing its major components; plus, previous studies were conducted primarily in Western cultural contexts. This study proposes a direct effect of anxiety, uncertainty, and mindfulness on intercultural communication effectiveness (ICE). In addition, interaction (moderating) effects are proposed for mindfulness on the relationships between anxiety, uncertainty, and ICE. This study incorporates a quantitative research design to address the relationships between the variables. Data were collected from a survey technique of students (N = 549) of the capital city of Pakistan through convenient sampling. Findings reveal that anxiety and uncertainty have a negative influence on ICE. However, mindfulness has a positive impact on ICE. Furthermore, mindfulness significantly moderated the relationship between anxiety, uncertainty, and ICE. Even though this study considered a new cultural context (Pakistan), still the findings were in accordance with the predictions of AUM. This study empirically validates the theoretical framework and axioms of AUM within the context of Pakistan. This study is useful for the policy makers of Pakistan to develop new policies regarding internationals. Furthermore, they can train their nationals how to manage anxiety and uncertainty and to be mindful during intercultural interactions to avoid problems and confusions among people.
... However, when initial resources are relatively scarce, individuals are vulnerable to the risk of resource loss, which leads to more cautious use of resources. Mindfulness is an internal resource possessed by individuals (Grover et al., 2017;Montani et al., 2018;Fisher et al., 2019). It can help individuals store energy and enhance their awareness of other resources so that individuals can perceive more alternative resources (Kroon et al., 2015) and make good use of resources in subsequent activities (Shapiro et al., 2006;Good et al., 2016). ...
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Mindfulness has long been concerned and emphasized by scholars in the field of psychology, but there is still a lack of research on mindfulness in management in China. In this study, a questionnaire survey was conducted among 483 employees in the new media industry in Beijing, Shanghai, Guangzhou, Shenzhen, and Hangzhou, China. After modeling and analysis, it was found that employee mindfulness has a positive influence on innovative behavior. Employee mindfulness and innovative behavior are mediated by positive emotions. Employee mindfulness and innovative behavior are mediated by work engagement. Employee mindfulness and innovative behavior are mediated by a chain of positive emotions and work engagement. Enterprise managers should improve the level of mindfulness of employees in the new media industry through mindfulness training and courses for mindfulness training, create an organizational environment that can arouse positive emotions and improve the positive emotions of employees, pay attention to arousing the enthusiasm of the staff, and promote the innovative behavior of staff while enhancing work engagement.
... Second, we contribute to the body of knowledge by exploring the moderating role of mindfulness in the relationship between the work stressors POP and ERI and the work outcomes JBO and JS. Existing research has already suggested a significant moderating role of mindfulness on the linkage between various stressors such as workplace ostracism, organisational climate stress and workload, and employee outcomes such as job performance, burnout and job dis/satisfaction (Fisher et al., 2019;Jahanzeb et al., 2020). By highlighting the importance of mindfulness, studies confirm its importance in stressful conditions by increasing individuals' distress tolerance and resilience (Nila et al., 2016). ...
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Purpose: The purpose of this study is to examine the moderating effects of mindfulness on the relationships between work stressors (perceived organisational politics [POP] and effort–reward imbalance [ERI]) and work outcomes (job burnout [JBO] and job satisfaction [JS]). Design/methodology/approach: Time-lagged data were collected from public sector employees in France and Pakistan. The final samples (France, N = 204; Pakistan, N = 217) were tested using multiple moderating regression. Findings: Mindfulness moderates the relationship between work stressors and work outcomes. Mindfulness serves as a personal resource for employees: it mitigates the negative influence that POP and ERI have on JBO and JS. Originality/value: This study extends current knowledge on the relationships between work stressors and work outcomes across cultures by testing mindfulness as a valuable personal resource.
... Recently, trait mindfulness was found to moderate the relationship between perceived discrimination at work and paranoid cognition and emotional exhaustion (Thoroughgood et al., 2020). Similarly, trait mindfulness moderates the effects of job stressors, such as workload, organizational constraints, or experienced incivility, on strain outcomes (such as mental and physical symptoms of strain and job dissatisfaction; Fisher et al., 2019). Mindfulness can thus be considered a personal resource that protects against stress and strain, whether external (in the case of job stressors) or internal (in the case of workaholism). ...
Article
Rationale Workaholism logically corresponds to the experience of work-family conflict (WFC) which is associated with a wide variety of negative employee outcomes. Finding ways to mitigate the occurrence of workaholism and/or lessen its deleterious effects on the work-family interface is practically important. Mindfulness research may hold some promise in this regard. Objective We explore the potential that mindfulness - through its association with accuracy and salience of present moment experience and disengagement from automatic thoughts and debilitating behavior - may buffer the effects of workaholic tendencies on the experience of WFC. Methods We use a two-study design (total n = 1022) to examine the role of dispositional mindfulness and mindfulness practice on the workaholism-WFC relationship. Results Results suggest that (1) trait mindfulness buffers the workaholism-WFC relationship (Study 1; n = 307), and that (2) mindfulness practice and mindfulness training similarly buffer this relationship (Study 2; n = 715). Conclusion Mindfulness effectively serves as a buffer in the relationship between workaholism and WFC.
... COR and self-regulation theories typically serve as the lens through which results are interpreted. A second set of studies investigates the buffering role of trait and state mindfulness in the relationship between work stressors (e.g., workload, organizational constraints, and experienced incivility, Fisher et al., 2019;or quantitative and emotional job demands, Haun et al., 2018) and well-being/strain (e.g., work stress or emotional exhaustion, Chong et al., 2020). These studies are framed within affective event, occupational stress, or stressor detachment theories. ...
Article
Over time mindfulness research and practice has taken on diverse basic assumptions and theoretical traditions, and the pseudo‐scientific use of the term has become more prevalent. Given the ubiquitousness of both personal and professional applications of mindfulness, the need for a thorough understanding of its theoretical cornerstones is necessary. In this review, we use bibliometric techniques to uncover the field's intellectual roots (Study 1), and document bibliographic coupling analysis to illuminate current research avenues across management disciplines (Study 2). Our bibliometric process covers 48 references for co‐citation and 238 articles for bibliographic coupling analyses, respectively, published between 2012 and 2020. Co‐citation analysis reveals a shift of focus from the past two historical mindfulness schools of thought (Eastern and Western) to a novel intellectual structure of the mindfulness field articulated around three distinct yet overlapping research streams. We propose integrative ways to advance mindfulness research by unpacking mindfulness processes, dimensions and development, arguing that the integration of these three main foci is necessary to advance understanding of mindfulness. Bibliometric coupling analysis identifies eight management‐related mindfulness research themes. We discuss the extent to which these eight themes have comparably explored the three foci (mindfulness processes, dimensions and development) highlighted in our model. Lastly, we use our theory‐driven review to draw on under‐developed areas of research, identifying profitable directions for future research on mindfulness in the workplace and beyond.
... Les résultats présentés tendent à démontrer que la mindfulness trait peut être un facteur protecteur du burnout associé à une faible demande psychologique, à une forte latitude décisionnelle et à un soutien social important. Les résultats sont semblables à ceux obtenus dans la littérature scientifique (Fisher & al., 2019;Lawrie & al., 2018;Reb & al., 2015). Les résultats montrent qu'un individu avec ...
Thesis
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Au cours des vingt dernières années, le concept de mindfulness a été largement investigué dans les recherches scientifiques. De multiples définitions de la mindfulness émanent des études publiées. L’une d’entre elles a particulièrement retenue notre attention, il s’agit de celle de Brown & Ryan (2003). Ces auteurs définissent la mindfulness comme une disposition à être attentif et conscient de ce qui se déroule dans le moment présent. Pour ces auteurs, la mindfulness est une capacité innée ou une ressource psychologique qu’il est possible de développer (Brown & Ryan, 2003; Brown, & Ryan, 2004; Weinstein & al., 2009). Même si quelques études ont établi un lien entre mindfulness et différentes variables liées au travail comme la performance, l’équilibre de vie professionnelle et personnelle ou encore le burnout, trop peu d’études sont menées pour étudier ces effets dans le milieu professionnel (Hülsheger & al., 2013). Cette thèse a pour ambition de répondre à ce constat en étudiant la mindfulness en lien avec la santé au travail. Nous avons souhaité mettre en évidence le rôle de la mindfulness comme une ressource psychologique potentielle pour les individus au travail pouvant leur permettre d’accroître leur bien-être professionnel et les protéger du burnout. Pour cela, nous avons mis en oeuvre quatre études (par questionnaire) permettant de répondre à cet objectif. En conclusion de ces études, les résultats permettent d’enrichir les connaissances, la compréhension du concept et de proposer des pistes d’actions pour élargir son utilisation.
... Examination of its role as a personal resource is even more recent (Grover et al., 2017). Mindfulness can be a boundary condition for the technostressor-outcomes relationships because it has been found to weaken the relationship between overload (work stressor) and mental and physical symptoms of strain (Fisher et al., 2019), reduce perceptions of emotional demands and psychological stress (Grover et al., 2017), and lessens need frustration when subjected to a controlling work environment (Schultz et al., 2015). Mindfulness also contribute to employee well-being despite challenging work circumstances (Tarraf et al., 2019) and can create proenvironmental behaviour at the workplace through self-transcendental values (Kumar et al., 2021). ...
Article
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Purpose This paper aims to highlight the positive and negative effects of technostressors on employee attitudes using psychological need satisfaction as an explanatory mechanism and mindfulness as an individual resource, thereby developing an integrative conceptual model. Design/methodology/approach A narrative literature review was performed in the technostress, job demands-resources and mindfulness literature to develop the propositions of the integrative conceptual model. Findings This paper posits psychological need satisfaction as a mediator in the process by which technostressors impact important employee outcomes. It also proposes mindfulness as a personal resource that helps alleviate technostressor induced burnout and foster work engagement. Research limitations/implications The proposed integrative conceptual framework provides some useful directions for future empirical research on this topic of growing importance. Practical implications Based on the findings of this paper, managers can devise and implement a technostressor-specific mitigation strategy to cope with information and communication technology–induced work demands. They can also introduce mindfulness-based programs to support positive outcomes when technostressors are present. Originality/value This paper is the first to theoretically delineate specific characteristics of technostressors as challenge and hindrance demands and makes interdisciplinary contributions by extending the role of psychological mechanisms such as psychological need satisfaction and personal resources such as mindfulness in work-related technology use research.
... Victims must consume significant mental and emotional resources as they cope with the experience of incivility (Lim et al., 2008). Thus, exposure to incivility is likely to exhaust valuable mental and emotional energy, leading to stress, burnout, and related reductions in the internal enjoyment one derives from their job (i.e., lower job satisfaction, Fox & Spector, 1999;Fox et al., 2007;Rubino et al., 2012;Spector et al., 1988), and psychological well-being characterized by psychological strain (Fisher et al., 2019;Lazarus & Folkman, 1984). Workplace incivility research reports relations between incivility and a myriad health-related outcomes such as increased emotional exhaustion (Sliter et al., 2010), burnout (Taylor et al., 2017), as well as compromised mental (Lim et al., 2008) and physical health (Miner et al., 2012). ...
Article
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In this study, we propose and examine an integrative framework to investigate factors contributing to the experience of workplace incivility (including victim demography, dispositional individual differences, and environmental factors), the affective, health-related, social exchange-based, and behavioral outcomes associated with experienced incivility, and boundary conditions for their relationships. To this end, we conduct a comprehensive meta-analysis on the antecedents and consequences of experienced workplace incivility based on 253 statistically independent samples from 219 primary studies and examine several moderators such as differences in time-related research design (cross-sectional vs. time-lagged), incivility instigator source, and occupation. Further, by integrating meta-analytic effect sizes from the current study with effect sizes from existing meta-analyses, we also investigate the extent to which the impact of experienced incivility on outcomes differs from that of higher intensity forms of workplace mistreatment inclusive of bullying, abusive supervision, and sexual harassment, thereby enhancing understanding regarding the nomological net of experienced incivility in comparison to more intense forms of workplace mistreatment. We discuss the implications of these findings along with study limitations and future directions for incivility scholarship.
... Stressors are likely to have a negative impact on individual well-being (Demerouti et al., 2001;Dormann and Zapf, 2004;Dudenh€ offer and Dormann, 2015;Fisher et al., 2017;Pereira and Elfering, 2014). Similarly, a negative relationship also exists between social stressors and well-being. ...
Article
Purpose: The purpose of this paper is to explore the relationship between cultural diversity in teams and team members' individual well-being. The paper further explores the relationship between social resources, social stressors, team member well-being and the influence of the type of team individuals are working in (mono-vs. multicultural), gender and individualism/collectivism (IC). Design/methodology/approach: Using data collected via an online survey, the authors analyzed 659 responses from individuals working in mono-and multicultural work teams. A theoretical model explaining the influence of social stressors, social resources, and social and demographic variables was proposed and tested using structural equation modeling. Findings: The results indicate that members of multicultural work teams perceive significantly more social stressors and lower levels of social resources than do members of monocultural teams. Higher levels of social stressors suggest decreased psychological well-being, while social resources have an indirect positive effect on psychological well-being. Furthermore, personal characteristics, namely, individualism and gender, have direct effects on the perception of social stressors and indirect effects on team member well-being. Originality/value: This paper demonstrates that cultural diversity in teams can influence the social stressors and resources that individual team members experience. Moreover, the pivotal role of social resources in the facilitation of team member well-being is highlighted primarily through its direct effect on social stressors and its concomitant indirect effect on well-being.
... Further, research has examined potential moderating effects of dispositional mindfulness. Mindfulness was found to weaken the associations between chronic stress and pain interference (Colgan et al. 2019), workload and both mental and physical symptoms of strain (Fisher et al. 2019), and occupational stressors and perceived stress (Kaplan et al. 2018). ...
Article
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Objectives Although the effectiveness of mindfulness-based intervention for various populations is well-documented, research examining these effects for police officers is limited. This study aimed to increase knowledge on (1) the effects of a mindfulness-based intervention in police officers and (2) potential mechanisms of change by relating changes in facets of mindful awareness to changes in stress. Methods In the present study, we investigated the effects of a 6-session group-based mindfulness-based intervention in police officers ( n = 82) on self-report measures, using a quasi-experimental design consisting of a within-group 6-week baseline period; pre-test, 6-week intervention; and post-test, 6-week follow-up. Multilevel analyses were used to test intervention effects. Using structural equation modeling, we analyzed whether changes in facets of mindfulness were associated with changes in various types of stress. Results After the intervention, police officers significantly and substantially improved on stress (primary outcome), facets of mindful awareness (explanatory variables), and related secondary outcomes including somatic complaints, sleep disturbances, positive affect, happiness, and work ability, while in baseline period, outcome measures did not change. Effects remained significant or improved further during the follow-up period. Further, we found that increases in particularly the facets of mindful awareness of acting with awareness and non-judging were associated with reductions in stress. Conclusions Mindfulness-based intervention appears beneficial for police officers. Further, increases in both attention and acceptance skills such as acting with awareness and non-judging seem to be most important in explaining reductions of stress in police officers.
... The extant stress literature denotes the positive relationship between stressors and strain. Research shows high levels of perceived stressors are highly impactful on users' psychological and emotional reactions (Keenan and Newton, 1985;Richardson et al., 2008;Burke et al., 1993;Kinman and Jones, 2005;Fisher et al., 2019). Regarding technostress creators, research depicts technostress influences individuals' emotions such as work exhaustion, burnout, techno-fatigue, techno-exhaustion, emotional responses (e.g. ...
Article
Purpose This study focuses on unintended negative consequences of IT, called technostress. Given that employees are recognized as a major information security threat, it makes sense to investigate how technostress resulting from employees' constant interaction with IT influences the likelihood of security incidents. Although past research studied the concept of security-related technostress, the effect of IT use itself on employees’ extra-role activities such as security-related behaviors is unanswered. Thus, this paper aims to provide an understanding of the negative impact of technostress on employee information security policy (ISP) compliance. Design/methodology/approach Drawing on technostress literature, this research develops a research model that investigates the effect of technostress on employee intention to violate ISPs. It also extends the dimensionality of technostress construct by adding a new dimension called “techno-unreliability” that shows promising results. The authors use online survey data from a sample of 356 employees who have technology-based professions. We apply the structural equation modeling technique to evaluate the proposed research model. Findings Findings showed that IT use imposes high-level perceptions of a set of technostress creators, which makes users rationalize their ISP violations and engage in non-compliant behaviors. Further analysis of each dimension of technostress showed that techno-complexity, techno-invasion and techno-insecurity account for higher ISP non-compliant behaviors. Originality/value This study provides a new understanding of technostress to the context of information security and emphasizes on its negative impact on employee ISP compliance behaviors.
... A substantial body of empirical research has long been focused on determining the causes and the predictors of workplace stress (Crank et al., 1995;Kontos and Riessen, 1993; IJOA Moncrief et al., 1997;Morris and Feldman, 1996;Pal and Saksvik, 2008;Poon, 2003;Schaubroeck et al., 1989;Wells et al., 2009;Wetzels et al., 2000) and the concern for understanding the antecedents and consequences of stressors yet persists among scholars (Fisher et al., 2019;McVicar, 2016;Rhineberger-Dunn and Mack, 2018). Generally speaking, two classifications of stressors known as hindrance and challenge stressors improved relative understanding of the nature of stress at work. ...
Article
Purpose This study aims to identify and rank the significant determinants of stress among tourism and hospitality employees. Design/methodology/approach A mixed-method approach is used to identify and rank workplace stressors. Particularly, the synthesis of relative literature and interview with the panel of experts resulted in the preliminary identification of workplace stressors. Underpinned by fuzzy theory, in addition, the fuzzy analytical hierarchy process is used to rank identified criteria and relative sub-criteria. Findings Results of three-wave investigation lead to an index comprising key components and weighted ranking of workplace stressors in the tourism and hospitality industry with job characteristics as the most important criteria and mental demand as the most salient sub-criteria influencing stress at work. Research limitations/implications The pattern of findings enhances the current knowledge regarding significant workplace stressors in the tourism and hospitality industry. Practical implications Compositional framework and the weight-based ranking of identified components may act as a source of strategic solution for managers to reduce and manage stress among employees. Originality/value Workplace stressors have attracted considerable research attention, however, no general consensus yet exists among scholars and practitioners conferring to the key composition and relative importance of workplace stressors.
... Changes to the way work is organised could be paired with secondary interventions aimed at enhancing individual well-being. For example, previous research has supported the use of mindfulness training (Fisher et al., 2019;Kaplan et al., 2018) and resilience training (Hesketh et al., 2019) in supporting well-being within the police. However, the findings of this study suggest that initiatives that seek to enhance organisational resources are required. ...
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Police work presents risks to mental and physical health for officers and civilian staff. We report a project using an innovative method that involved police employees in identifying well-being challenges and potential solutions. We facilitated 'World Café' events in which approximately 180 officers and civilian staff participated. Qualitative data were collected and thematically analysed drawing upon the Job Demands-Resources model. We developed themes relating to workload, management practices, occupational health processes, and continuing mental health stigma. Our analyses suggest an environment in which resources are insufficient to meet demands and the resulting pressures may contribute to management behaviours that can impair subordinate well-being.
... The findings thus expand earlier enquiries into the direct beneficial effects of mindfulness on employee outcomes, such as reduced emotional exhaustion (Li, Wong, & Kim, 2017), decreased aggressive behaviors and enhanced job satisfaction (Hülsheger et al., 2013), lessened impulsivity and enhanced self-control (Fetterman, Robinson, Ode, & Gordon, 2010), reduced depression and somatic, cardiopulmonary, and gastrointestinal indications (Reibel, Greeson, Brainard, & Rosenzweig, 2001). In particular, the benefits of mindfulness that we identify in this study are indirect, in the sense that employees who could offer receptive attention and awareness are better positioned to cope with unfavorable work situations, including workplace ostracism (Fisher, Kerr, & Cunningham, 2019). Overall, we suggest that the role of workplace ostracism in reducing job performance through acquiescence silence can be moderated by mindfulness, which counters the adversities resulting from the perception of such ostracism. ...
Article
With a basis in the transactional theory of stress and coping, this study investigates the relationship between employees’ exposure to workplace ostracism and their job performance, while also considering the mediating role of acquiescence silence and the moderating role of mindfulness. Multisource, three-wave data from employees and their peers in Pakistani organizations reveal that ostracism in the workplace hinders job performance because employees passively withhold relevant ideas about their work due to feelings of acquiescence. The mediating role of acquiescence silence is mitigated if employees can draw from their mindfulness trait. This study accordingly identifies a key mechanism – the passive withholding of pertinent ideas, based on submission – by which workplace ostracism hampers job performance, and it reveals how this process might be contained by encouraging employees’ receptive attention and awareness focused on present experiences.
... To examine the main effect (i.e., the individual effects of the three types of IPV and institutional betrayal on each of the maladaptive psychological outcomes), results from the correlational analyses are presented alongside with the results from Step 1 and Step 2 of the regression analyses. Based on the Bonferroni correction, the level of significance was set at p < .0167 to account for Type 1 errors that occur given the three separate regression analyses (Fisher, Kerr, & Cunningham, 2019). ...
Article
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Research has found that a majority of individuals, irrespective of gender, experienced their first intimate partner violence (IPV) victimization between the ages of 18 and 24 years. Indeed, researchers have found that college students’ experiences of IPV are comparable if not higher than that of the general population. IPV victimization also places individuals at a higher risk for developing psychological conditions. In addition, when IPV experiences occur on college campuses, there are a variety of institutional factors that may impact the outcome of the traumatic event for the survivor. The present study seeks to examine whether institutional betrayal moderates the relationship between IPV and different psychological outcomes (i.e., depression, posttraumatic stress, anxiety). The study analyzed survey responses from a sample of 316 undergraduate students attending a Midwestern University. Three separate hierarchical regression analyses were conducted for each of the maladaptive psychological outcomes. Results showed that institutional betrayal was positively correlated with depressive symptoms, posttraumatic stress symptoms, and anxiety symptoms. Interestingly, institutional betrayal was a significant predictor of depressive symptoms, posttraumatic stress symptoms, and anxiety symptoms when controlling for the effects of physical violence, sexual violence, and psychological aggression. The present study highlights the significance of the impact of institutional betrayal, independent of interpersonal betrayal, on mental health.
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The present study tested the mediating role of self-esteem and the moderating role of mindfulness in the association between upward social comparison on social network sites (SNSs) and adolescent materialism. A sample of 880 Chinese adolescents completed measures of upward social comparison on SNSs, materialism, self-esteem, mindfulness, and demographic information. Results showed that self-esteem mediated the link between upward social comparison on SNSs and adolescent materialism. That is, upward social comparison on SNSs was positively associated with adolescent materialism through the decreased self-esteem. Moreover, mindfulness acted as an important moderator in the mediation model. Both the direct association between upward social comparison on SNSs and materialism and the indirect association via self-esteem were moderated by mindfulness. These two associations were both weaker for adolescents with higher mindfulness than for those with lower mindfulness. These findings would advance our understanding of how and when upward social comparison on SNSs is associated with adolescent materialism. Limitations and implications of the present study are discussed.
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Based on the conservation of resources (COR) theory, the data of 114 employees of a commercial bank and their spouses were collected by experience sampling methodology. The results showed that, at the within-person level, employee mindfulness was positively related to their spouse family satisfaction and work engagement the next morning via employee strategic emotional connecting display. Spouse family negative emotional expression at the between-person level moderated the relationship between employee mindfulness and employee strategic emotional connecting display, and the mediating effect of employee strategic emotional connecting display; that is, the higher level the spouse family negative emotional expression, the weaker the effects of employee mindfulness on employee strategic emotional connecting display and the mediating effect of employee strategic emotional connecting display.
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Aim(s) This study tested the (a) impact of exploitative leadership on psychological distress of nurses via negative affectivity and (b) moderating role of psychological detachment from work between exploitative leadership and negative affectivity. Background Destructive leadership, particularly exploitative leadership, has been less studied earlier in nursing research. Additionally, underlying mechanisms and boundary conditions that exist between exploitative leadership and negative employee outcomes were also missing in the nursing literature. Method(s) This is a quantitative study in which temporally segregated data was collected from nurses (N= 231) working in Pakistani hospitals through questionnaires. Results Negative affectivity mediates the relationship between exploitative leadership and psychological distress among nurses, and psychological detachment from work weakens exploitative leadership and negative affectivity relationship. Conclusion(s) Exploitative leadership yields negative employee outcomes in the form of negative affectivity and psychological distress; however, these negative outcomes can be reduced through psychological detachment from work. Implications for Nursing Management It is amongst the pioneer studies to unveil the exploitative side of leadership and its negative consequences for nurses. Psychological distress among nurses can be reduced by discouraging leader exploitative behavior. Nurses could utilize psychological detachment from work as a tool to reduce negative outcomes of leader exploitative behavior.
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This study investigated the daily relationships between mindfulness and job satisfaction via affect, and mindfulness and task performance via problem solving confidence. Participants were 57 full‐time and part‐time employees who completed a baseline survey and five daily diary entries. Data were analyzed using multilevel modelling approach. On days when they experienced greater mindfulness, employees also experienced (a) greater daily job satisfaction via high‐activation positive affect (but not low‐activation positive affect, nor negative affect); and (b) greater daily self‐reported task performance, via problem solving confidence. Our findings suggest that daily high‐activation positive affect and problem solving confidence may be important mechanisms of mindfulness at work. Growing evidence links mindfulness to work‐related outcomes, however limited research has investigated the mechanisms involved. The present study is one of the first to collect empirical observations regarding how state mindfulness operates at work on a daily basis, providing support for both affective and cognitive pathways. Advances in this area can underpin a robust theoretical framework to guide the implementation of daily mindfulness practice and interventions targeting specific work‐related outcomes. This article is protected by copyright. All rights reserved.
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Job stressors such as time pressure, organizational constraints, and interpersonal conflicts matter for individual well-being within organizations, both at the day level and over longer periods of time. Recovery-enhancing processes such as psychological detachment from work during nonwork time, physical exercise, and sleep have the potential to protect well-being. Although the experience of job stressors calls for effective recovery processes, empirical research shows that recovery processes actually are impaired when job stressors are high (recovery paradox). This article presents explanations for the recovery paradox, discusses moderating factors, and suggests avenues for future research.
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