Job Performance There are several benefits associated with mindfulness in the workplace. Job performance, for example has shown to be positively correlated with mindfulness.
Narayanan and Moynihan (2006), conducted a study on call center customer service agents
(N = 195) and shown that mindfulness reduced feelings of exhaustion, cynicism and inefficiency on the job. Researchers determined mindfulness was “positively related to reflection and negatively related to rumination” (Narayanan & Moynihan, 2006, p. 3). Mindfulness training was found to be effective in a call center environment because employees who practiced mindfulness were able to stay present in the current situation without spillover of bad feelings dealing with prior client …show more content…
Behaviors reacting to mind-wandering include automatic responses to continuous performance task, and absent-mindedness (Smallwood, Baracaia, Lowe & Obsonawin, 2003). Mind wandering reduces awareness of task stimuli and the external environment (Smallwood, Beach, Schooler & Handy, 2008). It is believed that mind wandering competes with task-relevant information (Beach et al., 2008). Mindfulness negatively correlates with mind wandering (Mrazak, Smallwood & Schooler, 2012;). For example, a study conducted by Mrazek et al., (2012) inferred mindfulness and mind wandering as opposite constructs but shown that mindfulness techniques can reduce mind wandering by utilizing an eight minute breathing exercise and therefore creating a causal relationship between mind wandering and breathing exercises (Mrazek et al., 2012). This demonstrates that mindfulness training could be a strategy for improving task focus and performance (Mrazek, Franklin, Phillips, Baird & Schooler, …show more content…
Each scale was measured using a 5-point Likert scale. Mindfulness was measured using The Cognitive and Affective Mindfulness Scale-Revised. Psychological detachment from work time off was measured with the 4-item subscale Recovery Experience Questionnaire. Strain-based work-family conflict was assessed with the 3-item subscale for strain based work-family conflict using the Work Family Conflict scale and the fourth scale was measuring satisfaction with work-life balance, using the Satisfaction with Work Life Balance scale. In designing the survey questions to be used, researchers adapted the items to relate to “private life” as opposed to phrasing a question as family life. “For example, ‘how well do your work life and private life fit together?” (Michel et al.,2014, p. 743). Results showed positive outcomes. In comparison to the control group, mindfulness was positively correlated with psychological detachment from work (F =8.069, p = .005), and satisfaction with work-family balance (F= 11.488, p =.001) and showed an inverse relationship to strain based work-family conflict (F = 24.091, p = < .001), (Michel, et al., 2014). This study shows the positive impact that mindfulness training can play in achieving work-life
Narayanan and Moynihan (2006), conducted a study on call center customer service agents
(N = 195) and shown that mindfulness reduced feelings of exhaustion, cynicism and inefficiency on the job. Researchers determined mindfulness was “positively related to reflection and negatively related to rumination” (Narayanan & Moynihan, 2006, p. 3). Mindfulness training was found to be effective in a call center environment because employees who practiced mindfulness were able to stay present in the current situation without spillover of bad feelings dealing with prior client …show more content…
Behaviors reacting to mind-wandering include automatic responses to continuous performance task, and absent-mindedness (Smallwood, Baracaia, Lowe & Obsonawin, 2003). Mind wandering reduces awareness of task stimuli and the external environment (Smallwood, Beach, Schooler & Handy, 2008). It is believed that mind wandering competes with task-relevant information (Beach et al., 2008). Mindfulness negatively correlates with mind wandering (Mrazak, Smallwood & Schooler, 2012;). For example, a study conducted by Mrazek et al., (2012) inferred mindfulness and mind wandering as opposite constructs but shown that mindfulness techniques can reduce mind wandering by utilizing an eight minute breathing exercise and therefore creating a causal relationship between mind wandering and breathing exercises (Mrazek et al., 2012). This demonstrates that mindfulness training could be a strategy for improving task focus and performance (Mrazek, Franklin, Phillips, Baird & Schooler, …show more content…
Each scale was measured using a 5-point Likert scale. Mindfulness was measured using The Cognitive and Affective Mindfulness Scale-Revised. Psychological detachment from work time off was measured with the 4-item subscale Recovery Experience Questionnaire. Strain-based work-family conflict was assessed with the 3-item subscale for strain based work-family conflict using the Work Family Conflict scale and the fourth scale was measuring satisfaction with work-life balance, using the Satisfaction with Work Life Balance scale. In designing the survey questions to be used, researchers adapted the items to relate to “private life” as opposed to phrasing a question as family life. “For example, ‘how well do your work life and private life fit together?” (Michel et al.,2014, p. 743). Results showed positive outcomes. In comparison to the control group, mindfulness was positively correlated with psychological detachment from work (F =8.069, p = .005), and satisfaction with work-family balance (F= 11.488, p =.001) and showed an inverse relationship to strain based work-family conflict (F = 24.091, p = < .001), (Michel, et al., 2014). This study shows the positive impact that mindfulness training can play in achieving work-life