Relationship between Self-compassion and Job Satisfaction in White Collar Workers

Abacı, Ramazan; Arda, Devrim

doi:10.1016/j.sbspro.2013.12.255

Cited by 26 publications

(27 citation statements)

References 6 publications

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“…On this note, a previous study performed in a cohort of nurses, reported that higher levels of self-compassion were linked with lower levels of burnout [54]. Moreover, a correlation between self-compassion and job satisfaction was also observed, leading to a positive impact on productivity, presence, and competitive performance and resulting in a decline in employee turnover rates and withdrawal behaviors [55].…”

Section: Heart Rate Variabilitymentioning

confidence: 89%

A mindfulness training program based on brief practices (M-PBI) to reduce stress in the workplace: a randomised controlled pilot study

Arredondo

Sabaté

Valveny

et al. 2017

International Journal of Occupational and Environmental Health

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Work stress is a major contributor to absenteeism and reduced work productivity. A randomised and controlled study in employee-volunteers (with Perceived Stress Scale [PSS-14]>22) was performed to assess a mindfulness program based on brief integrated mindfulness practices (M-PBI) with the aim of reducing stress in the workplace. The PSS-14 of the employees before and after 8-weeks M-PBI program, as well as after a 20-week follow-up, was assessed (primary endpoint). The employees also carried the following questionnaires (secondary endpoints): Five Facet Mindfulness Questionnaire (FFMQ), Self-Compassion Scale (SCS), Experiences Questionnaire-Decentering (EQ-D), and Maslach Burnout Inventory-General Survey (MBI-GS). Heart Rate Variability (HRV) was measured during each session in a subgroup of employees (n = 10) of the interventional group randomly selected. A total of 40 employees (77.5% female median [SD] age of 36.6 [5.6] years) took part in this study: 21 and 19 in the intervention and control group, respectively. No differences in baseline characteristics were encountered between the groups. Results show a significant decrease in stress and increase in mindfulness over time in the intervention group (PSS-14 and FFMQ; p < 0.05 both). Additionally, an improvement in decentering (EQ-D), self-compassion (SCS) and burnout (MBI-GS) were also observed compared to the control group (p < 0.05 in all). HRV measurement also showed an improvement. In conclusion, a brief practices, 8-weeks M-BIP program is an effective tool to quickly reduce stress and improve well-being in a workplace.

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Section: Heart Rate Variabilitymentioning

confidence: 89%

A mindfulness training program based on brief practices (M-PBI) to reduce stress in the workplace: a randomised controlled pilot study

Arredondo

Sabaté

Valveny

et al. 2017

International Journal of Occupational and Environmental Health

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“…A study on conflict in student's group projects revealed that self-compassionate individuals experienced less conflict and fewer negative emotions (Park et al, 2018). At work, increased job satisfaction in self-compassionate white-collar workers was reported (Abaci & Arda, 2013). Self-compassion was also beneficial for recognizing one's limits and encouraged support seeking (Dev et al, 2018).…”

Section: Personal and Organizational Benefits Of Self-compassionmentioning

confidence: 99%

Self-Compassion and Resilience at Work: A Practice-Oriented Review

Lefebvre

Montani

Courcy

2020

Advances in Developing Human Resources

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The Problem A key challenge for human resource development (HRD) scholars and practitioners is to understand the individual competences that can be trained and developed to enhance employee resilience at work. Empirical evidence has been accumulated on the benefits of self-compassion—that is, a set of malleable states that can be developed through HRD interventions—for individual resilience, as well as on the factors that can strengthen self-compassion in organizations. Nonetheless, limited efforts have been devoted to translate this critical scientific knowledge into evidence-based, practical insights that could guide the implementation of effective human resource development practices to develop self-compassion and, thereby, increase resilience in organizations. The Solution This article presents a practice-oriented literature review of the benefits of self-compassion for resilience at work. The relationship between self-compassion and resilience at work, as well as the specific workplace factors that foster growth are outlined for practical implications in the workplace. Facilitators are identified as (1) personal factors (i.e., experience of stress and level of self-awareness), (2) contemplative trainings, and (3) leadership styles and listening styles. This article provides evidence-based practical recommendations for the implementation of these factors and of self-compassion in organizations for increased resilience. The Stakeholders Stakeholders of this practice-oriented review are employees (especially those exposed to highly stressful job conditions) and their leaders, human resource developers in charge of setting the development of training and developmental processes to enhance self-compassion and resilience, and HRD research scholars interested in advancing current literature on self-compassion and resilience at work.

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“…Interest in self‐compassion has arisen from findings in diverse applied psychological fields, such as integration into psychotherapy and healthcare in health psychology (Neff & Tirch, ), or effects on job satisfaction in work psychology (Abaci & Arda, ). An important aspect of Buddhist psychology is the assumption that behavior and thinking occur in light of awareness and sensitivity (Neff, ).…”

Section: Introductionmentioning

confidence: 99%