What are the benefits of mindfulness? A practice review of psychotherapy-related research.

Davis, Daphne M.; Hayes, Jeffrey A.

doi:10.1037/a0022062

Cited by 583 publications

(400 citation statements)

References 94 publications

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“…Once employees see their work in a larger and more meaningful context, they are completely engaged in their work and this engagement is beneficial for innovation performance [43]. In addition, mindfulness enables employees to increase the capabilities of problem solving and decision making, enhance skills of interaction and communication, and raise concentration and attention, so mindfulness can enhance innovation performance [46]. Hence, mindfulness would positively affect innovation performance [43].…”

Section: The Positive Effect Of Green Mindfulness On Green Performancementioning

confidence: 99%

Green Transformational Leadership and Green Performance: The Mediation Effects of Green Mindfulness and Green Self-Efficacy

2014

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Abstract:No prior literature explores the influence of green transformational leadership on green performance, thus, this study develops a novel research framework to fill the research gap. This study investigates the influence of green transformational leadership on green performance and discusses the mediation effects of green mindfulness and green self-efficacy by means of structural equation modeling (SEM). The results indicate that green transformational leadership positively influences green mindfulness, green self-efficacy, and green performance. Moreover, this study demonstrates that the positive relationship between green transformational leadership and green performance is partially mediated by the two mediators: green mindfulness and green self-efficacy. It means that green transformational leadership can not only directly affect green performance positively but also indirectly affect it positively through green mindfulness and green self-efficacy. Therefore, firms need to raise their green transformational leadership, green mindfulness, and green self-efficacy to increase their green performance.

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Section: The Positive Effect Of Green Mindfulness On Green Performancementioning

confidence: 99%

Green Transformational Leadership and Green Performance: The Mediation Effects of Green Mindfulness and Green Self-Efficacy

2014

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“…However, in the mindfulness group, they hypothesized that mindfulness changes would correlate positively with decentering change and that both mindfulness changes, as well as the decentering change, would be positively related to PWB change. Andrei, Vesely, and Siegling (2016) examined the concurrent and incremental validity of the Philadelphia Mindfulness Scale (PHLMS; Cardaciotto et al, 2008), the Toronto Mindfulness Scale (TMS; Davis et al, 2011), the Five-Facet Mindfulness Questionnaire (FFMQ; Baer, Smith, Hopkins, Krietemeyer, & Toney, 2006), and the Langer Mindfulness Scale (LMS; Pirson et al, 2012) considering that each questionnaire allows for the assessment of mindfulness in individuals without meditation experience and provides a measure of dispositional mindfulness. Two different samples completed all mindfulness measures.…”

Section: Review Of Literaturementioning

confidence: 99%

An assessment of mindfulness intervention as a regular subject in Ecuadorian higher education

Prado

Anastacio

2018

International Journal of Adolescence and Youth

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The current project hypothesized that mindfulness practice should improve the academic performance of undergraduate students. However, no significant relationships were found between mindfulness practices neither with FFMQ nor MAAS scores. Two distinct groups of university students were evaluated by the Five Facet Mindfulness Questionnaire (FFMQ) and the Mindful Attention Awareness Scale (MAAS). The descriptive analysis of our groups showed positive changes in academic outcomes thanks to the mindfulness practice. In the first trial, adverse changes in FFMQ, MAAS and academic averages findings were observed. Meanwhile, positive differences in FFMQ, MAAS and academic averages outcomes were found in the second trial. Results from the current study suggest that either mindfulness stage is not affected by mindfulness practices on the first scenario and, the second sample represent an ideal experience of mindfulness group. The FFMQ and MAAS may need adaptation for specific groups like engineering or science students.

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“…Among the positive outcomes associated with mindfulness authors mention: enhanced emotion regulation, self-control, improved concentration, mental clarity, enhanced flexibility, increased emotional intelligence, ability to act with awareness in social situation, ability to relate to others with kindness, acceptance, compassion and capability of responding constructively to relationship stress (Barnes et al, 2007;Dekeyser et al, 2008, Davis andHayes, 2011).…”

Section: Organizational Mindfulness and Mindful Organizing: Roots Dementioning

confidence: 99%

Talent management in the context of mindful organizing and organizational mindfulness

Gajda

2018

JPM

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Purpose: The purpose of this paper is to show the unexplored relationship between mindful organizing, organizational mindfulness and talent management with regard to its outcomes. Methodology: The paper presents an integrative review of the literature available in relation to talent management and organizational mindfulness and provides the development of a theoretical framework based on integration and synthesis of this literature. Findings: The literature review revealed that organizational mindfulness and mindful organizing belong to the factors which may enhance individual level outcomes of talent management, such us: organizational commitment, motivation to work, extra-role behaviour and this, in turn, results in better organization's performance. Practical implications: In order to enhance the individual level outcomes of talent management, the mindfulness needs to operate across all organizational levels. It should be create by top administrators and translate across organizations' levels by middle managers for the front-line employees. Research limitations:This study is based on theoretical analysis and its assumptions should be tested empirically. Originality/value of the paper: Although the authors indicate many factors that may shape talent management process and its outcomes, the potential infl uence of mindful organizing and organizational mindfulness on talent management outcomes has not been analysed so far, meanwhile these phenomena's have a lot in common with managing talented employees. Therefore, it is expected that mindful organizing (directly) and organizational mindfulness (indirectly) may enhance individual level outcomes of talent management.

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What are the benefits of mindfulness? A practice review of psychotherapy-related research.

Cited by 583 publications

References 94 publications

Green Transformational Leadership and Green Performance: The Mediation Effects of Green Mindfulness and Green Self-Efficacy

Green Transformational Leadership and Green Performance: The Mediation Effects of Green Mindfulness and Green Self-Efficacy

An assessment of mindfulness intervention as a regular subject in Ecuadorian higher education

Talent management in the context of mindful organizing and organizational mindfulness

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