The relationship between mindfulness and specific workplace outcomes
| dc.contributor.advisor | Jaga, Ameeta | |
| dc.contributor.author | Witschel, Natalie Katharina Marcella | |
| dc.date.accessioned | 2020-01-29T14:52:19Z | |
| dc.date.available | 2020-01-29T14:52:19Z | |
| dc.date.issued | 2019 | |
| dc.date.updated | 2020-01-29T13:02:06Z | |
| dc.description.abstract | Over the past two decades, interest in the concept of mindfulness has exploded. Though many companies have started to implement mindfulness-based programmes, research on mindfulness in a workplace context is still in its infancy. This study therefore attempted to increase the evidence base for the utility of mindfulness in bringing about positive workplace outcomes. By empirically testing aspects of a mindfulness framework developed by Good et al. (2016), this study sought to determine the relationship between mindfulness and key workplace outcomes in the performance, relationship and wellbeing domain. White collar employees in South African organisations responded to a self-report survey (N = 211). Correlation analyses revealed that mindfulness was not statistically significantly correlated to either task performance or interpersonal organisational citizenship behaviours. In the relationship domain, preferred styles for handling conflict at the workplace were examined. As expected, mindfulness was significantly and positively related to only problem solving and negatively to most other conflict management styles. With regards to the wellbeing domain, work-life balance was examined as a mediator in the relationship between mindfulness and subjective wellbeing in the form of high positive affect, low negative affect, and high job satisfaction. Work-life balance was a partial mediator in the relationship between mindfulness and both negative affect and job satisfaction; yet it was not a significant mediator for positive affect. Lastly, theoretical and managerial implications as well as suggestions for future research and limitations associated with this study were discussed. | |
| dc.identifier.apacitation | Witschel, N. K. M. (2019). <i>The relationship between mindfulness and specific workplace outcomes</i>. (). ,Faculty of Commerce ,Organisational Psychology. Retrieved from http://hdl.handle.net/11427/30838 | en_ZA |
| dc.identifier.chicagocitation | Witschel, Natalie Katharina Marcella. <i>"The relationship between mindfulness and specific workplace outcomes."</i> ., ,Faculty of Commerce ,Organisational Psychology, 2019. http://hdl.handle.net/11427/30838 | en_ZA |
| dc.identifier.citation | Witschel, N. 2019. The relationship between mindfulness and specific workplace outcomes. | en_ZA |
| dc.identifier.ris | TY - Thesis / Dissertation AU - Witschel, Natalie Katharina Marcella AB - Over the past two decades, interest in the concept of mindfulness has exploded. Though many companies have started to implement mindfulness-based programmes, research on mindfulness in a workplace context is still in its infancy. This study therefore attempted to increase the evidence base for the utility of mindfulness in bringing about positive workplace outcomes. By empirically testing aspects of a mindfulness framework developed by Good et al. (2016), this study sought to determine the relationship between mindfulness and key workplace outcomes in the performance, relationship and wellbeing domain. White collar employees in South African organisations responded to a self-report survey (N = 211). Correlation analyses revealed that mindfulness was not statistically significantly correlated to either task performance or interpersonal organisational citizenship behaviours. In the relationship domain, preferred styles for handling conflict at the workplace were examined. As expected, mindfulness was significantly and positively related to only problem solving and negatively to most other conflict management styles. With regards to the wellbeing domain, work-life balance was examined as a mediator in the relationship between mindfulness and subjective wellbeing in the form of high positive affect, low negative affect, and high job satisfaction. Work-life balance was a partial mediator in the relationship between mindfulness and both negative affect and job satisfaction; yet it was not a significant mediator for positive affect. Lastly, theoretical and managerial implications as well as suggestions for future research and limitations associated with this study were discussed. DA - 2019 DB - OpenUCT DP - University of Cape Town KW - Organisational Psychology LK - https://open.uct.ac.za PY - 2019 T1 - The relationship between mindfulness and specific workplace outcomes TI - The relationship between mindfulness and specific workplace outcomes UR - http://hdl.handle.net/11427/30838 ER - | en_ZA |
| dc.identifier.uri | http://hdl.handle.net/11427/30838 | |
| dc.identifier.vancouvercitation | Witschel NKM. The relationship between mindfulness and specific workplace outcomes. []. ,Faculty of Commerce ,Organisational Psychology, 2019 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/30838 | en_ZA |
| dc.language.rfc3066 | eng | |
| dc.publisher.department | Organisational Psychology | |
| dc.publisher.faculty | Faculty of Commerce | |
| dc.subject | Organisational Psychology | |
| dc.title | The relationship between mindfulness and specific workplace outcomes | |
| dc.type | Master Thesis | |
| dc.type.qualificationlevel | Masters | |
| dc.type.qualificationname | MCom |