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The relationship between mindfulness and specific workplace outcomes
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 u...
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| Format: | Thesis |
| Language: | English |
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Organisational Psychology
2020
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| _version_ | 1867613572556652544 |
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| access_status_str | Open Access |
| author | Witschel, Natalie Katharina Marcella |
| author2 | Jaga, Ameeta |
| author_browse | Jaga, Ameeta Witschel, Natalie Katharina Marcella |
| author_facet | Jaga, Ameeta Witschel, Natalie Katharina Marcella |
| author_sort | Witschel, Natalie Katharina Marcella |
| collection | Thesis |
| description | 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. |
| format | Thesis |
| id | oai:open.uct.ac.za:11427/30838 |
| institution | University of Cape Town (South Africa) |
| language | eng |
| last_indexed | 2026-06-10T12:38:17.119Z |
| license_str | Not specified — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UCTD — University of Cape Town Open Access Repository |
| publishDate | 2020 |
| publishDateRange | 2020 |
| publishDateSort | 2020 |
| publisher | Organisational Psychology |
| publisherStr | Organisational Psychology |
| record_format | dspace |
| source_str | UCTD — University of Cape Town Open Access Repository |
| spelling | oai:open.uct.ac.za:11427/30838 The relationship between mindfulness and specific workplace outcomes Witschel, Natalie Katharina Marcella Jaga, Ameeta Organisational Psychology 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. 2020-01-29T14:52:19Z 2020-01-29T14:52:19Z 2019 2020-01-29T13:02:06Z Master Thesis Masters MCom http://hdl.handle.net/11427/30838 eng application/pdf Organisational Psychology Faculty of Commerce |
| spellingShingle | Organisational Psychology Witschel, Natalie Katharina Marcella The relationship between mindfulness and specific workplace outcomes |
| thesis_degree_str | Master's |
| title | The relationship between mindfulness and specific workplace outcomes |
| title_full | The relationship between mindfulness and specific workplace outcomes |
| title_fullStr | The relationship between mindfulness and specific workplace outcomes |
| title_full_unstemmed | The relationship between mindfulness and specific workplace outcomes |
| title_short | The relationship between mindfulness and specific workplace outcomes |
| title_sort | relationship between mindfulness and specific workplace outcomes |
| topic | Organisational Psychology |
| url | http://hdl.handle.net/11427/30838 |
| work_keys_str_mv | AT witschelnataliekatharinamarcella therelationshipbetweenmindfulnessandspecificworkplaceoutcomes AT witschelnataliekatharinamarcella relationshipbetweenmindfulnessandspecificworkplaceoutcomes |