mindfulness in the workplace-cultivation of engaged and effective workforce

Running head: MINDFULNESS IN THE WORKPLACE 1

Mindfulness in the Workplace: Cultivation of an Engaged and Effective Workforce

Kendra I. Reece

Kennesaw State University

MINDFULNESS IN THE WORKPLACE 2

Abstract

In the modern day workplace, employees are facing dramatic consequences of stress, from the

practically tangible pressures to do and be more. The increase in the pressure placed on

employees to be more focused, competitive, active, and consumer centered is taking its toll on

the workforce, and resulting in a condition of physical and/or emotional exhaustion commonly

known as burnout. Employee burnout has been accepted as a universal condition, however it is

important to note that the employee exhaustion being reported is starting on an individual level

and the effects are seeping past the job title and into the personal lives of the employees. The

occupational stress that is occurring is primarily due to a lack of resilience, employees are

finding themselves unable to cope with the demands of the workplace and pushing themselves to

the point of exhaustion in efforts for improvement and success; the consequences of these efforts

are hindering not only the quality of life at work, but also the personal lives of the employees as

individuals. The emergence of mindfulness in the workplace through mindfulness-based training

will work to combat the stressors of the workplace and result in an improved quality of life. The

purpose of this paper is to examine the construction of mindfulness in the workplace and analyze

its impact on the workforce through two psychological perspectives: industrial-organizational (I-

O) and positive psychology.

Keywords: workplace, burnout, emotional exhaustion, demanding environment, mindfulness,

employee resilience, engaged and effective workforce, industrial-organizational, positive

psychology


Mindfulness in the Workplace: Cultivation of an Engaged and Effective Workforce

As a part of the modern day workforce, employees are expected to experience an average

amount of stress throughout the workday, however, one in five employees report higher than

average levels of stress on a daily basis (Harris Interactive, 2011). A survey established by

Harris Interactive on behalf of the American Psychological Association (2011) revealed that the

top five stress factors that have a significant impact on stress in the workplace are: long hours,

unrealistic job expectations, to heavy a work load, lack of opportunity for growth/advancement,

and low salary. Employees are facing dramatic consequences of stress (e.g., increased risk of

illness and/or injury, family issues, and financial problems), from the practically tangible

pressures to do and be more (Sharma, 2015); the popular expression of “stressed out” may be

revealing signs of mental and physical exhaustion, rather than a simple state of being. The

increase in the pressure placed on employees to be more focused, competitive, active, and

consumer centered is taking its toll on the workforce and resulting in what is commonly known

as burnout, which can be described as a state of exhaustion or an inability to cope (Zamini,

Zamini, & Barzegary, 2011). Prolonged exposure to the excessive feeling of stress, exhaustion,

and the inability to cope with the demands of the workplace can lead to the development of

burnout as a mental illness, resulting in lower levels of job satisfaction, production, and company

morale, while adding additional health cost to the organization (Körner, Wirtz, Bengel, & Göritz,

2015). Within the field of industrial-organizational psychology (I-O), there is an abundance of

research on the negative effects of burnout on the workforce as a whole, in terms of job

satisfaction, production, and company morale. However, from a positive psychology

perspective, there is a minimal amount of research on the effects of burnout on the individual.


High levels of occupational stress are being reported on a global level, and while a

handful of countries have taken preventive steps to protect their citizens’ health and well-being,

many are applying the laissez-faire approach to the issue and allowing organizations to offer

preventative solutions (Brough, Dollard, & Tuckey, 2014). However, it is important to note that

the exhaustion that is resulting in burnout is starting on an individual level, and can be prevented

and combated with the proper training and resources (Brough et al., 2014). The occupational

stress that is occurring is primarily due to the lack of resilience, employees are finding

themselves unable to cope with the demands of the workplace and pushing themselves to the

point of exhaustion in efforts for improvement and success (Tian et al., 2015). These effects are

seeping past the job position and into the personal lives of the employees, and the consequences

of these efforts are hindering not only, the quality of life at work, but also the personal lives of

the employees. As employers, organizations need to acknowledge the damaging effects of

exposure to stress on the employees as individuals, rather than the workforce as a whole.

Due to the negative effects of stress identified in the workplace, mindfulness is taking the

workforce by storm as a tool, used to defy the societal acceptance of stress in the workplace and

increase employee resilience, while fostering an organizational culture that cultivates an engaged

and effective workforce for the future successes of the employees, as individuals, and the

organization as a whole. According to Hülsheger, Alberts, Feinholdt, and Lang (2013), the tool

of mindfulness is a conscious state in which an individual attends to ongoing events through

experience in a receptive mindset; this state occurs through the training of focus and awareness

on the present and acknowledgement through experience and acceptance of current feelings,

cognitions, and bodily sensations (Hülsheger et al., 2013). The use of mindfulness in

psychological study was derived from Buddhism and the Eastern practices of meditation,


primarily for therapeutic purposes and treatment, however the newfound effects of mindfulness

are fueling the extension of the practice in various areas of psychology (Hülsheger et al., 2013).

The construction of mindfulness in the workplace and its effects have sparked a movement for

the development and integration of mindfulness-based training programs into the organizational

culture for stress-reduction, improved task performance, and physical and psychological health

improvements specifically for employees and employers (Hülsheger et al., 2013). Various

programs range from simple daily routines lasting from 15-45 minutes using yoga, movement, or

mindful meditation. There are various methods of application for existing programs in terms of

schedule and setting, companies can acquire a meditation center for employee practice, apply a

digital training program using an online interface, or a mobile app for ease of accessibility to the

employee (Pidgeon, Ford, & Klaassen, 2014).

The primary focus in the study of mindfulness is the impact of training mindful

employees in the workplace, focusing primarily on the quality of work life through motivational

elements, emotional intelligence, and job performance. Hülsheger’s et al. (2013) research

suggests that mindfulness may be just the tool needed to create divides between the quality of

life of the employee and the individual. In order to understand mindfulness as a tool, one must

understand the core components that construct the state: awareness, observation, and presence;

the three components work together to train and sustain the mind at a natural capacity that

enhances mindfulness and well-being (Brown & Ryan, 2003). According to Hülsheger et al.,

(2013) there are a substantial amount of opportunities to experience and incorporate the tool of

mindfulness on a day-to-day basis (e.g., whether it is typing a memo, gathering office supplies,

or communicating with a co-worker). The state of mindfulness has been studied as both a

consistent and intermittent state of being, as the capacity to train and sustain varies across


individuals (Hülsheger et al., 2013). Research suggests that both capacities allow for the

evolution of mindless tasks to mindful tasks with no restraints on environmental context, which

indicates that training the tool of mindfulness can reap benefits for both, the organization in

terms of performance and cohesion and the individual on a personal level (Hülsheger et al.,

2013). For the purpose of this paper and implementation of perspectives on mindfulness,

consider mindfulness as a toolbox and the three main components of mindfulness as independent

tools that can be applied in various ways to initiate improvements in the quality of life.

Throughout this paper the key component of mindfulness will be reviewed from an I-O

and a positive psychology perspective, in order to further analyze the construction of

mindfulness and its application into the workforce, while acknowledging the impact on the

individuals that compose the workforce. After an in-depth analysis of each perspective and an

integrative approach, a probable solution will be suggested in the application of mindfulness in

the workplace for the improved quality of work and personal life of the employee; through

advancements of motivational elements, emotional intelligence, job performance, and resilience

in the workplace, and enhancement of well-being, physical health, and social interactions on the

personal level. In hopes of fostering an organizational culture that cultivates an engaged and

effective workforce for the future successes of the employees as individuals and the organization

through the application and integration of mindfulness on a day-to-day basis.

The Quality of Life of Mindful Employees

Current research suggests that the training of mindfulness in the employee aids in the

construction of an engaged and effective workforce for the future success of the organization,

which suggests in an ulterior motive in the implementation of such programs (Hülsheger et al.,

2013). However, according to Kroon, Menting, and Woerkom (2015) mindfulness training is


doing more than the mere betterment of the company, they are training and developing their

employees into resources for work and personal use; this development can be measured with

instrumental value in relation to achievement of work and personal goals (Kroon et al., 2015).

The construction of such a highly influential tool that shapes the enhancement of employee

perception and being, through the training of an additional and endless resource, is undeniably

beneficial for both, the organization and the employees as individuals, according to Hobfoll’s

(2011) conservation of resources (COR) theory, the availability of work resources is crucial for

the achievement of work and personal goals, for coping with demands, and for learning to occur.

Application of the COR theory to current research on the benefits of mindfulness in the

workplace would imply that training of the tool would result in the enhancement of the quality of

work life, which can be broken down into four main measurable factors within the workplace:

motivation, emotional intelligence, job performance, and employee resilience. In order to

analyze the effects of mindfulness training on the factors in the workplace, current research will

be reviewed and analyzed through the incorporation of the COR theory. To further address and

connect mindfulness to the workplace, each factor will be addressed under a specific component

of mindfulness to allow for clarification and evidence on the enhancement of the quality of work

life.

The Elements of Mindfulness

Awareness. Awareness is an internal openness to inner experiences (e.g., thoughts,

cognitions, and sensations) and external events without judgment; this element of mindfulness

works to create cohesion between internal and external events through the conscious

acknowledgment of the two (Hülsheger et al., 2013). According to Kroon et al. (2015), the

nature of nonjudgmental awareness trained throughout mindfulness allows for the individual to


feel more competent, valued, and motivated in their current position. To further analyze these

multidimensional benefits obtained through mindfulness, recent research on the motivational

impact of mindfulness and emotional intelligence will be reviewed.

The research conducted by Levesque and Brown (2007) on the relationship between

implicit motivation and mindfulness predicted that the development of the self-regulatory

behavior of self-awareness would allow for a strong sense of implicit motivation and autonomy.

The study allowed for 78 participants to self-report explicit (e.g., Perceived Locus of Causality

(PLOC) scale) and implicit motivations (e.g., Implicit Association Test) perceived throughout

various assigned tasks (Levesque & Brown, 2007). Parallel to the prediction, the participants

assigned to the mindfulness group showed a statistically significant correlation in terms of the

perceived PLOC; the facilitation of self-regulatory self-awareness obtained through mindfulness

appears to have inspired a higher sense of autonomy, which was then perceived through

measurable variables as factors of implicit motivation (Levesque & Brown, 2007).

This study offers evidence to support the idea that the awareness in mindfulness assists in

the initiation of individual action. Simply put, cognition comes before action, but mindfulness

requires awareness of the cognition before the action through awareness of the intention.

Considering the individual PLOC in the awareness of cognition, one could argue that the mere

awareness turns the PLOC internally, thus generating a higher level of internal motivation;

whereas, a PLOC without awareness of cognition, may lead an individual to turn the PLOC

externally and expect external motivation to occur (Turban, Hwee Hoon, Brown, & Sheldon,

2007). Applying these results in the workplace, the results suggest that the newfound

development of autonomy in mindfulness would foster an engaged workforce in terms of self-

initiation.


As stated before, Kroon’s et al. (2015) research suggests that mindfulness empowers

feelings of competence and personal value; from an I-O perspective one could argue that those

distinctions are one of the many benefits of a well-developed emotional intelligence (EQ), due to

the fact that EQ has become popular in terms of predicting performance and psychological well-

being within the workplace (Fitzgerald & Schutte, 2010). EQ is defined as the ability to connect,

reason, and regulate an emotional experience in a way that incorporates and enables emotion into

healthy action (Charoensukmongkol, 2014). The awareness in mindfulness is a consistent

variable in the development of the ability to understand one’s own emotions and become more

attentive to the emotional state; in addition to an internal understanding it can assist in the

detection and understanding of emotions emitted from those around you (Charoensukmongkol,

2014). In order to identify a link between EQ and mindfulness, a survey was developed and

completed by 317 participants, researchers looked to find a correlation between mindful practice

and perceived stress, EQ, and self-efficacy (Charoensukmongkol, 2014). The study revealed that

mindfulness was a direct predictor of EQ, whereas perceived stress and self-efficacy levels were

identified as indirect (Charoensukmongkol, 2014).

Charoensukmongkol’s (2014) conclusion suggested that this correlation originated in the

awareness cultivated throughout the practice of mindfulness, in fact it, was suggested that the

level of mental health facilitation measured by EQ works directly with individuals to provide

strength in coping with external and internal stressors, Charoensukmongkol (2014) highly

recommended the incorporation of mindfulness into the demanding workplace, due to the

successive development of EQ. According to Schutte and Malouff (2011), higher levels of

emotional intelligence are a direct predictor of positive intrapersonal outcomes and optimize

cooperative and cohesive behavior, thus resulting in higher levels of relationship satisfaction


(Schutte et al., 2001). The newfound attentiveness of emotion developed through awareness not

only strengthens EQ, but also provides employees with a greater sense of power and perception

of social support in a dynamic environment such as the workplace (Houghton, Wu, Godwin,

Neck, & Manz, 2012). These findings suggest that the enhancement of individual EQ will result

in benefits that extend past the individual level and create channels of communication and

cohesion within the workforce.

Observation. Observation is the act of observing and processing the information

obtained through awareness in a welcoming way, working to continue to block judgment

(Hülsheger et al., 2013). It is simply a reflection and an experience of the incoming information.

According to Dane and Brummel (2013), the association between mindfulness and job

performance may very well be due to the act of observing; the attentiveness to the moment

associated with the observation of stimuli is suggested to reduce error and improve overall

performance (Dane & Brummel, 2013). Research suggests that mindful employees, are not

improving performance through more physically effortful action, they are simply becoming more

attentive as individuals (Dane & Brummel, 2013).

Dane & Brummel (2013) predicted that mindfulness would offer positive outcomes in

terms of job performance, due to the fact that the dynamic environment of the workplace tends to

reveal negative relationships between psychological and physiological demands, as they are

heavily associated with high levels of stress. According to Shapiro’s (2007) research

mindfulness leads to the adaptable ability to cope with challenging, demanding, or stressful

situations in a proactive mindset; the ability to self-regulate leads to cognitive pathways of

engagement through increased effort in observation (Dane & Brummel, 2013).


To test this theory Dane and Brummel (2013) collected 102 servers and 18 service

managers across multiple restaurant chains in order to assess and analyze self-report input of

individual mindfulness in relation to job performance through evaluation. The study reported

that overall there are two main factors that reveal a significant correlation with job performance:

job experience and workplace mindfulness (Dane & Brummel, 2013). The results of this study

are seen as significant, due to the mind's natural tendency to wander, the act of presence that is

required in mindfulness hones focus away from psychological pressures and creates presence

through a wide breadth of attention to surrounding stimuli, thus performing more effectively

(Dane & Brummel, 2013). Employees are becoming resources to themselves, making adaptable

arrangements to stay mindful and reaping the benefits through improved performance.

Presence. Presence is the conscious experience of the present moment; it is considered

to be the foundational element of all attributes of mindfulness keeping it stable and grounded

(Hülsheger et al., 2013). Mindfulness allows you to discard the past and the future and

experience the present moment (Pigni, 2014). Kroon’s et al. (2015), research suggests that the

presence associated with mindfulness works to develop and improve resilience and the potential

to adapt to dynamic environments. For the purpose of this paper resilience will be defined as the

ability to adapt or maintain a subjective well-being in the face of adversity and challenge (Ryff,

Singer, Dienberg Love, & Essex, 1998).

According to Bajaj and Pande (2016), resilience is an antecedent of mindfulness, and due

to mindfulness being positively correlated with life satisfaction, the researchers theorized that the

practice of mindfulness would mediate a direct effect of resilience, thus improving the levels of

life satisfaction. To test this theory Bajaj and Pande (2016) recruited 327 undergraduate students

and measured levels of mindfulness, life satisfaction, resilience, and positive and negative affect


(e.g., activity, enthusiasm, alertness). University students were the selected participants of study

due to the dynamic environment of academics, financial stressors, and work/school/life

relationship-balance related issues (Bajaj & Pande, 2016). The results of the study concluded

that mindfulness was in fact, positively correlated with life satisfaction and positive affect, with

an inverse relationship with negative affect (Bajaj & Pande, 2016). In addition to the positive

correlation of mindfulness and life satisfaction, the study suggests that resilience is a significant

mediator between the two (Bajaj & Pande, 2016). The researchers concluded that the primary

components of mindfulness work to facilitate development of resilience displayed through

optimism, zest, and patience, thus revealing higher levels of well-being that can be measured as

life satisfaction (Bajaj & Pande, 2016). While this research suggests a more personal level of

satisfaction, the foundational element of resilience, leading to the level of satisfaction is an

important attribute of an employee in terms of interpersonal relationships in the workplace.

Employees who express higher levels of life satisfaction are more likely to engage in the work

community and contribute to the efforts of cohesion in the workplace (Cahill, McNamara, Pitt-

Catsouphes, & Valcour, 2015).

Discussion

The organizational implementation of mindfulness-based training programs are doing far

more than extending the future successes of the organization, they are fostering an organizational

culture that cultivates an engaged and effective workforce for both work and personal benefit.

These programs are training engagement through awareness, resulting in the cultivation of

motivation and the advancement of emotional intelligence (Levesque & Brown, 2007;

Charoensukmongkol, 2014). The realm of engagement in the workplace is exceeding past the

modern day expectation of an organizational culture, the workplace is becoming a place of


interconnectivity and self-initiated action (Mack, 2014). In addition to workforce engagement,

an effective workforce is being developed through observation and presence and is offering

connections between the individual and the end results of the demands of the workplace.

Through implementation of mindfulness improvements in job performance and employee

resilience is being observed, presence and attentiveness to external stimuli are cultivating an

effective outcome, in terms of work achievements and goal attainment (Dane & Brummel, 2013;

Ryff et al., 1998).

Considering the COR theory, the three elements of mindfulness can be perceived as

additional resources embedded within the employee. Through training the tool of mindfulness,

research suggests that the organizational culture and employees would result in assistance in the

development and improvement in the quality of work life in terms of motivation, emotional

intelligence, job performance, and employee resilience. Training would instill the three tools of

mindfulness: awareness, observation, and presence in the toolbox of mindfulness to be applied

and used as an additional resource for the employee in work and personal life.

After reviewing a broad array of research on mindfulness in the workplace, the nature of

the implementation of such programs appear to be undeniably successful; however, the obscurity

of the concept, the applications of programs, and the validity of measurement (e.g., self-report &

survey) is subjective to each individual and workforce. The subjectivity is due to the widespread

variations of the workplace in terms of training, duration, and delivery of the mindfulness-based

training programs (Allen et al., 2015). Based on the in-depth nature of the literature review,

research suggests that mindfulness is effective in the development and improvement of the

quality of work life. However, as I-O psychologists continue to study the effects and

implications of mindfulness-based training programs on the workforce, future study should aim


to identify the key elements in training that produce the effects of mindfulness. There are

relatively few studies on the primary effects of specific mindfulness-based training programs

(e.g., journaling, meditation, or movement). Additionally, due to the fact that employment of

those trained in mindfulness is predicted to be a long-term employment, post training

effectiveness and data collection periods need to be addressed in timed intervals. The study of

these key components will allow for future research to further address and define the optimal

effectiveness of mindfulness and highlight features of both the organization and training

programs to be used in the design and implementation of future programs.

The Quality of Life of Mindful Individuals

Throughout this paper, the benefits of mindfulness in relation to I-O psychology and

employee development have been thoroughly addressed and discussed in terms of the quality of

the work life; however, the question arises, how do the effects of mindfulness-based training

programs seep past the job title and into the personal lives of the employees? To further address

this question and analyze the effects of mindfulness on the individual, an in-depth literature

review of current research will be conducted on the positive effects of mindfulness on the quality

of personal life. The following section of this paper will primarily look at the effects of

mindfulness from the perspective of positive psychology, the study of human flourishing,

optimal functioning, and well-being. The quality of life is a multidimensional concept that

encompasses a diverse array of factors; for the purpose of this paper the quality of life will be

identified and analyzed through three main factors: well-being, physical health, and social

interaction.

For adequate association of mindfulness in relation to positive psychology, one must note

that within the practice of mindfulness happy is defined in an untraditional way. Mindful


happiness is heavily influenced through equanimity and tranquility, which is commonly

displayed through a mild emotional demeanor, whereas the traditional definition of happiness

can be observed as joyous or cheerful, often associated with a strong emotional demeanor

(Brown & Ryan, 2003). Through the perspective of positive psychology this will allow us to

further break away the barriers created in the workplace (e.g., codes of conduct, emotional

regulation, and professionalism) and see the individual effects of mindfulness in relation to

personal life.

The Effects of Mindfulness

Well-being. According to Brown and Ryan (2003), mindfulness is directly associated

with key components of what many consider to be the defining of a subjective well-being, such

as life satisfaction, positive affectivity, self-esteem, optimism, vitality, and pleasant affect. To

further dissect the association of mindfulness and well-being, the subjective interpretation of an

internalized state of well-being will be deciphered and discussed through the review of current

research. For the purpose of this paper, well-being will be addressed as a state of comfort and

happiness, with no regard to physical health as that will be discussed later.

The current study measured the level and practice of mindfulness through self-report and

offered comparative results of the differing levels, in relation to an enhanced self-regulation,

self-regulated behavior, and emotional states (in regards to EQ). The study found that those who

reported higher levels of mindfulness were more in touch with their true self, revealed a greater

awareness, and understood their emotional states, when compared to lower levels of mindfulness

(Brown & Ryan, 2003). Research suggests that the development of awareness through the

practice of mindfulness allows for mindful action to be more concordant with personal values

and interests, as observed through the correlation of emotional states and self-regulated behavior


(Brown & Ryan, 2003), thus resulting in an increase in choice and enjoyment of purposeful

action (Langer, 1989). The identification and connection to the true self developed throughout

the practice is also associated with a heightened sense of self-knowledge, thus increasing self-

regulated behavior and resulting in more autonomous action (Brown & Ryan, 2003; Levesque &

Brown, 2007). Complementary to the increase in self-regulation is the decrease in self-

monitoring to attend to social demands; the strengthened awareness of the inner relationship to

self appears to diminish the tendency to change due to the environment (Brown & Ryan, 2003).

Additionally, the self-regulatory behavior becomes a tool to adapt the self to new and dynamic

environments with awareness and acceptance, while decreasing the cognitive and emotional

dissonance that may occur (Brown & Ryan, 2003).

The results of the study suggest far more than the mere enhancement of a subjective well-

being, they suggest a deeper level of connection to the true self through heightened self-

knowledge and acceptance of self. Awareness fostered throughout mindfulness appears to create

a centered awareness through a receptive channel of acceptance, which then allows for the

individual to identify and experience emotional states of the present. The simple awareness of

the state and acceptance of self allows for the accordance of the self and action, which explains

the enhanced self-regulation and regulatory behavior in present action. The simple shifts in

awareness, acceptance, and presence in the individual present themselves through reports of high

life satisfaction, positive affectivity, self-esteem, optimism, vitality, and pleasant affect, all of

subjective well-being.

Physical Health. Within the field of psychology, current research suggests that the

bringing of one’s attention to somatic sensations and experience may be used a treatment for

elements of pain, illness, and injury (Carver & Scheier, 1981). Many scientists are skeptical of


this form of treatment, due to the historic dedication of treatments that offer avoidance strategies

of distraction and suppression to adhere to pain and discomfort, but research suggests that

somatic attention can act as an aid in the alleviation of pain and discomfort (Kabat-Zinn,

Lipworth, & Burney, 1985). This form of treatment is known as sensory monitoring, which is a

simple procedure; patients are instructed to acknowledge the present pain or discomfort, identify

the location, quality, and intensity, and develop concrete details to allow for the pain to be

experienced in the present moment (Kabat-Zinn, Lipworth, & Burney, 1985; Brown et al., 2007).

To test the affectivity of the sensory monitoring of pain and discomfort, 90 patients who

experienced chronic pain were enrolled into a 10-week mindfulness meditation program (Kabat-

Zinn et al., 1985). Throughout the program patients reported significant decreases in inhibition

of activity by pain, negative body image, present pain, symptoms, mood disturbance, and an

increase in self-esteem (Kabat-Zinn et al., 1985). Patients were contacted 15 months after the

program was completed and reported positive effects of the program, some of which voluntarily

continued their meditation practice (Kabat-Zinn et al., 1985). The results of study are

foundational in the demonstration of the effectiveness of mindfulness training, as well as in the

increase of physical health and the quality of life (Kabat-Zinn et al., 1985).

In addition to mindfulness as a corrective treatment, current research also suggests that

mindfulness can be used as a preventative method. Davidson’s et al. (2003) recent research

reveals that mindfulness may have a more general positive impact for all participants of the

practice through enhanced immune responsiveness. A study on the adaptive immune response to

an influenza vaccine revealed that participants assigned to a mindful practice produced greater

amounts of antibody titer (or levels of antibodies) in response to the vaccine, in comparison to

the control group (Davidson et al., 2003). These specific antibodies are associated with left-


hemisphere’s neural activation, suggesting a neural basis of the enhanced immune system

(Davidson et al., 2003); thus, suggesting a physical effect of the training of mindfulness

(Davidson et al., 2003).

These studies of corrective and preventative treatment offer evidence and support for the

extension of mindfulness through psychological well-being to physical well-being, and call for

future research in the field of neuropsychology. Additionally, the results of these studies bring

support for the future of mindfulness-based training programs for at risk populations (e.g.,

individuals with disabilities, mental illnesses, or terminal diseases). The development of these

programs may have more of an impact within the field of treatment and medicine than previously

expected. Various studies on sensory monitoring suggest the idea of individual willingness and

acceptance in relation to experience, which are the core components of mindfulness. Suggesting

that these forms of treatment are equal in the psychological and physical effects of mindfulness.

Social Interaction. According to Goleman (2006), the attentive nature of mindfulness is

a direct antecedent of the quality of social interactions experienced by practicing individuals; the

attentiveness fosters the desire and interest in another individual and enhances the individual

ability to attend to the increased desire. Brown et al. (2007) suggest that the internal

attentiveness of one’s own emotional state might promote healthy interaction styles and enhance

relationship quality, thus offering an integrative approach of the benefits of the subjective well-

being to the enhancement of social interaction. Boorstein (1996) suggested a similar theory that

stated that, mindful interaction allows one to become aware of another and the current situation,

thus inhibiting a reactive or impulsive nature, especially during conflict; this theory offered a

centralized approach to mindfulness through addressing the three core components of


mindfulness and their effects on social interaction (i.e., awareness and observation in the

inhibition of impulsive acts).

To test these theories of mindfulness as a tool to improve social interaction through

newly acquired styles and the improved quality of relationships, Carson, Carson, Gil, and

Baucom (2004) recruited 44 heterosexual couples and subjected them to an 8-week mindfulness

program. Throughout the study the researchers measured the couple’s relationship (e.g., quality,

autonomy, inclusion, and acceptance), individual well-being, and daily measures of relationship

functioning and well-being (e.g., happiness, stress, and efficacy). The results of this study

concluded that mindfulness was in fact, enhancing relationship functioning, while also

improving individual well-being (Carson et al., 2004; Brown & Ryan, 2003; Levesque & Brown,

2007; Langer, 1989). Researchers found that relationship acceptance and the ability to cope

through conflict were the most prone to improvement, in comparison to the overall functioning

of the relationship (Carson et al., 2004). In fact, the couples revealed improved levels of

relationship happiness, decreased levels of relationship stress, and an increase in resilience,

suggesting in individual improvements and mutual benefits of mindfulness.

In conclusion, the results of this study appear to have a favorable impact on the couples’

level and quality of relationship satisfaction (e.g., autonomy, closeness, and acceptance) (Carson

et al., 2004). Carson et al. (2004) suggest that the key element of awareness in mindfulness is

primarily responsible for the improvement of social interactions, due to the attentiveness and

insight on individual thoughts and the feelings of others. However, the considerable

improvement and development of interaction styles can be traced to observation and presence

(i.e., the observation of the interaction and presence in the social experience occurring).

Discussion


The effects of mindfulness-based training programs appear seep past the job title and into

the personal lives of the employees in a positive light and offer an improved quality of life,

through the enhanced well-being, physical health, and social interactions. The study of both

mindfulness and positive psychology seek to develop and improve human functioning and well-

being at an optimal level. Current positive psychology research has studied the effects of the

training of gratitude and acceptance through practice, in relation to human happiness,

flourishing, and optimal functioning, which is similar to the training of mindfulness as a skill or

resource used to improve the quality of life through practice (Sheldon, Kashdan, & Steger,

2011).

The practice of mindfulness appears to be improving self-regulation, self-regulated

behavior, and emotional states, through an overall enhancement of well-being through the

training and development of awareness (Brown & Ryan, 2003). This feature of mindfulness is

centering the individual self through authentic acceptance and improving emotional intelligence,

which is increasing self-regulatory behavior and autonomous decision making (Brown & Ryan,

2003; Levesque & Brown, 2007). Through the practice individuals are engaging in opportunities

to obtain self-knowledge and committing to maintaining a true self, which is being observed

through more autonomous action for the self and a decrease in efforts of self-monitoring.

Additionally, a newfound effect of mindfulness in relation to physical health is sensory

monitoring, which decreases pain or discomfort from day-to-day life (Davidson et al., 1985).

Beyond the benefits of the medical application of mindfulness, research suggests a more general

application in an increase in immune responsiveness (Davidson et al., 2003). Carson’s et al.

(2004) research suggests that the attentiveness developed through the practice of mindfulness

fosters mindful interactions that result in the improvement of the quality of relationships


experienced. Mindfulness is extended past the internal state and reaching out and improving

communal bonds, with the possibility of a positive effect for the surrounding community. As the

study of mindfulness is growing and offering insight on the substantial amount of effects, the

study is offering a variety of ways for application within the field of psychology.

The multidimensional elements of the quality of life are thoroughly addressed and

analyzed within this paper, and after an in-depth literature review, research suggests that the

practice of mindfulness is continuous in the efforts of improvement for the individual quality of

life. However, the subjectivity of these improvements is independently self-reported, which

makes data difficult to objectify and generalize. As stated before, future study is necessary to

identify key elements in the practice, in order to accurately trace the source of various effects and

improvements. In terms of positive psychology, the study of individual impact on the general

population should be studied, rather than specific population (e.g., cancer patients, couples, and

adolescents), in order to allow for an extended generalization over a population. Additionally,

positive psychologists should seek data to imply a developed connection between the practice of

mindfulness and the defined optimal level of human functioning, in relation to human

flourishing. Future study should aim to identify a direct line of effect of mindfulness to a day-to-

day routine, and integrate the key elements of study for positive psychology (e.g., happiness and

human fulfillment), in order to advance the research of mindfulness and meaning or purpose of

life. These key components would allow for advancements in the organization and

implementation of future programs.

The Effects of Mindfulness in the Workplace on the Overall Quality of Life

Research suggests that there are a considerable number of benefits to be obtained through

the practice of mindfulness, some more identifiable than others. For the purpose of this paper,


research was specifically selected to analyze and interpret the effects of mindfulness on the

quality of both work and personal life, in order to identify areas of strength and weakness in

mindfulness in the workplace. Throughout the continuous review of literature on mindfulness, it

was a challenge to distinguish and divide the benefits in of an employee and an individual,

implying that there are strong connections that foster the benefits of mindfulness on an individual

level and enhance them on an employee level. An integrative approach offers an opportunity to

understand the effects of the high levels of occupational stress on an employee and an individual.

Thus, allowing for the construction of a probable solution to combat these stressors in a way that

unites the employee and the individual, through creating a solid unit of resilience and disturbing

the gap that divides the quality of work and personal life for the benefit of both the individual

and the organization. All elements and benefits of mindfulness work to improve the quality of

work and personal life and encompass engagement and effectiveness of the employee as an

individual (see Appendix A, Figure 1). In order to offer clarity on the interconnected actions,

elements, and benefits of mindfulness on employees as individuals, mindfulness will be dissected

into three actions that encompass the state: acceptance, acknowledgement, and experience.

The Actions of Mindfulness

Acceptance. The internal action of acceptance comes into play through awareness and

presence trained through mindfulness. These elements work in unison to create awareness of

inner experiences and external events of the present through conscious acknowledgement of the

two (Hülsheger et al., 2013). Research suggests numerous benefits of mindfulness can be traced

back to the action of acceptance, such as increased motivation, EQ, resilience, and well-being

(see Appendix A, Figure 1; Kroon et al., 2015; Levesque & Brown, 2007; Charoensukmongol,

2014; Brown & Ryan, 2003; Langer, 1989). In light of the integrative approach of I-O and


positive psychology it appears that these benefits work to co-create the end result of an improved

well-being on a work and personal level.

Awareness works to create a profound understanding of one’s emotional state and

experience, which over practice then extends to the emotions of others, resulting in the

advancement of the existing EQ and fulfilling a sense of competence and value in one’s ability to

understand and regulate emotion (Kroon et al., 2015; Charoensukmongol, 2014). This newfound

awareness of one’s emotions is taken to a new level of understanding, which brings forth a more

self-regulatory behavior that aligns emotion and experience with self (Levesque & Brown,

2007). Thus, creating a deeper level of self-knowledge and urging the individual to accept and

be true to their inner self through action, observed as autonomous behavior or implicit

motivation (Levesque & Brown, 2007).

The existence of presence in mindfulness is a poetic form of acceptance, in the way that

there is a level of acknowledgement of the past and future, but a larger emphasis on the present

moment through acceptance of the inability to change the present. The training of this element

in mindfulness is suggested to build resilience and an adaptable nature to the present, to reduce

any existing dissonance that may hinder the individual experience of the current moment (Kroon

et al., 2015). The acceptance of the presence is often displayed through emotional contentment

in the moment, which has been associated with life satisfaction and positive affect (Bajaj &

Pande, 2016). This suggests that the acceptance and presence trained throughout mindfulness

leads to a natural human capacity to accept adversity and challenge, while allowing a healthy

admission of both positive and negative affect (Bajaj & Pande, 2016).

Despite the separation of the benefits associated with both awareness and presence, there

is an interaction between the two in the creation of improved well-being. Increased motivation


and EQ are foundational in the heightened self-knowledge obtained throughout the practice of

mindfulness, which are then translated into observable autonomous actions that invite an

individual toward higher states of comfort, contentment, and happiness through the acceptance of

the present. However, the acceptance of the present does not fuel autonomous action

independently, and the resilience plays a large role in the initial steps of action through the

adaptable nature learned through mindfulness; this level of adaptability is vital for the initiation

of such action. As you can see, these elements of mindfulness do not work independently to

resolve the end result of well-being; instead they work as the building blocks to create the

foundation for improvement.

Acknowledgement. The internal action of acknowledgement comes into play through

awareness and observation trained through mindfulness. These elements work in unison to

create awareness and observation of inner experiences and external events through the

processing of information in a non-judgmental way (Hülsheger et al., 2013). Research suggests

numerous benefits of mindfulness can be traced back to the action of acknowledgement, such as

increased motivation, EQ, job performance, and social interaction (see Appendix A, Figure 1;

Kroon et al., 2015; Levesque & Brown, 2007; Charoensukmongol, 2014; Schutte & Malouff,

2011; Houghton et al., 2012; Dane & Brummel, 2013; Shapiro, 2007). In consideration of the

integration of I-O and positive psychology, it appears that these benefits work together to

construct the end result of improved levels of social interaction, in terms of interaction styles and

the quality of relationships on a work and personal level.

The action of acknowledgment in EQ will be addressed as a tool for social purposes used

to identify and understand the emotions of others, which has a large influence on interpersonal

communications. According to Schutte and Malouff (2011), EQ works as a tool to optimize


cooperative and cohesive behavior, which alters the perceived levels of social support and results

in higher levels of relationship satisfaction (Houghton et al., 2012). The level of awareness of

one’s EQ and acknowledgement of the emotional impact on various situational contexts allows

for communal benefit of the practice of mindfulness. The acknowledgement of emotion and

communal influence cultivates an internal incentive to improve the communication channels

within interpersonal relationships, thus aligning individuals, creating cohesion on a personal

level of engagement, and resulting in higher levels of relationship satisfaction (Levesque &

Brown, 2007; Schutte & Malouff, 2011).

Observation through acknowledgment may appear as instinctive, however, the processing

of information in mindfulness is trained as an open and receptive mindset, with all efforts to

prevent judgment (Hülsheger et al., 2013). Research suggests that non-judgmental observation

through acknowledgement is a direct line to improved performance, due to the attentiveness on

stimuli, resulting in the reduction of error (Dane & Brummel, 2013). The results of error

reduction in regards to job performance can be suspected to be inclusive of several third

variables; however, one must acknowledge the mind’s natural tendency to wander. Through the

training of mindfulness, the individual is continuously learning to refine one’s ability to focus

and observe through a wide breadth of attention to surrounding stimuli (Dane & Brummel,

2013). This element of mindfulness works to combat the traditionally fast-paced nature of the

mind and increase effortful observation and action.

Awareness and observation appear to have a close connection in relation to EQ and job

performance, even more so when the action of acknowledgment is entered into the equation.

However, a divide between the two surfaces appear when research suggests that there is an

interaction between the two to formulate the end result of improved levels of social interaction.


Nonetheless, there appears to be a progressive nature of advancement towards improved social

interaction styles and increased relationship satisfaction. To start the enrichment of EQ, allows

for the psychological ability to understand and cope with stressors, thus providing insight on the

ability to cope with deteriorating stressors through a healthy and adaptable mindset. The

development of EQ can then be applied in the motivational context of self-regulation in efforts to

align with the true self, as discussed earlier. The increased self-regulation is then observed

through increased efforts, in order to sustain the alignment of the external self with the true self.

These efforts are associated with improved job performance and highly sought after by

employers; however, the efforts run deeper than the cosmetic benefits of mindfulness, throughout

the training of mindfulness cognitive pathways are being developed in order to maintain and

sustain mindful thought over a long period of time (Shapiro, 2007). Research suggests that the

elements of mindfulness lead to the development of the cognitive pathways, which result in an

increased effort through mindfulness and engagement (Shapiro, 2007). In terms of

acknowledgment, the engagement and integration of mindfulness to the external world and

interpersonal relationships can be directly observed through the improvement of interaction

styles and the quality of relationships on both a work and personal level. Thus suggesting a

connection of the various benefits of individual awareness and observation to a wide breadth of

stimuli to benefit social interaction.

Experience. The internal action of experience comes into play through observation and

presence trained through mindfulness. These elements work in accordance to allow for an

observation of the present moment’s external events in a mindset free of judgment (Hülsheger et

al., 2013). Research suggests that numerous benefits of mindfulness can be traced back to the

action of experience, such as increased job performance, resilience, and improved physical


health (see Appendix A, Figure 1; Dane & Brummel, 2013; Shapiro, 2007; Kroon et al., 2015;

Bajaj & Pande, 2016; Carver & Scheier, 1981; Brown et al., 2007; Kabat-Zinn et al., 1985;

Davidson et al., 2003). Through the examination of the integration of I-O and positive

psychology, it appears that these benefits work together to establish variables of improvement

that are capable of improving an individual’s physical health, specifically an individual’s

perception of physical health.

Observation in relation to the construction of the improved physical health is rather

modest in comparison to the unity of both observation and presence through experience.

However, sensory monitoring is a useful tool that links observation directly to a perceived

improvement of physical health through experience (Kabat-Zinn et al., 1985). The focus of the

mind in this form of treatment creates positive effects of observation on a negative experience of

life, thus improving the perception of that experience. This form of observation does not appear

to be directly linked to improved performance; however, it does increase the physical health

element of the quality of life, which could be measured as a form of performance.

Presence through experience in relation to physical health does endure qualities of

individual resilience in the face of adversity. For example, sensory monitoring is a relatively

intense form of treatment due to the adverse nature of emphasis on the experience the pain rather

than the avoidance of it (Kabat-Zinn et al., 1985). Experience of the present pain is a learning

process, in the fact that the pain does not necessarily decrease; your perception of the pain

simply adapts resilience to the present pain. In this sense, presence is trained as a tool to connect

the mind and body in order to impact physical health.

Although observation and presence have simple ties to the improved physical health, they

work collectively to establish variables of improvement that are capable of improving an


individual’s physical health, both physically and mentally. The improved and adapted resilience

within the individual through presence is a direct barrier to protect the individual physically and

mentally from the demands of the workplace and pressures to perform. Observation can be

associated with attentiveness to the stressors, while assisting in the balance of work and personal

life. Both presence and observation through experience work to bridge the gap of individual and

work stress through a united solution of mindfulness that trains the mind to experience the

impact of external elements on the perceived physical health.

Discussion

The effects and benefits of mindfulness-based training programs in the workplace reveal

an interconnected relationship between the quality of work and personal life of the employee,

suggesting that the individual development of awareness, observation, and presence on a

personal level are later implemented and used as resources to enhance employee engagement and

effectiveness. Thus, the training of mindfulness would yield the benefits of increased employee

motivation, EQ, job performance, and resilience to the employer, and the personal advancements

of well-being, physical health, and social interaction to the individual (Kroon et al., 2015;

Levesque & Brown, 2007; Charoensukmongol, 2014; Brown & Ryan, 2003; Langer, 1989;

Schutte & Malouff, 2011; Houghton et al., 2012; Dane & Brummel, 2013; Shapiro, 2007; Bajaj

& Pande, 2016; Carver & Scheier, 1981; Brown et al., 2007; Kabat-Zinn et al., 1985; Davidson

et al., 2003). The desired effects of mindfulness for employees and individuals suggest a

probable solution in the application of mindfulness-based training programs in the workplace to

develop an endless resource of ease and ability placed within the employees themselves.

Mindfulness offers a safe and reliable resource to bridge the gap between the quality of work and

personal life, through actions of acceptance, acknowledgement, and experience. The training of


mindfulness results in a newfound balance of engagement and effective control of external

stressors (e.g., long hours, unrealistic job expectations, and too heavy a work load) through

enhancements, such as improved resilience. In both the work and personal life setting,

mindfulness allows for the training of an individual resource to combat occupational and life

stressors, while offering personal enhancements in order to improve the overall quality of life.

Implementation of the training of mindfulness in the workplace, offers an end result larger than

the cultivation of an engaged and effective workforce, it offers individual employees an

opportunity to improve their mental capacity and health for long-term benefits of life and the

organization.

As the study of mindfulness progresses, an investigation of the key components of

mindfulness-based training programs and practice needs conducted in order to identify and

measure areas of effect and improvement. Future study should aim to identify and adjust the

various types of mindfulness-based training programs, accordingly to match the workforce in

terms of ability and preference of practice. Additionally, moving forward the study of the

implementation of mindfulness in the workplace’s impact on the employee and as an individual

should be an area of study, due to the personal revelations and connections found in the training

of mindfulness. These areas of study and identification would allow for the future designs and

application of such programs to be adjusted as custom models for the need of the employees as

the workforce and the organization as a whole.


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Appendix A

Figure 1. Demonstrates the effects of mindful ability through the three elements of action (acceptance, acknowledgment, & experience) learned through the training of the three main components of mindfulness (awareness, observation, & presence), which are observed through the four main factors of the quality of work life (motivation, emotional intelligence, job performance, and resilience) and connected to the three main factors of the quality of personal life (well-being, physical health, & social interaction); all of which encompass elements of employee and individual engagement and effectiveness.

mindfulness in the workplace-cultivation of engaged and effective workforce

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