Mindfulness at work (Glomb, Duffy et al, 2012) - Human Resources

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136THERESA M. GLOMB ET AL.predictions of self-determination theory (Ryan & Deci, 2000) and wassupported empirically by Chatzisarantis and Hagger (2007), who found thatintentions for physical activity in leisure time predicted actual physicalactivity among individuals high in trait mindfulness.Greater alignment between goals and values is also associated withpersistence toward goal accomplishment. Self-determined goals elicit moreeffort (Bono & Judge, 2003; Sheldon & Elliot, 1999) and also lead to greaterpersistence, even in the face of challenges. Mindfulness also reduces the extentto which people see barriers to goal accomplishment, or obstacles in goalpursuit, as indications of their competency (e.g., decoupling of self fromexperiences). Challenges often trigger derailing negative, self-critical, reactive,and judgmental thoughts. As individuals attempt to avoid dealing with thesechallenging threats to self, persistence lags (Teasdale, Segal, & Williams, 1995).By allowing negative thoughts to occur without judgment and reaction, thethoughts and concomitant frustration dissipate, allowing successful goalpursuit (Brown et al., 2007). Empirical evidence has supported the notion thatmindfulness plays a significant role in persistence (e.g., Evans, Baer, &Segerstrom, 2009). Rather than being absorbed in a dysfunctional cycle ofrumination, mindfulness helps people maintain cognitive focus (Chamberset al., 2009; Chambers, Lo, & Allen, 2008). We suggest this occurs becausemindful people are pursuing goals that are important to them, andmindfulness helps them cope more effectively with obstacles.The implications for increased self-determination and persistence at workare broad reaching. Existing research links goal self-concordance directly tojob satisfaction and organizational commitment (Bono & Judge, 2003),increased job satisfaction (Judge, Bono, Erez, & Locke, 2005), and increasedeffort and performance on creative tasks (Bono & Judge, 2003). Additionally,Sheldon, Turban, Brown, Barrick, and Judge (2003) suggested that selfdeterminationincreases goal-commitment and learning efforts, and ultimatelyincreases learning. A series of studies also link goal self-concordance toincreased effort, improved goal attainment, and greater satisfaction with goalattainment (Sheldon & Elliot, 1999). In summary, we expect that mindfulness,primarily via reduced automaticity of thought, will lead employees to both bemore productive and to experience greater satisfaction from their work.Other Secondary ProcessesSo far we have identified major processes we believe to be central in theoperation of mindfulness. However, the literature has provided suggestive
Mindfulness at Work 137evidence for additional processes. In the following text, we detail two suchprocesses: increased working memory capacity and more accurate affectiveforecasting. Although these issues did not arise directly in our interviews,empirical evidence suggests that mindfulness may increase working memoryand improve affective forecasting.Increased Working MemoryWorking memory or ‘‘the cognitive mechanism that allows us to keep alimited amount of information active for a limited period of time’’ (Elzinga &Roelofs, 2005, p. 98), plays a key role in self-regulatory processes because itis used to manage cognitive demands and to regulate emotions (e.g.,Schmeichel, Volokhov, & Demaree, 2008). The existing literature hasprovided considerable evidence that highly stressful or demanding situationsdeplete working memory capacity, partly because stressful or otherphysiologically and emotionally activated situations cause the adrenalglands to release stress hormones (e.g., cortisol) to meet situational demands(e.g., Roozendaal, 2002). Although helpful in activating response systems,elevated cortisol levels in stressful situations have the unfortunateconsequence of inhibiting working memory (Oei, Everaerd, Elzinga, VanWell, & Bermond, 2006). Indeed, working memory is considered to be oneof the memory functions most affected by cortisol (Elzinga & Roelofs,2005).Given the link between mindfulness and physiological balance andawareness, and building on the growing research in this area (e.g., Jha,Stanley, Kiyonaga, Wong, & Gelfand, 2010), we propose that mindfulnessmeditation will improve working memory in work settings. In a recent studyof military employees, Jha and her colleagues (2010) hypothesized andfound that mindfulness practices protected working memory fromdegradation during a stressful predeployment phase for soldiers whocompleted an 8-week mindfulness training program. Results confirmed anincrease in working memory capacity for soldiers who were trained and whopracticed and degradations in working memory capacity for those who weretrained but did not practice, consistent with expectations for individuals instressful environments. Jha and her colleagues proposed that mindfulnessmay help cultivate a ‘‘working memory reserve’’ (p. 62). In addition, theyfound that the increase in working memory capacity associated withmindfulness training led to reduced negative affect.Although not a focus of their study, this research is also consistent withthe notion that mindfulness is associated with improved self-regulationbecause it affects the brain’s capacity for balanced physiological regulation.
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