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Introduction Research on mindfulness has its origin in the 1970’s (Langer & Moldoveanu, 2000; Rosenberg, 2004) and shows beneficial effects on clinical interventions, psychological outcomes, health, and well-being (Brown & Ryan, 2003; Ludwig & Kabat-Zinn, 2008; Jain et al, 2008). Regarding the work context, the investigation of mindfulness as defined by Brown and Ryan (2003) has been intensified in recent years (cf. McCracken & Yang, 2008; cf. Williams, Ciarrochi, & Deane, 2010). However, it is still underrepresented (Dane, 2010). Thus, research is often literature-based, or of exploratory nature (c.f. Dane, 2010; c.f. Hunter & McCormick, 2008; c.f. Marianetti & Passmore, 2010). Concerning the relationship between mindfulness and performance, research focuses primarily on task performance (cf. Dane, 2010; cf. Shao & Skarlicki, 2009). Only few studies associate mindfulness with other forms of performance such as citizenship behavior (cf. Giluk, 2010; cf. Roche & Haar, 2010). Regarding well-being at work, research targets the effects of mindfulness training on single, negative work-related outcomes, in particular stress perception and job burnout-predominantly in the health service sector (cf. Cohen, Sawyer, & Miller, 2009; cf. Narayanan & Moynihan, 2006; cf. Shapiro, Astin, Bishop, & Cordova, 2005). Results on the relationship between mindfulness and positive work-related concepts of well-being such as job satisfaction are still scarce (cf. Benoot, 2008, cf. Mackenzie, Poulin, Seidman-Carlson, 2006). The present work has three aims: Firstly, this thesis targets the relationship between mindfulness and helping and cooperation with others as a crucial component of contextual performance. This represents a counterweight on the current focus on task performance in the research on mindfulness and work performance. Secondly, concerning well-being, the present work aims at the examination of the relationship between mindfulness and strain as a global negative work-related concept. Thirdly, in alignment with the upcoming positive psychology (Diener, Suh, Lucas, & Smith, 1999; Maslach, Schaufeli, & Leiter, 2001), this paper also focuses on the association between mindfulness and work engagement.
3. Hypotheses The following section contains three hypotheses about the relation of mindfulness to Hypotheses contextual performance and to well-being at work. I propose that mindfulness is a) positively related to helping and cooperating with others, mediated by empathy, b) negatively related to strain, and c) that it has a positive relationship with work engagement. Figure 1 illustrates these hypotheses, which will then be outlined in detail. Mindfulness Figure 1. Model of hypotheses Helping and Cooperating with others Strain Work Engagement Contextual Performance Well-Being
Page 1 and 2: Mindfulness at Work and Its Relatio
Page 3 and 4: Acknowledgements First of all, I wo
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Page 11 and 12: comparability and generalization of
Page 13 and 14: Discussion work engagement concept
Page 15 and 16: References Aboa-Éboulé, C., Briss
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