Hostname: page-component-586b7cd67f-rcrh6 Total loading time: 0 Render date: 2024-12-01T01:19:40.613Z Has data issue: false hasContentIssue false
  • English
  • Français

How Does Employee Mindfulness Reduce Psychological Distress?

Published online by Cambridge University Press:  17 December 2015

Erin M. Eatough
Erin M. Eatough*
Affiliation:
Department of Psychology, Weissman School of Arts and Sciences, Baruch College and The Graduate Center, The City University of New York
*
Correspondence concerning this article should be addressed to Erin M. Eatough, Department of Psychology, Weissman School of Arts and Sciences, Baruch College and The Graduate Center, The City University of New York, One Bernard Baruch Way, New York, NY 10010. E-mail: [email protected]
Get access Rights & Permissions [Opens in a new window]

Extract

As pointed out by Hyland, Lee, and Mills (2015), the most prominent effect of mindfulness is a significant decrease in experienced stress levels, and one of the most popular mindfulness interventions is mindfulness-based stress reduction. When it comes to psychological stress, desirable outcomes are both expected and documented for employees who adopt a mindful approach to work. But how are these beneficial effects happening, exactly?

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 8 , Issue 4 , December 2015 , pp. 643 - 647
Copyright
Copyright © Society for Industrial and Organizational Psychology 2015 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Baumeister, R. F., Bratlavsky, E., Muraven, M., & Tice, D. M. (1998). Ego depletion: Is the active self a limited resource? Journal of Personality and Social Psychology, 74, 1252–1265.CrossRefGoogle Scholar
Ghorbani, N., Watson, P. J., Farhadi, M., & Chen, Z. (2014). A multi-process model of self-regulation: Influences of mindfulness, integrative self-knowledge and self-control in Iran. International Journal of Psychology, 49 (2), 115–122.Google Scholar
Glomb, T. M., Duffy, M. K., Bono, J. E., & Yang, T. (2011). Mindfulness at work. In Martocchio, J., Liao, H., & Joshi, A. (Eds.), Research in personnel and human resource management (pp. 115–157). Bingley, United Kingdom: Emerald.Google Scholar
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513–524.Google Scholar
Hyland, P. K., Lee, R. A., & Mills, M. J. (2015). Mindfulness at work: A new approach to improving individual and organizational performance. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8 (4), 576–602.Google Scholar
Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping. New York, NY: Springer.Google Scholar
Semmer, N., Jacobshagen, N., Meier, L., & Elfering, A. (2007). Occupational stress research: The “stress as offense to self” perspective. In Houdmont, J. & McIntyre, S. (Eds.), Occupational health psychology: European perspectives on research, education and practice (pp. 43–60). Maia, Portugal: ISMAI.Google Scholar
Weinstein, N., Brown, K. W., & Ryan, R. M. (2009). A multi-method examination of the effects of mindfulness on stress attribution, coping, and emotional well-being. Journal of Research in Personality, 43, 374–385. doi:10.1016/j.jrp.2008.12.00Google Scholar