Bevlogenheid (of work engagement, wat ik eigenlijk een mooiere term vind) is een aantrekkelijke en nuttige gemoedstoestand die mensen kunnen hebben in hun werk (lees meer). Bevlogenheid kenmerkt zich door vitaliteit, toewijding en absorptie en heeft als voordelen dat mensen productiever, creatiever, hulpvaardiger en tevredener zijn in hun werk. Er is al redelijk veel bekend over hoe bevlogenheid tot stand komt. Zowel factoren in de situatie als in de persoon dragen er aan bij. Een persoonlijke factor die samenhangt met bevlogenheid is bijvoorbeeld de groeimindset. Nieuw onderzoek van Franziska Depenbrock (2014) laat zien dat ook mindfulness samenhangt met bevlogenheid. Dit interesseert me natuurlijk wel omdat ik recent enkele berichtjes heb geschreven over de vele voordelen van mindfulness meditatie (Flow en mindfulness, Bewijs voor de voordelen van mindfulness-meditatie en Mindfulness-meditatie en progressiegericht werken). De verwachting dat mindfulness ook een bufferende werking heeft tegen ondermijnende effecten van negatieve gevoelens en gebeurtenissen op work engagement werd niet bevestigd in dit onderzoek. Lees hieronder de samenvatting van het artikel.
| Trainingen Progressiegericht Werken |
Being mindfully aware and engaged at work? The role of affect regulative processes for the relationship between daily levels of mindfulness and work engagement
Franziska Depenbrock (2014), Maastricht University Master thesis
Abstract: The present study investigated the relationship between mindfulness, defined as a state of receptive attentiveness to and awareness of the current moment, and employees’ engagement at work. Furthermore, the role of affect regulative processes for this relationship was explored: First, positive affect was examined as a mediator between mindfulness and work engagement. Second, mindfulness was examined as a buffer against the detrimental effects of negative affect and negative affective events on work engagement. Seventy-six employees reconstructed their activities and experiences at work episodically on a workday (57% female, M age = 40 years). Results partially confirmed the hypotheses. Multilevel analysis revealed that mindfulness was positively related to work engagement, and, as predicted, this relationship was partially mediated by positive affect. In addition, mindfulness was found to moderate the negative affect-engagement relationship. However, contrary to expectation, negative affect was negatively related to work engagement in highly mindful individuals, while for individuals low in mindfulness negative affect was positively related to work engagement. Practical implications for using mindfulness to foster work engagement and directions for future research are discussed in conclusion.
Mindfulness at Work: Positive Affect, Hope, and Optimism Mediate the Relationship Between Dispositional Mindfulness, Work Engagement, and Well-Being
Peter Malinowski, Hui Jia Lim
http://link.springer.com/article/10.1007/s12671-015-0388-5#page-1
Abstract: Mindfulness has been described as a state of awareness characterized by refined attentional skills and a non-evaluative attitude toward internal and external events. Recently, it has been suggested that higher levels of mindfulness may be beneficial in the workplace and first programs aiming to increase mindful awareness in occupational settings have been introduced. The current study underpins these developments with empirical evidence regarding the involved psychological processes, by investigating the relationship between dispositional mindfulness, work engagement, and well-being in 299 adults in full-time employment. As hypothesized, the results confirm that self-reported mindfulness predicts work engagement and general well-being. Furthermore, these relationships are mediated by positive job-related affect and psychological capital (hope, optimism, resiliency, and self-efficacy). Investigating mindfulness and psychological capital as multi-faceted concepts by means of structural equation modeling yielded a more precise picture. The ability to step back from automatic, habitual reactions to distress turned out to be the mindfulness facet most central for predicting work engagement and well-being. Furthermore, mindfulness exerts its positive effect on work engagement by increasing positive affect, hope, and optimism, which on their own and in combination enhance work engagement (full mediation). Well-being, on the other hand, is directly influenced by mindfulness, which exerts additional indirect influence via positive affect, hope, and optimism (partial mediation). Although exploratory in nature, the results identify non-reactivity and non-judging as important mindfulness skills in the workplace.