Abstract
This paper explores the relationship between individual mindfulness and organizational mindfulness. Many authors consider these concepts to be related and interlocked, however, the exact nature of this connection is still unclear. Therefore, we investigate the link between these two concepts using both literature review approach and theoretical reflection. The results of the literature review are classified and synthesized in a constructive way into a theoretical framework that sheds light on the main aspects of the relationship between individual and collective mindfulness. Our research shows that the existence of organizational mindfulness implies the existence of mindfulness on the individual level. Individual mindfulness is a necessary, but not sufficient condition to developing organizational mindfulness. Additional factors other than individual mindfulness must be included in order to increase organizational mindfulness. The reason for this is the difference between individual mindfulness, an intrapsychic process of individuals, and organizational mindfulness, which is a function of social procedures in an organization.
Highlights
Mindfulness as a concept only appeared in organizational science at the end of the 20th century, it has been known for much longer in eastern Buddhist traditions
If we look at the connection between organizational and individual mindfulness, we see that organizational mindfulness implies individual mindfulness
We explored the relationship between individual and organizational mindfulness from two directions: whether organizational mindfulness in some particular way is connected to individual mindfulness, and whether individual mindfulness in some particular way is connected to organizational mindfulness
Summary
Mindfulness as a concept only appeared in organizational science at the end of the 20th century, it has been known for much longer in eastern Buddhist traditions. The concept of mindfulness has been steadily gaining attention, and some groundbreaking studies have been published on this topic (for details see Good et al, 2016). There remain many topics and issues which need to be debated. There is a general agreement in the scientific community that individual mindfulness has positive effects on a wide variety of employee performance factors, including resistence to stress (Hu€lsheger et al, 2013), flexibility and creativity (Ie et al, 2012), problem-solving skills (Olafsen, 2017), and productivity (Langer, 2016).
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
