Workplace mindfulness

Abstract

Workplace mindfulness refers to an individual-level variance in the extent to which one is consciously attentive to their work settings, both internally and externally (Dane, 2011; Dane & Brummel, 2014). In particular, the role of human resources (HR) in implementing and facilitating workplace mindfulness within organizations is understudied. Therefore, addressing the call for future research by Qiu and Rooney (2019), the current chapter evaluates the role of HR infrastructure in promoting workplace mindfulness. Workplace mindfulness is positively associated with work engagement and job performance (Dane & Brummel, 2014). Given the associated beneficial outcomes, fostering mindfulness among employees is of interest to employers. Empirical evidence suggests that individual discrepancy in workplace mindfulness is contingent upon “a combination of dispositional, experiential, and contextual factors” (Dane & Brummel, 2014, p. 108). In that vein, the current chapter strives to evaluate the role of organizational routines in effectively implementing workplace mindfulness through HR infrastructure.