15,125 research outputs found
Do compassionate firms outperform? The role of organizational learning
Purpose – Based on a new management paradigm rooted on care and compassion, this study explores the
consequences of compassion at work on organizational learning and firm performance.
Design/methodology/approach – Structural equation modeling (SEM) was employed to analyze the
research model by using data from two different samples.
Findings – Results confirm that compassion increases firm performance through organizational learning
capability; however, compassion do not enhances directly firm performance.
Research limitations/implications – The study findings indicate that when compassion is propagated
among organizational members, organizations are better able to learn so they obtain a competitive advantage
that is difficult to imitate and leads to higher firm performance.
Originality/value – This study takes a step forward on literature by providing empirical evidence for a
promising area of management research such is compassion in organizations
Work-Related Mental Health and Job Performance: Can Mindfulness Help?
Work-related mental health issues such as work-related stress and addiction to work impose a significant health and economic burden to the employee, the employing organization, and the country of work more generally. Interventions that can be empirically shown to improve levels of work-related mental health – especially those with the potential to concurrently improve employee levels of work performance – are of particular interest to occupational stakeholders. One such broad-application interventional approach currently of interest to occupational stakeholders in this respect is mindfulness-based interventions (MBIs). Following a brief explication of the mindfulness construct, this paper critically discusses current research directions in the utilization of mindfulness in workplace settings and assesses its suitability for operationalization as an organization-level work-related mental health intervention. By effecting a perceptual-shift in the mode of responding and relating to sensory and cognitive-affective stimuli, employees that undergo mindfulness training may be able to transfer the locus of control for stress from external work conditions to internal metacognitive and attentional resources. Therefore, MBIs may constitute cost-effective organization-level interventions due to not actually requiring any modifications to human resource management systems and practises. Based on preliminary empirical findings and on the outcomes of MBI studies with clinical populations, it is concluded that MBIs appear to be viable interventional options for organizations wishing to improve the mental health of their employees
Contemplating Mindfulness at Work: An Integrative Review
Mindfulness research activity is surging within organizational science. Emerging evidence across multiple fields suggests that mindfulness is fundamentally connected to many aspects of workplace functioning, but this knowledge base has not been systematically integrated to date. This review coalesces the burgeoning body of mindfulness scholarship into a framework to guide mainstream management research investigating a broad range of constructs. The framework identifies how mindfulness influences attention, with downstream effects on functional domains of cognition, emotion, behavior, and physiology. Ultimately, these domains impact key workplace outcomes, including performance, relationships, and well-being. Consideration of the evidence on mindfulness at work stimulates important questions and challenges key assumptions within management science, generating an agenda for future research
HOW TO INCREASE EMPLOYEE’S DISCIPLINARY IN FACULTY MEDICINE OF DIPONEGORO UNIVERSITY
Human Capital plays an important role in organization. It is the heart of the organization
strategy. Many factors embeded in it. Public Service employees as government human capital
instead of the contract employees. The quality of the Public Service Employee has recently
become a major issue. It is widely known that Public Service employee is lacking of
disciplin. The issue discuss most in Public service employee’s disciplinary is absentheeism.
This study presents factors that influence the Public Service employee’s disciplinary in
Faculty of Medicine of Diponegoro University.
This research purposes will support the decision – making process to increase the Faculty of
Medicine of Diponegoro University employee’s disciplinary, this study proposing some
models analyzed by SEM. The study population is administration staffs in Faculty of
Medicine of Diponegoro University for both Public Service employees and contract
employees. The respondents are 120 employees whose given some questionaires related to
the study.
The result of the data analysis shows that the human capital is influenced by knowledge
sharing, empowerment and workplace environment. Whilst human capital influences
employee’s disciplinary positively
Celebrating Diversity through Spirituality in the Workplace: Transforming Organizations Holistically
Managing diversity effectively is the key to attract and retain a productive workforce. Research demonstrates that celebrating diversity leads to greater productivity, increased creativity, and heightened morale and motivation. Organizations often benefit from the differing perspectives and rich experiences a diverse workforce provides. Similarly, organizations can enhance their creativity by encouraging diverse perspectives and opinions. Thus, issues of managing diversity, valuing diversity, and celebrating diversity have assumed added importance. This paper suggests that diversity is not a problem, but rather a solution to most of the challenges organizations face such as employee engagement and participation. Managing workforce diversity effectively transcends meeting a company’s legal requirements and complying with equal opportunity and non-discrimination regulation. Leaders need to understand and deal constructively with their own biases and prejudices that hinder diversity. Celebrating diversity is the extension of healthy spirituality that leads us to celebrate our differences and view diversity as different manifestations of the underlying Unity that permeates every phenomenon. This paper discusses key advantages of celebrating diversity, pinpoints barriers to organizational diversity, and offers some perspectives to overcome barriers to inclusiveness
Integrating mindfulness into leadership development
In this article, we illustrate how ideas and practices of mindfulness can be integrated into management education, drawing from our work on postgraduate programs run with working managers. Our purpose is particularly to show how mindfulness can be introduced into the curriculum in a way that is acceptable for participants and clients and brings benefit to participants. Following a brief review of literature on mindfulness in organizations, we share the curriculum innovation we designed and provide detail of its effectiveness derived from our follow-up evaluation
Integrating mindfulness into leadership development
In this article, we illustrate how ideas and practices of mindfulness can be integrated into management education, drawing from our work on postgraduate programs run with working managers. Our purpose is particularly to show how mindfulness can be introduced into the curriculum in a way that is acceptable for participants and clients and brings benefit to participants. Following a brief review of literature on mindfulness in organizations, we share the curriculum innovation we designed and provide detail of its effectiveness derived from our follow-up evaluation
Meditation Awareness Training (MAT) for Work-related Wellbeing and Job Performance: A Randomised Controlled Trial
Due to its potential to concurrently improve work-related wellbeing (WRW) and job performance, occupational stakeholders are becoming increasingly interested in the applications of meditation. The present study conducted the first randomized controlled trial to assess the effects of meditation on outcomes relating to both WRW and job performance. Office-based middle-hierarchy managers (n = 152) received an eight-week meditation intervention (Meditation Awareness Training; MAT) or an active control intervention. MAT participants demonstrated significant and sustainable improvements (with strong effect sizes) over control-group participants in levels of work-related stress, job satisfaction, psychological distress, and employer-rated job performance. There are a number of novel implications: (i) meditation can effectuate a perceptual shift in how employees experience their work and psychological environment and may thus constitute a cost-effective WRW intervention, (ii) meditation-based (i.e., present-moment-focussed) working styles may be more effective than goal-based (i.e., future-orientated) working styles, and (iii) meditation may reduce the separation made by employees between their own interests and those of the organizations they work for
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