Publication Type

Journal Article

Version

Postprint

Publication Date

6-2017

Abstract

Mindfulness in the workplace has emerged as a legitimate and growing area of organizational scholarship. The present research examined the role of employee emotional exhaustion in mediating the relationship of mindfulness with turnover intentions and task performance. Drawing on theory and empirical research on both organizational behavior and mindfulness, we predicted that more mindful employees would show lower turnover intentions and higher task performance and that these relationships would be mediated by emotional exhaustion. We tested these hypotheses in two field studies in an Indian context. Study 1 was a field study of call center employees of a multinational organization, an industry in which turnover rates are very high. This study found that mindfulness was associated with lower turnover intentions and less emotional exhaustion, and that emotional exhaustion mediated the relationship between mindfulness and turnover intentions. Study 2 replicated these results in a sample of employees based in major Indian cities and drawn from different industries. In addition, it showed that mindfulness was positively related to supervisor-rated task performance, with emotional exhaustion again playing a mediating role. We discuss theoretical and practical implications of our findings, as well as future research directions.

Keywords

Emotional exhaustion, Job performance, Mindfulness, Turnover intentions

Discipline

Human Resources Management | Organizational Behavior and Theory

Research Areas

Organisational Behaviour and Human Resources

Publication

Mindfulness

Volume

8

Issue

3

First Page

707

Last Page

716

ISSN

1868-8527

Identifier

10.1007/s12671-016-0648-z

Publisher

Springer Verlag (Germany)

Copyright Owner and License

Authors

Creative Commons License

Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

Additional URL

http://doi.org/10.1007/s12671-016-0648-z

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