Mindfulness, job satisfaction and job performance: Mutual relationships and moderation effect
| Authors | |
|---|---|
| Year of publication | 2016 |
| Type | Article in Proceedings |
| Conference | Smart and Efficient Economy: Preparation for the Future Innovative Economy |
| MU Faculty or unit | |
| Citation | |
| Web | on-line proceedings |
| Field | Management and administrative |
| Keywords | mindfulness; job performance; job satisfaction; dynamicity; neuroticism |
| Attached files | |
| Description | Purpose of the article: This article examines the relationship between mindfulness, job satisfaction and job performance. Methodology/methods: We used a self-report job performance questionnaire, a job satisfaction scale from the Job Diagnostic Survey and the Czech version of the Five Facet Mindfulness Questionnaire. We excluded 8 items from the Five Facet Mindfulness Questionnaire Observing subscale following suggestions of other authors who measured mindfulness in a population without meditation experience. The sample consists of 241 Czech employees. We did not focused on employees with an experience with mindfulness training and/or meditation. Scientific aim: We examined the mutual relationships between all three variables while specifically focusing on mindfulness as a possible moderator in the relationship between job satisfaction and job performance. We also controlled the influence of neuroticism (NEO-FFI), job dynamicity and respondents’ sex. Findings: Job dynamicity, neuroticism and sex were weak predictors of job performance. Mindfulness had weak positive effect on job performance, too. However, mindfulness did not help to explain the variance in job performance beyond neuroticism, job dynamicity and sex. Mindfulness also had no relationship to job satisfaction. We did not find a significant relationship between job satisfaction and job performance and results did not support the hypothesis that mindfulness was a moderator of the relationship between job satisfaction and job performance. Conclusions: We extrapolate our findings to reflect on a potential utility of mindfulness training. For further research we would suggest exploring the relationship between mindfulness and job performance in an experiment using mindfulness training for individuals with a high level of neuroticism. |
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