Exploring How Mindfulness Links to Work Outcomes: Positive Affectivity and Work-Life Enrichment

Abstract

As evidence accumulates about the link between mindfulness and well-being, organizational scholars have begun to ask how and why mindfulness results in positive change among employees. Drawing on Conservation of Resources Theory and Work-Family Enrichment Theory, we explored the underlying mechanisms that may explain the relationship between mindfulness and work outcomes. Using a community-based sample of 117 employed adults, we found evidence for a serial multiple mediation model of positive affectivity and work-life enrichment in the relationship between mindfulness and work outcomes (i.e., job satisfaction, emotional exhaustion, turnover intentions). These results lend initial support for mindfulness as a psychological resource that helps employees accrue more positive work outcomes through higher positive affectivity and work-life enrichment. Practically speaking, this research suggests that mindful employees may be better equipped at leveraging positive affect, work-life enrichment, and work outcomes. As such, organizations may want to consider offering mindfulness interventions as one possible avenue for boosting employee resources.