Akademik Veri Yönetim Sistemi
I SADAB XIV. INTERNATIONAL CONFERENCE ON SOCIAL RESEARCH AND BEHAVIORAL SCIENCES, Antalya, Türkiye, 17 - 18 Ekim 2023, ss.71
A RESEARCH ON THE EFFECT OF MINDFULNESS ON ORGANIZATIONAL HEALTH IN WORKING LIFE
Abstract
Mindfulness; it is stated that it is theorized simply as “receptive attention and awareness towards current events and experiences”. Awareness is a person's closest and direct contact with reality. When a stimulus is strong enough, attention is engaged and manifests itself as the initial “noticing” of or “returning” to the object. Increasing research, especially in recent years, shows that mindfulness provides physical, psychological and performance benefits. This has caused the concept of mindfulness to become increasingly popular among different fields, including organizations, managers, employees, coaches and psychologists (Hyland, Lee and Mills, 2015). This study was carried out to determine the effect of mindfulness on organizational health. Data were collected from 620 blue and white-collar volunteers working actively in Istanbul. The sample group was reached by convenience sampling method. Analyzes were carried out on 615 valid surveys. As a result of the correlation analysis, a positive, highly significant relationship was found between Mindfulness and Organizational Health (r= 782, p<0.01). As a result of regression analysis; It was determined that the power of mindfulness to explain organizational health was 61.1%. When the interaction on the basis of sub-dimensions was examined, it was determined that mindfulness had an impact on the sub-dimensions of organizational health. When the analyzes to test the explanatory power and effect are examined; When the β value is examined, it is seen that the independent variable has an effect. When the findings were examined, it was determined that the effect power of the mindfulness dimension was 78.2%. Regression analysis, which aims to explain the cause and effect relationship, proves that there is a positive interaction between two variables. In other words, employees' high perception of mindfulness enables them to attribute healthily to organizations and perceive the results more healthily. According to the findings, it was determined that the 51.9% change in the General Level sub-dimension was due to the independent variable. It was determined that the 22.6% change in the Individual Level sub-dimension was due to the independent variable. When β values were examined, it was determined that the effect power of the mindfulness dimension was 47.5%. It was determined that the impact and explanatory power decreased based on this dimension. It was determined that the 38.5% change in the Organizational Level sub-dimension was due to the independent variable. When β values were examined, it was determined that the effect power of the mindfulness dimension was 62.0%. As a result of the regression analyses, it was determined that there was a significant relationship and interaction between the dependent variable and the independent variable. In addition, when this interaction was examined on the basis of sub-dimensions, it was determined that the sub-dimension with the most impact was the general level. As a result of the research, it was determined that as mindfulness increases, healthy perception and attribution of organizations also increases. In fact, it has been determined that
employees with high mindfulness consider their organizations to be healthy at a general level. It was found that similar results were obtained with the literature. When their influence power is examined, it is seen that there are different factors that are likely to affect organizational health. For future studies, it is recommended to examine the effect of the personality factor, which is likely to affect both mindfulness and organizational health.
Keywords: Organizational Behavior, Mindfulness, Organizational Health.