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Mindfulness Interventions in the Workplace: A Critique of the Current State of the Literature

机译：在工作场所的谨慎干预：批判于目前的文献状态

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摘要

There is growing research interest regarding the significance of mindfulness in the workplace. Within this body of knowledge, research investigating the effects of mindfulness interventions on employee health and well-being has strong practical implications for organizations. A sound understanding of the current state of the workplace mindfulness intervention literature will help inform the suitability of these interventions within the workplace domain, and how to improve the conduct and communication of intervention-oriented research. Accordingly, in this article, we systematically review 40 published articles of mindfulness interventions in the workplace to identify ways in which these interventions could be improved, and how to overcome methodological concerns that threaten study validity. Studies selected for review were published peer-reviewed, primary empirical research studies written in English, with a focus on a workplace mindfulness intervention. We discuss a range of issues evident within this body of literature, including conceptualizations of mindfulness; the adaptation of protocols to work settings; internal validity in relation to random allocation and control conditions; the use of manipulation checks; attrition, adherence, acceptability, and maintenance of interventions; utilizing objective cognitive measures; examining organizational and well-being outcomes; and establishing boundary conditions. Overall, this review provides a resource to inform scholars to advance this line of inquiry and practitioners who are considering implementing a mindfulness intervention for employees.
机译：关于工作场所在努力方面的重要性，研究兴趣日益增长。在这一知识体内，研究调查心灵干预措施对员工健康和幸福的影响对组织具有很强的实际影响。对当前工作场所的态度干预文献的声音理解将有助于为工作场所领域的这些干预措施提供信息，以及如何改善面向干预研究的行为和沟通。因此，在本文中，我们系统地审查了工作场所的40条发布的谨慎文章，以确定这些干预措施可以改善这些干预的方式，以及如何克服威胁有效性的方法论问题。选择审查的研究是通过英语编写的同行评审，主要实证研究研究，重点是工作场所的谨慎干预。我们讨论这一文学体内明显的一系列问题，包括思想的概念化;协议适应工作环境;与随机分配和控制条件有关的内部有效性;使用操纵检查;干预，依从性，可接受性和维护的干预措施;利用客观认知措施;检查组织和幸福的结果;并建立边界条件。总体而言，本综述提供资源，以通知学者提前推进这一询问和从业者，他们正在考虑为员工实施心态干预。

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