Does mindfulness matter on employee outcomes? Exploring its effects via perceived stress.

Abstract

Background: This study investigates the relationships between mindfulness, employees' well-being, and intentions to quit their jobs and further examines the mediating role of perceived stress in these relationships. Drawing on the Job Demand-Resources model, we aim to contribute to understanding how mindfulness can impact employee well-being and turnover intentions in a non-Western organizational setting.

Methods: A cross-sectional survey study was conducted with 205 full-time white-collar employees. The study used an online questionnaire consisting of the Perceived Stress Scale, the Mindful Attention Awareness Scale, the Intention to Quit Scale, and the Employee Well-Being Scale. The data were analyzed using a full-latent model with structural equation modeling to investigate the relationships between the variables.

Results: The findings indicate that mindfulness is crucial in influencing employees' turnover intentions and well-being through perceived stress levels. Mindfulness is associated with lower levels of perceived stress, which in turn is positively linked to employee well-being and negatively linked to turnover intentions.

Conclusions: This study underscores the significance of mindfulness in the workplace, particularly in non-western organizational settings. By promoting mindfulness, organizations can potentially enhance employee well-being and reduce turnover intentions, fostering a more positive and productive work environment. The implications of these findings suggest that mindfulness interventions could be beneficial for organizations aiming to improve employee mental health and retention.