From personal wellbeing to relationships: A systematic review on the impact of mindfulness interventions and practices on leaders

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2022-09-01 DOI:10.1016/j.hrmr.2021.100837

Laura Ilona Urrila

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引用次数: 20

Abstract

This study provides a systematic review of prior empirical research on the impact of mindfulness interventions and practices on leaders. The aim is to integrate existing knowledge and identify future research needs. Mindfulness as a leader-specific practice is defined and discussed to provide conceptual clarity and to highlight the importance of understanding the phenomenon and its value in the context of leadership and individual leader development. A conceptual framework is presented which synthesizes findings from prior works and shows that leaders' mindfulness practices affect various developmental outcomes viewed as important for leaders and leadership. A comprehensive future research agenda for theoretical and empirical advancement is proposed that recommends looking beyond the essential wellbeing and work productivity outcomes and exploring the transformative outcomes of mindfulness interventions and practices related to leaders' relationships and inner growth that involve enhanced self-awareness and social/contextual awareness.

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从个人幸福到人际关系：正念干预和实践对领导者影响的系统综述

本研究对以往关于正念干预和实践对领导者影响的实证研究进行了系统回顾。其目的是整合现有知识并确定未来的研究需求。正念作为一种领导者特有的实践被定义和讨论，以提供概念上的清晰度，并强调理解这一现象及其在领导力和个人领导者发展背景下的价值的重要性。本文提出了一个概念框架，它综合了前人的研究成果，并表明领导者的正念练习会影响对领导者和领导力很重要的各种发展结果。提出了一个全面的未来理论和实证研究议程，建议超越基本的幸福感和工作效率结果，探索与领导者关系和内在成长相关的正念干预和实践的变革性结果，包括增强自我意识和社会/情境意识。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.