| dc.description.abstract | Background. Mindful organizing is characterized by a continuous exchange of ideas,
thoughts, and information, allowing teams to work nearly error-free under high-risk circumstances. With rising numbers of research being done on the outcomes of mindful organizing, the number of inconsistencies is growing respectively. There are two opposing lines of research concerning the affective and attitudinal outcomes of mindful organizing, with one pointing to the detrimental and one to the beneficial effects of the construct. Objectives. It is hypothesized that mindful organizing is positively linked to well-being, perceived relatedness, and affective commitment. Moreover, it is proposed that first, perceived relatedness explains the relationship between mindful organizing and well-being, and second, that well-being explains the link between mindful organizing and affective commitment.
Methods. By applying a cross-sectional study design, 80 employees took part in an online survey. Two mediation analyses were conducted.
Results. Results indicated that mindful organizing was positively linked to well-being, perceived relatedness, and affective commitment. However, no evidence for the mediating roles of perceived relatedness and well-being was found.
Conclusions. I conclude that mindful organizing has the potential to produce positive affective and attitudinal responses in employees, working in non-high-reliability organizations. Thereby, this paper makes valuable contributions to the mindful organizing literature, by resolving controversies regarding the proposed positive and negative outcomes of the construct.
Keywords: mindful organizing, well-being, affective commitment, relatedness, self- determination theory | |
