ABSTRACT
Workplace mindfulness is a recent fad driving much academic focus in organizational research. However, systematic integration of the mindfulness literature highlighting the individual-, group-, and organizational-level antecedents and consequences is rare to find. To the best of my knowledge, one such literature review, conducted by Sutcliffe, Vogus, and Dane (2016), reported the antecedents and consequences (for example, performance and well-being) only at the individual and organizational level and not at group level. The current chapter presents a systematic representation of some of the established antecedents and consequences of mindfulness from the psychological and organizational science domain. It identifies the various perspectives, types, and available measures of workplace mindfulness. Later, it presents multiple individual-level (socio-demographic, personality, job experience, and cognition), group-level (group membership, teamwork, and mindful infrastructure), and organizational-level (organizational environment, leadership, culture, and practices) antecedents to mindfulness. Next, it presents individual-level (well-being and performance), group-level (performance, relationship, and negotiation), and organizational-level (performance, leadership, organizational learning, routines, and change) consequences of mindfulness. Finally, the chapter highlights some conceptual and methodological limitations that exist within the current state of mindfulness research and throws light on the future research directions.
