MINDFULNESS JOURNEY TOWARD HAPPINESS AT WORK
Transcript of MINDFULNESS JOURNEY TOWARD HAPPINESS AT WORK
MINDFULNESS – JOURNEY
TOWARD HAPPINESS AT
WORK
OUR TODAY PRESENTATION
Happiness & Happiness At Work Concept
Antecedent of Happiness At Work
Consequence of Happiness At Work
Role Mindfulness toward Happiness At Work
Are We Happy During WFH? - Research Finding
Psychological Capital
Happiness At Work
Mindfulness
THE REVIEW
WHAT IS A HAPPINESS?
WHAT IS A HAPPINESS
WHAT IS A HAPPINESS?
“the experience of joy, contentment, or positive well-being, combined with a sense that one's life is good, meaningful, and worthwhile.”
Sonja Lyubomirsky, 2007
“a broad concept that includes experiencing pleasant emotions, low level of negative moods, and high life satisfaction”
Ed Diener, Lucas, Oishi 2005
APPROACH OF HAPPINESS
Hedonic (satisfaction)
Presence of Positive Feelings
Absence of Negative Feelings
Overall Satisfaction in Life
Happiness drives from outside
Eudaimonic – (fulfillment with life)
Self Acceptance
Positive Social Relationships
Personal Growth
Purpose in Life
Environmental Mastery
Autonomy
Personal Expression
Happiness comes with in
HAPPINESS AT WORK
Cynthia D Fisher (2010)*
“… Undoubtedly,the most central and frequently used of these isjob satisfaction, which has a long history as both anindependent and dependent variable in organizationalresearch (cf. Brief 1998; Cranny et al. 1992)”
“In the past two decades, a number of new constructshave emerged which reflect some form of happinessor positive affective experience in the workplace”
“What these constructs have in common is that allrefer to pleasant judgments (positive attitudes) orpleasant experiences (positive feelings, moods, emotions,flow states) at work”
*Professor and Head of the Management Department in the Faculty of Business at Bond University
ANTECENDENT OF HAPPINESS AT WORK
An effective organization should have a culture that takes into account employee's happiness and encourages employee satisfaction (Bhatti, K. K. & Qureshi, T. M. 2007)
HR Practices (redesigning work, offering job security, investing in training and rewarding based on organizational performance (cf. Huselid 1995; Lawler 1992; Pfeffer 1998).
perceptions of organizational climate are consistently and strongly related to happiness in the form of job satisfaction and organizational commitment (Carr et al. 2003).
job characteristics, supervision, pay, and career issues as predictors of happiness (Warr, 1987, 2007)
ANTECENDENT OF HAPPINESS AT WORK
Able to complete tasks satisfactorily
Good in Social Relationships with the Academic Community
The Job it self as a Lecturer
The work gives a positive impact on others
Qualitative Study about Sources of Work Happiness Among Lecturers in Indonesia, n=278 (Hami, Yanuarti & Batubara, 2018)
ANTECENDENT OF HAPPINESS AT WORK
Qualitative Study about Sources of Work Happiness Among White Colar - Y Generation at one of Retail Enterprise in Indonesia, n=290 (Hami, Hinduan & Sulastiana, 2010)
Work Team
Social Interaction
Family Support
Compensation & Benefit
Leader
CONSEQUENCES OF HAPPINESS AT WORK
Creativity and Proactivity at Work
(Amabile et al. 2005; Fritz and Sonnentag 2009)
Reduce Interpersonal Conflict and Enhance Collaborative Negotiation Outcomes (Baron et al. 1990).
Enhance Organizational Citizenship and Reduce Workplace Deviance at (Ilies et al. 2006; Judge et al. 2006).
Positive Mood may Affect Work Motivation (George
and Brief. 1996; and Seo et al. 2004).
ROLE OF MINDFULNESS PRACTICES TO ENHANCE
HAPPINESS AT WORK
Research on mindfulness suggests it is as an inner resourcethat supports beneficial psychological functioning, and thus facilitateswell-being (Brown & Ryan, 2003).
In particular, mindfulnesshas been found to be important in “disengaging individualsfrom unhealthy thoughts, habits, and unhealthy behavioralpatterns” (Brown & Ryan, 2003, p. 823).
ROLE OF MINDFULNESS PRACTICES TO ENHANCE
HAPPINESS AT WORK Duh gimanakerjaan dari
kantor hari iniya?
ROLE OF MINDFULNESS PRACTICES TO ENHANCE
HAPPINESS AT WORK Haduh, kerjaan inibelum beres, tapi
udah dikasihkerjaan baru lagi.
ROLE OF MINDFULNESS PRACTICES TO ENHANCE
HAPPINESS AT WORK
Arkkkhhh…. Bikin keselsemuanya…
ROLE OF MINDFULNESS PRACTICES TO ENHANCE
HAPPINESS AT WORK
Tarik napas…. Tahaan…
hembuskaan… Tarik napas… tahaaan..
hembuskan
Brown and Ryan (2003) view its awareness as the background “radar” of consciousness, implying the ongoing monitoring of the inner (mind and body) and outer environments.
a person may be aware of stimuli without any one stimulus being at the center of attention. Attention is a process of focusing conscious, sustained awareness, and hence heightens sensitivity to a limited range of stimuli (Brown & Ryan, 2003).
Both attention and awareness are constant features of normal daily functioning, and mindfulnessis considered to be the enhanced, receptive attention to, and awareness of, current experience or present reality, without evaluation, judgment or cognitive filters (Brown & Ryan, 2003; Brown et al., 2007).
ROLE OF MINDFULNESS PRACTICES TO ENHANCE
HAPPINESS AT WORK
Oh… gituternyata. Pasti
beres deehkerjaannya.
There are two primary mental processes through which mindfulness operates, as well as secondary processes (Glomb et al., 2011).
First, mindful individuals decouple themselves from events, thoughts, and emotions. For example when under threat, rather than personalizing events a mindful person simply notices but does not judge or categorize.
Second, mindfulness decreases automatic mental processes where past cognitive habits, thinking patterns, and experiences constrain thinking (Glomb et al., 2011)
This leads to secondary processes, such as decreased rumination and greater affective regulation (Glomb et al., 2011). Such secondary processes reflect individuals’ deliberate choice in response to a situation, rather than simply reflexively reacting to situations.
ROLE OF MINDFULNESS PRACTICES TO ENHANCE
HAPPINESS AT WORK
Yesss.. Berhasil Selesai…. Akuuu bahagiaaaaa…..
ROLE OF MINDFULNESS PRACTICES TO ENHANCE
HAPPINESS AT WORK
Semakin semangatbekerja.. Semakin
produktif
ROLE OF MINDFULNESS PRACTICES TO ENHANCE
HAPPINESS AT WORK
Alhamdulilaaahnaek jabatan…
Aware about what we have, what we have to develop
We know more about our goals
Our HAPPINESS AT WORK will be elevate...
1 3
2
Full of awareness (about self, environment,
event, etc)
Aroused, begin to attentive to environment, realize to
what happen “now” around us
Insensible, ignorance, unaware (about self, environment,
event, etc)
Mindfulness
Mindfulness means being awake.
It means knowing what you are doing.
Jon Kabat-Zinn
POLLING TIME
ARE WE HAPPY DURING WFH?
– RESEARCH FINDING
WHY THIS RESEARCH IMPORTANT?
Pandemic Covid 19Changes our life Work From Home Work Habit challenges
among employeesAre They Happy
during WFH?
Is it WFH important to balance our happiness and productivity ?
25%
32%
30%
11%
2%
Ages 20-30 yo
Ages 31-40 yo
Ages 41-50 yo
Ages 51-60 yo
Ages >60 yo
00%
05%
10%
15%
20%
25%
30%
35%
40%
45%
0 1 children 2-3 children 4-5 children 6 children
Number of Children
Married
Single
Divorced
Widowed
DEMOGRAPHIC (n=1140)
Permanent Employee
Temporary Employee
Freelancer Others
DEMOGRAPHIC (n=1140)
Staff
Supervisor
Manager
General Manager
Director
DEMOGRAPHIC (n=1140)
KEY FINDINGS
3,23,33,43,53,63,73,83,9
4 Single had significantly differences in happiness at work level compared to other respondents(Sign.0.00, df = 3, F: 9,794)
These finding related to some condition : • Cohabitation • Support System • Financial Support (better standard of
living than before married)• Well being of the widowed/divorced
who are old is better than the young0
0,5
1
1,5
2
2,5
3
3,5
4
30-45 yo 46-55 yo 56-65 yo
HAPPINESS INDEX IN DIVORCED AND WIDOWED RESPONDENTS
Happiness at Work and Demographic Aspect
0,00
1,00
2,00
3,00
4,00
5,00
20-30 yo 31-40 yo 41-50 yo 50-60 yo >60 yo
Mean
Significant differences among group of ages (F = 5.005; Sign.0.001)
The older worker feel happier than the younger worker during WFH
Previous research stated that U-Shape Curve in age and happiness, but it will depend on the environment itself (place, family, level happiness of the country) (Graham & Pozuelo, 2017) – check to our findings
KEY FINDINGS
0,00
0,50
1,00
1,50
2,00
2,50
3,00
3,50
4,00
4,50
5,00
Sumatra Banten Jabar Jakarta Jateng Jatim Kalimantan Timur Bali
First Week Recently
Happiness relatively decrease from the 1st week – 8th week – WHY ??
Obstacles/challenges during WFH
Communication and Work Coordination
Technology Readiness
Work Demand
Time Management & Focus
Mood, motivation, bored
Happiness at Work During WFH
0,00
1,00
2,00
3,00
4,00
5,00
Work Satisfaction During WFH
Significant differences beteween groups in work satisfaction during WFH
(Sign. 0.00, F = 0.4571)
Depend on the work characteristic of each area/region
3,4 3,5 3,6 3,7 3,8 3,9 4
Assured WFH for Health
Leader-Member Relation
Management Concern
Skill Usability
Income during WFH
Feeling Safe and Comfort
Factors of Work Satisfaction During WFH
Work Satisfaction during WFH
33,13,23,33,43,53,63,73,8
Highschooldegree
Diplomadegree
BachelorDegree
MasterDegree
DoctoralDegree
MEAN OF HAPPINESS INDEX
3,1
3,2
3,3
3,4
3,5
3,6
3,7
3,8
TemporaryEmployee
Freelancer PermanentEmployee
MEAN OF HAPPINESS INDEX
• Sinificant differences among group of work status (Sign : 0.00, df = 2, F : 21.534).
• Related to job security, income stability• Temporary & informal work affect the well-being
(Boyce et al. 2010; De Cuyper and De Witte 2006a, b; Pouwels et al. 2008; Silla et al. 2009
• Related to EPL (Employment Protection Legislation) on the country, more strict on EPL – no differences on satisfaction and happiness & vice versa
• The result related to self confidence, self estimation of acquiring knowledge (Cunado, & Gracia, 2012)
• And also educational flourishing (Jongbloed, 2018)• Flourishing - Seligman’s (2011) measure focuses on
what things people value for their own sake rather than for instrumental reasons, includes positive emotion, engagement, (positive) relationships, meaning in life, and accomplishments (Forgeard et al., 2011)
WFH Happiness Factors
06
More Productive
DO EMPLOYEES AGREE TO CONTINUE THE WFH?
Another our survey (n=143) said that...
• Almost 50% of the respondent agree to continue to work from home after pandemic is over
• The reasons are : WFH make them more productive, working flexibility (place and time), feel safe, family reason.
• The rest of the respondent refuse to continue WFH because of the following reasons : work characteristic, work process, ineffective work, work facility
How about you ??Let’s check our today
polling.
Practices mindfulness,meditate, mindful breathing
and movement, before or after working
Value ourself using gratitude journal
Good mood. Sip a coffee, go for a walk, and make work goals for
the day
Do your hobby (gardening, cooking, work out, paiting)
Avoid negative contemplation, unnecessary judgement or gossips
that will result negative affect
Strategies to Maintain our Happiness At Work
Maintaining and following a flexible work schedule
Positive feedback and acknowledge effort from leader/employer to
member/employee
Help for others colleague. Altruists in the workplace are more likely to feel satisfied and
are happier at work. (Moynihan, 2013)
Strategies to Maintain our Happiness At Work
REFERENCES
• Gove, W. R., & Shin, H. C. (1989). The psychological well-being of divorced and widowed men and women: An empirical analysis. Journal of Family Issues, 10(1), 122-144.
• Graham, C., & Pozuelo, J. R. (2017). Happiness, stress, and age: How the U curve varies across people and places. Journal of Population Economics, 30(1), 225-264.
• Jongbloed, J. (2018). Higher education for happiness? Investigating the impact of education on the hedonic and eudaimonic well-being of Europeans. European Educational Research Journal, 17(5), 733-754.
• Karabchuk, T., & Soboleva, N. (2019). Temporary Employment, Informal Work and Subjective Well-Being Across Europe: Does Labor Legislation Matter?. Journal of Happiness Studies, 1-23.
• Moynihan, D. P., DeLeire, T., & Enami, K. (2015). A life worth living: Evidence on the relationship between prosocial values and happiness. The American Review of Public Administration, 45(3), 311-326.
• Seligman, M. E. (2011). Flourish: a visionary new understanding of happiness and well-being. Policy, 27(3), 60-1.
• Stack, S., & Eshleman, J. R. (1998). Marital status and happiness: A 17-nation study. Journal of Marriage and the Family, 527-536.