Management and Development Process

Purpose: Mindfulness in the workplace serves as a catalyst for enhancing proactive career behavior by promoting interaction, emotional balance, adaptability, and positive interpersonal relationships. Therefore, with the increase in the recognition of the benefits of mindfulness by organizations, it is possible to develop a more dynamic and engaged workforce. Accordingly, this study aimed to investigate the relationship between workplace mindfulness, well-being, and proactive work behavior, through the mediating role of organizational mindfulness.
Methodology: This descriptive correlational study targeted employees of the Iran Oil Pipelines and Telecommunication Company in Lorestan region during 2024. A sample of three hundred participants was selected. The instruments used included the Workplace Mindfulness Questionnaire (Zheng et al., 2022), Organizational Mindfulness Questionnaire (Weick & Sutcliffe, 2001), Organizational Well-being Questionnaire (Waterman, 2008), and Proactive Career Behavior Questionnaire (Parker et al., 2010). Data were analyzed using Structural Equation Modeling (SEM) with SPSS version 26 and AMOS version 22.
Findings: Structural equation modeling analysis confirmed the fit of the proposed model. Results indicate that all direct paths, except for the path from organizational mindfulness to well-being, were statistically significant. Both indirect paths were also significant. Therefore, organizational mindfulness mediates the relationship between workplace mindfulness and both proactive career behavior and well-being.
Originality: By assessing the role of mindfulness in enhancing well-being and proactive career behavior, this study contributes to improving employee quality of life and organizational productivity, which are fundamental principles in industrial and organizational psychology.
Recommendations: Given the confirmation of the proposed model, organizations should provide mindfulness and organizational mindfulness training for employees and pay particular attention to these individual and organizational variables during recruitment and selection processes.