Q2. What are the future works in this paper?
In this section the authors offer how future research can build on the findings in this study. For example, future research could use a diary-method ( e. g. Ohly, Sonnentag, Niessem, & Zapf, 2010 ) and ask training participants to report on random intervals during the training period about their positive experiences of flow and authentic functioning.
Q3. What does Heppner et al. (2008) show?
Heppner et al. (2008) demonstrated that mindfulness, both statistically and dynamically, helps to reduce aggressive behavior in response to social exclusion feedback (e.g., “Nobody wants to work with you”).
Q4. What is the role of mindfulness in promoting engagement in work?
Mindfulness can be instrumental in shifting one’s perspective or “reperceiving” what is already known (Carmody, Baer, Lykins & Olendzki, 2009; Shapiro et al., 2006), thus keeping employees interested, attentive, and involved in their work.
Q5. What effect did the authors find between time and meditation practice after training?
The authors found no significant interaction effect between time and meditation practice after training, Wilks Lambda = .97; F(6, 50) = .25; p = .96, suggesting that changes cannot be attributed to amount of meditation practice after training.
Q6. What does Shapiro et al. (2006) say about mindfulness?
Shapiro et al. (2006) summarized that mindfulness training operates through the clarification of one’s personal values and related increases in self-management.
Q7. What is the importance of staying true to one’s core sense of self?
This is important as staying true to one’s core sense of self clarifies how mindful employees attain more stable work-related well-being.
Q8. What did the authors find when the authors constrained the factor correlation to unity?
When the authors alternately constrained each pairwise factor correlation to unity, the authors found that, in each case, constraining the factor correlation significantly worsened model fit (p < 0.05), suggesting that their study variables are distinct.
Q9. What is the difference between flow and work engagement?
however, is a short-term and more fleeting experience of being fully there in the present moment (Csikszentmihalyi, 1997), whereas work engagement reflects more stable or eudaimonic well-being.
Q10. What did the authors find when the authors constrained the factor loadings from the different time periods to be?
In addition, when the authors constrained the factor loadings from the different time periods to be equal, the authors found no significant drop in model fit.
Q11. What is the relationship between mindfulness and authentic functioning?
The authors predict that mindfulness is related to authentic functioning in that a receptive internal awareness of one’s thoughts, emotions and behaviors helps individuals to become more aware of one’s “true” self (Brown & Ryan, 2003).