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Mindfulness, a kind of mental perception, has a long history in Buddhist spiritual traditions, but has also a well-developed use in clinical psychology as a mental health intervention. Meditative mindfulness provides therapeutic benefits in the treatment of mental trauma. Recently, an interest in the outcomes derived from meditative mindful experience has emerged in tourism studies. Tourists experiencing a mindful-like event may get a sense of peacefulness and a harmonic relationship between the self and the environment. This chapter discusses how meditative mindfulness can be integrated into tourism experiences and create subtle therapeutic-like effects. Theoretically, this study bridges the relationship between a meditative mindful tourist experience and its perceived consequences. Practically, it explains how to generate mental health outcomes from tourism experiences.

The purpose of this paper is to focus on “mindfulness” as an emerging wellness, performance, and leadership solution in business, and the role of human resources (HR) in effectively leveraging the potential value while minimizing the potential risks.

This paper reviews current research and current discussion of mindfulness in business, leadership, health, and management media, and provides recommendations for effective adoption.

Benefits of mindfulness practices include improved overall health and improved stress management for individuals and correlated benefits in productivity and performance of individuals, teams, and leaders. The potential risks of mindfulness include disengagement of non-participants and wasted investment if not integrated with company practices and culture.

This paper highlights the importance of aligning introduction of mindfulness with company practices and culture, ensuring voluntary participation, providing effective communication, and maintaining a secular nature of implementation.

This paper helps HR leaders leverage mindfulness for performance and wellness of individuals, teams and leaders.

The paper aims to inspire practitioners to look critically at how and in what ways mindfulness can enhance emotional intelligence interventions. The paper also aims to provide practical and evidence-based guidance on what and how to design, implement and evaluate mindfulness-based emotional intelligence (EI) programs.

This paper adopts a critical, practitioner-perspective on mindfulness as it transitions into the workplace. The author draws on her own work in the field of EI practice and research and the experiences of peers who have implemented mindfulness-based interventions to offer insights on how to navigate the “mindfulness phenomenon” to enhance EI interventions.

A series of practical steps on how to implement organizational mindfulness-based interventions (O-MBIs), distilled from case studies, entitled “top ten tips from the field”.

The author argues that whilst organizational scholars debate as to whether mindfulness is a topic worthy of interest, practitioners are already engaged and generating practitioner-led research.

Mindfulness is rapidly capturing development and learning practitioner attention, yet there is little empirical work that is initiated by practitioners and shared with practitioners. This paper goes some way to helping peers navigate what has been described as the “mindfulness phenomenon”.

Many commentators have noted that we operate in a volatile, uncertain, complex and ambiguous (VUCA) world. We are trapped in a “prison of busyness”, and the author argues that the popularity of mindfulness, not only in the workplace but more broadly in society, is indicative of the need to equip people to cope and a desire to create more compassionate and mindful organizations.

The paper summarizes themes captured in what has been described as a seminal book in the practitioner literature on mindfulness in the workplace. It is designed to provoke readers into looking critically at their existing EI programs and examine how and in what ways, a holistic, embodied practice (mindfulness) can hone the skills of attention, focus and presence. With the intention of facilitating kinder and more compassionate individuals and organizations, potentially leading to more mindful and ethical societies.

The purpose of this introductory paper is a harbinger to the collection of scholarly articles by some well‐known international scholars in quality and business fields to this special edition of IJQRM on mindfulness and quality in small and large firms. It also provides an analysis of existing research on mindfulness in general.

Through a survey of secondary data, this conceptual paper reviews the theory and extant literature on mindfulness, quality and reliability in small and large firms, and provides a picture of the application of the mindfulness theory in different disciplines, including business.

First, mindfulness enhances quality and mindlessness diminishes it. Second, mindfulness‐based approaches to quality may offer a more resilient and sustainable solution to quality and reliability issues facing organisations, compared to routine‐based approaches.

The paper shows how management approaches that promote human cognition of quality and reliability issues in organisations and capacity to develop multiple effective and resilient solutions can better serve businesses than the routine‐based quality and management initiatives.

This study aims to propose mindfulness as a key factor in merchants’ adoption of mobile payments through the trust and perceived value pathways in an unorganized sector.

Data were collected physically via a structured questionnaire from a random sample of 350 merchants from the unorganized retail sector in India. Partial least squares-based structural equation modeling was used to analyze the data.

Mindfulness plays a key role in the formation of trust and perceived value, which further influences merchants’ intentions to adopt mobile payments. Furthermore, moderating effects of technology anxiety and skepticism were also observed.

To the best of the authors’ knowledge, this study is the first to illustrate mindfulness in merchants of the unorganized sector in adopting mobile payments to influence the adoption intentions of mobile payments in emerging markets.

The increasing unexpected contingencies make resilience indispensable for project teams. Drawn on input–process–outcome (IPO) framework, this study aims to investigate how and when team mindfulness (i.e. input) fosters team resilience (i.e. outcome) via team formalization and team improvisation (i.e. process) under boundary conditions of the shared mental model.

By conducting a three-wave research design, this paper collects 312 questionaries from the Chinese construction industry. The proposed hypotheses were tested by hierarchical regression analysis and structural equation modeling.

The results confirm that team mindfulness exerts a positive effect on team resilience. The positive relationship is mediated by team formalization and team improvisation. In addition, the shared mental model serves as a buffering moderator between team mindfulness and team resilience via team improvisation.

This study suggests managers take appropriate interventions of mindfulness to foster team resilience. Making explicit procedures for risk management and taking improvisational action appropriately are also key processes for addressing crises.

This study enriches the literature on the positive prediction effect of team mindfulness on team resilience. Combining team formalization with team improvisation, this study provides new alternatives for the process variables in the IPO framework. Furthermore, this paper reveals the “dark side” of the shared mental model on the relationship between team mindfulness and team resilience.

The purpose of this paper is to critically examine the existing literature on workplace mindfulness and suggest positive organizational behavior (POB) scholarship as a suitable domain to understand the scientific and secular nature of mindfulness.

This conceptual paper is based on the critical analysis of the literature on POB and contemporary mindfulness at work. This paper highlights the limitations of workplace mindfulness in terms of its research and practice. Then, the limitations of workplace mindfulness are analyzed in relation to POB scholarship to suggest a way forward for research and practice.

The findings imply that contemporary mindfulness meets the inclusion criteria of psychological capital and thus it can be adopted and investigated in the workplace using the POB scholarship.

It suggests implications for research and practice by considering mindfulness as a psychological capital construct in the workplace context.

Mindfulness is an interesting topic for organizational researchers, and many organizations are adopting mindfulness to improve their workplace functioning. In recent years, scholars have highlighted potential ethical issues with the adoption of the spiritual and religious nature of mindfulness for workplace benefits. In this regard, the understanding of the scientific and secular nature of mindfulness is limited in organizational literature. This paper advances the knowledge of the literature on contemporary mindfulness and POB and argues the importance of the inclusion of mindfulness in psychological capital.

This paper aims to evaluate the links between health importance, mindfulness aspects and positive mental health outcomes in consumers. It uses both symmetric and asymmetric methods to study these complex relationships.

A structured questionnaire was distributed to obtain data from consumers, and 721 completed the questionnaire considering our research objectives. Structural Equation Modelling (SEM) was used to analyse the links between the constructs, whereas Fuzzy Set Qualitative Comparative Analysis (fsQCA) was used to find sets of conditions associated with beneficial mental health outcomes.

The study found substantial positive correlations between health importance and all aspects of mindfulness, including attention to one’s body, environment and emotions. Furthermore, attention to one’s body is identified as a strong predictor of positive mental health, highlighting the relevance of bodily awareness in promoting well-being. However, causal asymmetry is evident, implying that diverse combinations of causes result in higher or lower levels of positive mental health.

While the study sheds light on the relationship between health importance, mindfulness and healthy mental health, it is not without limits. The survey-based methodology of the research may create biases, and the sample is predominantly made up of customers, limiting the generalisability of the results. Future study could investigate these correlations in more diverse groups, using longitudinal designs to gain a better grasp of causality.

The findings have practical implications for programmes designed to promote positive mental health. Individuals’ well-being and resilience can be improved by emphasising the value of health and fostering mindfulness activities. Targeted therapies can use these findings to create successful strategies for improving mental health outcomes.

This study fills a gap in the literature by adopting a holistic approach to examine the interplay between health importance, mindfulness and positive mental health. Unlike prior research focusing on isolated mindfulness aspects or singular methods, it uniquely integrates symmetric and asymmetric analyses. This approach reveals novel pathways and causal configurations contributing to well-being. Highlighting mindfulness’s mediating role and multidimensional nature, the study offers actionable insights that bridge theory and practice, advancing mental health promotion and guiding more comprehensive interventions.

Technological innovations are rapidly transforming service frontlines, resulting in increasingly complex service touchpoints. These touchpoints place greater demands on frontline employees (FLEs) to deliver a positive customer experience. Despite the considerable extant body of knowledge on FLE competencies, the literature on frameworks for managing the complexity of contemporary frontlines from the FLE’s perspective is sparse. This paper aims to fill this critical gap by developing a framework that enables FLEs to deliver positive moments of truth (MOTs) while ensuring the well-being of all actors involved.

This paper uses a conceptual approach rooted in the organizational mindfulness and individual mindfulness literature as the theoretical lens. This is complemented by a comprehensive review of the FLE skills literature supported by marketplace examples to illustrate the optimal use of the said skills.

This paper proposes a conceptual framework of mindfulness orientation which delineates how FLE competencies underpinned by a set of key skills can deliver positive MOTs and actor well-being.

The research is conceptual in nature and does not contain validation through empirical data.

This comprehensive skill set provides a clear roadmap for firms in both recruitment and developing training for their FLEs, thus contributing to practice.

Firstly, we present a conceptual framework of mindfulness, combining organizational mindfulness and individual mindfulness that will enable employees to help facilitate the creation of positive MOTs. Secondly, we develop a comprehensive set of employee skills that underpin the mindfulness orientation framework.

Drawing on job demands-resources theory, this paper aims to investigate the impact of workplace spirituality on mindfulness and the subsequent effects of mindfulness on open innovation mindset and job embeddedness. Additionally, it examines the mediating role of mindfulness between workplace spirituality and key outcomes, including open innovation mindset and job embeddedness. Lastly, the study investigates the moderating role of self-efficacy in the relationship between workplace spirituality and mindfulness.

The research utilized multiple sampling techniques to collect data from employees across numerous sectors. A total of 197 viable responses were collected. Partial least squares structural equation modeling (PLS-SEM) was used to test the proposed hypotheses.

The results indicate that workplace spirituality has a positive impact on mindfulness, which in turn increases employees’ job embeddedness and an open innovation mindset. Additionally, it was found that mindfulness mediates the relationship between workplace spirituality and both job embeddedness and open innovation mindset. Surprisingly and unexpectedly, the results indicate a negative moderating impact of self-efficacy between workplace spirituality and mindfulness.

Cultivating a sense of purpose and meaningful work, alongside mindfulness programs and recruitment practices focused on cultural fit, can enhance both employee retention and innovation.

Little to no research exists that clarifies how workplace spirituality impacts employees’ job embeddedness and an open innovation mindset. Notably, the mediating role of mindfulness remains unexplored. This study is among the first to explore the mediating role of mindfulness between workplace spirituality and outcomes such as job embeddedness and an open innovation mindset. Additionally, the moderating role of self-efficacy between workplace spirituality and mindfulness is almost absent in the existing literature. Lastly, the unexpected findings on the role of self-efficacy in this study open fresh avenues for future research.