| "It was the best of times,it was the worst of times".For the past few years,Internet and the big data develop rapidly,the information explosion era has already come,and many enterprises has also entered into the ear of acceleration.In the meantime,as social network:ing tools and entertainment tools are put into work,and "Buddha-style Youth"appeared and then expanded rapidly,it has been important that employees can be concentrated on what they are doing,not distracted by massive information flow and hot information updated all the time,so special attention is paid to how to promote the focus,the level of work input and finally the performance.Also,"996","007" has been a work pattern for many employees.However,that couldn't help improve working efficiency.So how could we ensure that employees can complete their role performance behavior and break the "996","007" dilemma?Mindfulness,a conception from Buddism,is a kind of special psychological experience of concentration.Interference of massive information flow and data are not rejected,instead,the focus on internal and external stimuli are emphasized at this very moment,which means accept without judgement.Now mindfulness as an important way of consciousness management has been widely accepted and studied by western scholars and been put into management practice.In the changing and uncertain management environment,mindfulness focuses more on internal and external emotions and direct stimuli,which helps individuals to make quick,correct and rational judgments and responses in the environment of high-speed and dynamic changes,to ensure the accuracy and effectiveness of role behavior.Besides,employees'work experience and mental state,as the most important element,influence enterprise development.Job involvement is an important psychological experience that affects employees' work behaviors.It can trigger a variety of positive perceptions and work behaviors of employees.Organizational identity,as an individual's emotional link to the organization,is also of great significance to employees' workplace output.Though the positive effect of mindfulness on employees' performance has been showed,in the context of Chinese enterprises,the function and path of mindfulness to in-role performance in the organization have not been clear,so In the practice of enterprises in our country,it is of great meaning to make the function of mindfulness to staff in-role performance clear to better promote the development of enterprises.Based on the extension-construction theory,comprehensive theoretical model and social identity theory,this paper synthesizes the existing research results on mindfulness,job engagement,organizational identity and in-role performance,and a functionary mechanism and boundary conditions of mindfulness on employee's in-role performance are constructed as the logic of "consciousness characteristic—psychological state—behavior output".Through descriptive statistical analysis and variance analysis of 463 questionaires,some distribution characteristics of variables such as mindfulness and work engagement were found.By means of SPSS24.0 and Mplus7.0,the mediation model with regulation is tested by the method of latent governing structural equation.The conclusions are as follows:First,mindfulness has a significant positive impact on job engagement and in-role performance.Job engagement also has a positive-going impact on employee in-role performance.Second,work engagement is an important mediating variable.Mindfulness can effectively improve employees' work performance through work engagement.Third,organization identification is an important moderator variable.Organization identification regulates the relationship between mindfulness and work engagement.Moreover,the mediating effect is verified by the coefficient product method,and it is found that the mediating effect is also significantly regulated.When employees'organizational identification level is high,mindfulness has a great indirect influence on in-role performance through work engagement.On the contrary,the indirect effect is small.Finally,according to the results of this research,some suggestions are given to the enterprise managers and employees.First,for enterprise managers,the mindfulness and work input level should be included into the talented invaluation systerm,which can help enterprise to explore high potential talents and ensure the construction of talent echelon.Mindfulness training for employees should be provided,so as to enhance employees' good psychological experience and focus.A good corporate culture should be established to create a positive organizational atmosphere,a flexible management mechanism,and to enhance employees' organizational identity and work input.Second,for managers,their mindfulness should be cultivated,and mindfulness reflection should be strengthened.A mindfulness organization and working atmosphere should be created and achieved a harmonious and win-win situation between leaders and employees.Third,for employees,they should deepen the scientific understanding of mindfulness and mindfulness training,form work mindfulness awareness,independently strengthen mindfulness intervention ability,relieve pressure,and enhance in-role performance. |
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