The Potential Dark Side Of Employee Mindfulness:Enlarging The Negative Influence Of Abusive Supervision On Employee Job Performance

Mindfulness originated from Indian Buddhism.In 19 century,USA psychologist Dr.Kabat-Zinn introduced mindfulness to clinical field to help and ease patients’physical and mental suffering.Recently,scholars introduced mindfulness into working site.A large number of researches have elaborated that mindfulness could adjust employees’ negative emotion,and improve their physical and mental health and their behaviors.So scholars encourage the usage of mindfulness in enterprises.However,few scholars noticed and studied the potential dark side of mindfulness.Therefore,based on China national conditions and from the perspective of Chinese local enterprises,this study discusses the potential dark side of mindfulness.To discuss the potential dark side of employee mindfulness,this study chooses abusive supervision,self-efficacy,mindfulness and job performance as four variables.Firstly we combs and summarizes the existing studies of these four variables.Then we construct a theoretical model with mindfulness as moderating variable and self-efficacy as mediating variable to discuss abusive supervision’s influence on employee job performance.Based on our theoretical model,this study elaborates the potential dark side of employee mindfulness by discussing mindfulness enlarging the negative influence of abusive supervision on employee job performance.This study collects data through the field survey method of multiple time points and multiple sources.When collecting data,we contacted some enterprises and send the questionnaire to managers and their employees one by one.Finally we obtained 200 valid samples.By analyzing our hypothesis with professional data analysis tool,we come to the following conclusions:(1)Abusive supervision is negatively associated with employee self-efficacy;(2)Employee self-efficacy is positively associated with employee job performance;(3)Employee self-efficacy mediate the relationship between abusive supervision and employee job performance;(4)Employee mindfulness moderates the association between abusive supervision and employee self-efficacy.Specifically,when employee mindfulness level is higher(relative to lower),the negative relationship between abusive supervision and employee self-efficacy is stronger;(5)Employee mindfulness can regulate the indirect impact of abusive supervision on employee job performance by influencing employee self-efficacy.Specifically,the higher the level of employee mindfulness,the stronger the indirect impact is.Theoretically,this study finds that employee mindfulness can enlarge negative influence of abusive supervision on employee job performance,which discloses the potential dark side of employee mindfulness and has a significant contribution to mindfulness study.Meanwhile,this study finds employee self-efficacy mediates the relationship between abusive supervision and employee job performance,which enriches the current study of abusive supervision.In practice,this study can make the enterprises realize the harm of abusive supervision and can help them avoid mindfulness potential negative influence when they use mindfulness to train employees.Besides,this study can make the enterprises pay attention to improve employee self-efficacy to increase employee job performance,and maintain a long stable development of organization.Therefore,this study has an important value in both the theory and practice.