Model: zihoo/all-MiniLM-L6-v2-WMGPL
Author: zihoo
Pipeline: sentence-similarity
Library: sentence-transformers
Tags: sentence-transformers, safetensors, bert, sentence-similarity, feature-extraction, generated_from_trainer, dataset_size:160000, loss:MarginDistillationLoss, arxiv:1908.10084, base_model:sentence-transformers/all-MiniLM-L6-v2, base_model:finetune:sentence-transformers/all-MiniLM-L6-v2, text-embeddings-inference, endpoints_compatible, region:us
Base models (finetune): id: sentence-transformers/all-MiniLM-L6-v2
Card metadata: tags: sentence-transformers, sentence-similarity, feature-extraction, generated_from_trainer, dataset_size:160000, loss:MarginDistillationLoss
base_model: sentence-transformers/all-MiniLM-L6-v2
widget: source_sentence: why is it a healthy thing to be in a dynamic work environment?
sentences: Workplace Mindfulness In spite of the advancements in the field, a major limita tion of the extant research is the lack of an effective means  to measure workplace mindfulness. Workplace mindfulness  is particularly concerned with events in the workplace (e.g.,  work tasks and meetings) rather than with events occurring  outside of the work setting, such as life situations (e.g., driv ing and showering). At work, employees are embedded in  task-oriented workflows, processes, and employment rela tionships (Zivnuska et al., 2016). Hence, prior research has  theorized that workplace mindfulness depends on the par ticular context—namely, the work environment (Dane &  Brummel, 2014)—and focusing on this specific setting can  help mindfulness scholars tackle issues of theoretical impor tance and practical concern (Dane, 2011; Dane & Brummel,  2014). Further, scholars have indicated that some employees  may be more mindful at work than others due to specific  experiences they have accrued (Dane & Brummel, 2014). It  is therefore possible that, for some employees, certain fea tures and events in the workplace—that is, contextual stimuli encountered in this setting (Dane & Brummel, 2014; Ziv nuska et al., 2016)—may induce workplace mindfulness. As  such, any measure of workplace mindfulness should essen tially capture an employee’s awareness and attention to the  work-related issues that an individual encounters within the  work setting (Elsbach & Pratt, 2007; George, 2009)., Examining workplace mindfulness 
and its relations to job  
performance and  
turnover intention Dynamic work environments tend to be associated with high levels of emotional  arousal and stress – byproducts of the time pressure and unpredictability pervading such  environments (Brehmer, 1992; Klein, 1998). Over time, these pressures may become  difficult to bear, leading people to consider relinquishing their employment in the  dynamic work setting. On this point, research demonstrates negative relationships  between psychological and physiological job-related demands and people’s intentions to  leave their organizations (Begley, 1998; Kemery et al., 1987). With that said, intention to  leave (i.e. turnover intention) is subject to a number of influences, including not only  features of the work context, but also individual-level factors (Cardador et al., 2011;  Meyer et al., 2002). As such, even within the same work setting, people may differ in  their turnover intentions., Workplace Mindfulness Mindfulness can also be conceptualized as a trait character ized by receptive awareness and attention to ongoing events  and experiences (Brown & Ryan, 2003; Feldman et al.,  2007). Compared with the traditional conceptualization of a  trait, mindfulness as an individual difference is less stable and  can be affected more by internal and external stimuli, though  it remains more stable than a state. For instance, Brown and  Ryan (2003, p. 823) indicated that mindfulness involves  “an open, undivided observation of what is occurring both  internally and externally.” Cardaciotto et al., (2008, p. 205)defined mindfulness as “the tendency to be highly aware of  one’s internal and external experiences in the context of an  accepting, nonjudgmental stance toward those experiences.”, source_sentence: what is workplace mindfulness
sentences: Examining workplace mindfulness 
and its relations to job  
performance and  
turnover intention Drawing on these observations, we consider whether workplace mindfulness relates  to turnover intention within dynamic work environments. Here, research indicates that  mindfulness leads people to cope with challenging or stressful situations proactively and  adaptively (e.g. Shapiro et al., 2007; Weinstein et al., 2009). In particular, mindfulness  facilitates self-regulation (Atkins and Parker, 2012; Glomb et al., 2011) and enables peo ple to respond to potentially stressful events with greater equanimity and less rumination  (Brown et al., 2007; Carlson, 2013; Shapiro et al., 2006). Consequently, mindfulness  may guard against emotional exhaustion at work – a possibility supported by recent  empirical research (Hülsheger et al., 2013). Given these lines of theory and evidence,  mindfulness should enhance one’s ability to cope with the stresses and strains of a  dynamic work environment. Accordingly, we predict that those high in workplace mind fulness will feel less compelled than others to permanently depart from such an  environment., Measuring State and Trait Mindfulness at the Workplace While a variety of definitions of Mindfulness seem to emphasize on similar  and overlapping  elements such as "presence", awareness" and "non judgment"; there remains dissent  among  researchers in the area of mindfulness regarding the scope and nature of the phenomenon, and  a lack of consensus regarding the definitions and components of mindfulness (Cigolla &  Brown, 2011; Grossman, 2011; Sutcliffe et al., 2016).  In the field of organizational science, Good et al. (2016) has conceptualized mindfulness as a  state, trait, practice and intervention.   A trait is referred to as a stable characteristic or behavioural pattern exhibited by an  individual over the long term (Hamaker et al., 2007). Therefore, trait mindfulness is a  dispositional individual difference in mindfulness (Allen & Kiburz, 2012). It is a stable  individual characteristic exhibited over a long period going much beyond any mindfulness based intervention or practice., MAAS FMI Mindfulness is defined differently by various practitioners,  researchers and clinicians, as well as according to the various  schools of thought, which place more emphasis on particular  aspects of the concept compared to others (Brown et al., 2007).  Dane (2011) provides a synopsis of various academic and  philosophical conceptualisations of mindfulness showing that  scholars display noticeably high consensus on the nature of  mindfulness. One of the features common across multiple  conceptualisations is that mindfulness is a state of  consciousness (Brown & Ryan, 2003). It refers to ‘… a  heightened state of involvement and wakefulness or being in  the present’ (Langer & Moldoveanu, 2000, p. 2). Brown, Kasser,  Ryan, Linley and Orzech (2009) explain that mindfulness is not  deliberative in nature. Inputs are allowed to enter one’s  awareness by simply noticing what is taking place. Mindfulness  refers to the simple act of observing without scrutiny, making  comparisons or evaluating events and experience and is thus  dissimilar to ‘self-awareness’ or reflexive consciousness in  other forms. Instead, mindfulness concerns a non-interference  with experience. Walach et al. (2006, p. 1544) explain that it is ‘a  warm and friendly, accepting and non-judgemental attitude  towards those elements of our mind. Suspending categorical  judgements, which normally follow every perception rather  quickly, is an integral part of mindfulness’. Therefore,  mindfulness is not a cold, cognitive process., source_sentence: what kind of skill is mindfulness in workplace
sentences: Workplace Mindfulness Supporting this rationale, Kudesia (2019) and Kudesia  and Nyima (2015) highlighted the context-specific nature  of mindfulness, recognizing that mindfulness reflects the  individual’s metacognitive skills, which are engaged in a  particular situation. Bishop (2002) suggested that mindful ness practice actually encompasses several metacognitive  processes, proposing that mindfulness can be described as  a type of metacognitive skill. In essence, the metacognitive  skills embedded in workplace mindfulness are a crucial part  of the self-regulatory loop, and their core purpose is to reduce  the discrepancy between the actual state and an undesired  state, or between an actual state and a desired state (Carver  & Scheier, 2002). As such, workplace mindfulness com prises employees’ metacognitive skills within the work set ting through which they demonstrate their regulation ability  when dealing with work-related activities. We argue that the  individual’s specific skills become especially pertinent when  we consider particular aspects of the metacognitive practice  pathway of mindfulness, such as self-regulating attention and  noticing subtle affective sensations. For example, mindfulness  is associated with the ability to distance oneself from stimuli  (Chambers et al., 2009). This distancing allows employees to  notice, prioritize, and respond to distractions in a conscious  way, without impulsivity or defensiveness (Bishop et al.,  2004; Teasdale, 1999; Teasdale et al., 1995)., integrative review Most of the existing literature reviews on workplace mindfulness have focused on the  characteristics and outcomes of mindfulness interventions in the workplace (Allen et al.,  2015; Eby et al., 2019; Jamieson & Tuckey, 2017; Johnson et al., 2020). These reviews have  not integrated individual and workplace factors as antecedents of workplace mindfulness as  well as the factors that can mediate or moderate the mindfulness/outcomes relationship.  While two reviews have integrated a broader range of factors that can mediate the  relationship between workplace mindfulness and workplace outcomes (Glomb et al., 2011;  Good et al., 2016), a key limitation is that they have not encompassed antecedents of  workplace mindfulness and moderators of the mindfulness/outcomes relationship. Another  review by Sutcliffe et al. (2016) discussed the antecedents of workplace mindfulness and  mediators of the mindfulness/outcomes relationship. However, their review has not provided  a comprehensive framework of workplace mindfulness that integrates individual and  workplace factors as antecedents, mediators, and moderators. Overall, knowledge of  antecedents, mediators, and moderators related to workplace mindfulness is fragmented in the  extant organizational literature and existing reviews have not provided a comprehensive  model with which to organize and reconcile understandings of antecedents of workplace mindfulness as well as mediating and moderating factors of the mindfulness/outcomes  relationship., Measuring State and Trait Mindfulness at the Workplace On the other hand, "state"  is defined  as the experience of an individual while interacting  with a given situation (Hamaker et al., 2007).Therefore, state mindfulness is described as a  temporary state of attention in the present moment occurring both externally and internally  (Dane, 2011).  Some researchers (Lau et al., 2006) believe mindfulness to be a psychological state that  varies across situations within individuals, while others (Baer et al., 2006) argue that   mindfulness is a stable characteristic.  If one were to view state mindfulness as the within (intra) person variation of mindfulness  experiences; and trait mindfulness as between (inter) person variation of mindfulness ability,  the two conceptualizations of mindfulness can be integrated into a meaningful whole.In fact, Jamieson & Tuckey (2016) assert that the intensity, duration and frequency with  which an individual engages in different states of mindfulness determine the trait mindfulness  of an individual (Hulsheger et al., 2013) (See Figure 1), source_sentence: what are the dimensions of mindfulness in workplaces?
sentences: Measuring State and Trait Mindfulness at the Workplace Mindfulness is known to be cultivated through mindfulness practices and interventions.  Linkage, therefore, exists between mindfulness practice and intervention along with trait and  6 | P a g e  state mindfulness as asserted by Jamieson & Tuckey (2016) who propose that mindfulness  practice along with mindfulness-based intervention (MBI) enhances an individuals’ state  mindfulness which leads to development of trait mindfulness (Hulsheger et al., 2013).  Although, this particular pathway hasn't been specifically investigated, evidence suggest that  State and Trait Mindfulness are indeed linked to each other. Brown & Rayn (2003) and  Hulsheger et al. (2013) have reported considerable variance in the state (within a person) and  trait (between person) mindfulness among individuals over a series of days. Additionally,  a  moderately strong association has also been reported between experiences of state and trait  mindfulness (Brown & Ryan, 2003)., Assessing Facets of Doing so, the present endeavor makes three contributions to the literature.  First, using the multidimensional scale developed in the present work, we  will provide first insights into the differential validities of subfacets of mind fulness for key work outcomes. This will foster a refined understanding of  the mechanisms of action inherent to mindfulness and help understand why  mindfulness matters for which work outcome (Bishop, Lau, Shapiro, Carlson,  Anderson, Carmody, Segal, Abbey, Speca, Velting, & Devins, 2004; Shapiro,  Carlson, Astin, & Freedman, 2006). Second, although prominent mindfulness  theories and scholarly work on mindfulness in the clinical area suggest that  mindfulness consists of multiple subfacets (Baer et al., 2006; Bishop et al.,  2004), research on mindfulness in the context of work has almost exclusively  operationalized mindfulness by assessing the awareness component (for an  exception see Liang et al., 2017). This bears the risk of construct deficiency  due to which mindfulness might not have been considered in its entirety in  relation to work outcomes. By equating a sub-aspect with the overall con struct, the role of the overall construct of mindfulness in the context of work  might have been underestimated. The present work takes a course correction  and informs the organizational mindfulness literature by revealing the extent  to which a work-related scale capturing the construct of mindfulness compre hensively provides a better understanding of the extent to which mindfulness  relates to important work outcomes. Third, the present work makes a practi cal contribution to the organizational mindfulness literature by offering a reli able and valid multidimensional scale that is applicable in the context of work  and that enables other researchers to use this refined, multidimensional oper ationalization of mindfulness in their work and thereby helps move this field  forward. Apart from the benefits of capturing the construct of mindfulness  comprehensively and being able to differentiate between subfacets, a contex tualized trait mindfulness scale bears important advantages over non-contex tualized generic mindfulness scales. This has been documented by research in  the area of personality and personnel psychology, providing ample evidence  that contextualizing items and providing participants with a context-specific   frame of reference that conceptually overlaps with the criterion domain  improves criterion-related validity (Bing, Whanger, Davison, & VanHook,  2004; Lievens, De Corte, & Schollaert, 2008; Shaffer & Postlethwaite, 2012)., Workplace Mindfulness In our model, we conceptualize workplace mindfulness as  a reflective construct because its components share a common  theme and each component depends on the construct of work place mindfulness (e.g., Diamantopoulos et al., 2008; Edwards  & Bagozzi, 2000; MacKenzie et al., 2005). Workplace mind fulness is composed of three dimensions: awareness, attention,  and acceptance. These three dimensions do not form a sequen tial process. That is, one or two might potentially emerge first,  with the others appearing later; however, the three aspects are  ultimately integrated to represent workplace mindfulness. Put  differently, awareness, attention, and acceptance are specific  manifestations of workplace mindfulness, which together  reflect the concept of workplace mindfulness., source_sentence: what is mindfulness?
sentences: Examining workplace mindfulness 
and its relations to job  
performance and  
turnover intention To begin, one of the most theoretically and practically important outcomes in work place settings is job performance. While job performance commands much scholarly  attention (see Motowidlo, 2003, for a review), little research has empirically connected  mindfulness to job performance. Nevertheless, an emerging body of research has dem onstrated linkages between mindfulness and performance across a number of tasks (e.g.  Ostafin and Kassman, 2012; Ruedy and Schweitzer, 2010; Shao and Skarlicki, 2009). As  research in this vein suggests, mindfulness contributes to performance by improving  cognitive flexibility and alertness (Moore and Malinowski, 2009; Zeidan et al., 2010)  and guarding against distractions and performance blunders (Herndon, 2008). Taken  together, these findings raise the possibility that workplace mindfulness facilitates job  performance., Workplace Mindfulness Mindfulness is also defined as a state (e.g., Bishop et al.,  2004; Good et al., 2016; Lau et al., 2006; Tanay & Bernstein,  2013) of being aware of and attentive to what is taking place  internally and externally at that moment (Good et al., 2016;  Lau et al., 2006; Tanay & Bernstein, 2013). For example, Lau  et al., (2006, p. 1447) described mindfulness as “a mode, or  state-like quality that is maintained only when attention to  experience is intentionally cultivated with an open, nonjudg mental orientation to experience.” More recently, Good et al.,  (2016, p. 117) defined mindfulness as “receptive attention to  and awareness of present events and experience.”, Workplace Mindfulness Brown and Ryan (2003) further propose that, despite their  intertwined nature, distinctions exist between attention and  awareness—the insights gained by sustained awareness can  only be translated into specific actions by paying focused  attention to our behaviors or the tasks at hand (Martin,  1997). Hence, heightened attention to and awareness of  experiences and events should capture two different aspects  of mindfulness. Recent research has also emphasized that  attention and awareness should be distinguished from each  other because attention reflects an ever-changing factor of  consciousness, whereas awareness refers to a specific and  stable state of consciousness (Selart et al., in press). In the  past, attention and awareness have proved important to the  study of mindfulness-promoting practices (Brown & Ryan,  2004), as some of these practices highlight focused attention  whereas others emphasize awareness (Bishop et al., 2004).  Notably, research has yielded empirical support confirming  these distinctions (Feldman et al., 2007).
pipeline_tag: sentence-similarity
library_name: sentence-transformers
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Created: 2025-01-25 16:33:27