MINDFULNESS – JOURNEY TOWARD AT WORK OUR TODAY PRESENTATION

Happiness & Concept

Antecedent of Happiness At Work

Consequence of Happiness At Work

Role Mindfulness toward Happiness At Work

Are We Happy During WFH? - Research Finding THE REVIEW

Psychological Mindfulness Happiness At Capital Work WHAT IS A HAPPINESS? WHAT IS A HAPPINESS WHAT IS A HAPPINESS?

“a broad concept that includes experiencing pleasant emotions, low level of negative moods, and high life satisfaction” Ed Diener, Lucas, Oishi 2005

“the experience of joy, contentment, or positive well-being, combined with a sense that one's life is good, meaningful, and worthwhile.” Sonja Lyubomirsky, 2007 APPROACH OF HAPPINESS

Hedonic (satisfaction) Eudaimonic – (fulfillment with life) Happiness drives from outside Happiness comes with in Presence of Positive Feelings Self Acceptance Absence of Negative Feelings Positive Social Relationships Overall Satisfaction in Life Personal Growth Purpose in Life Environmental Mastery Personal Expression HAPPINESS AT WORK

Cynthia D Fisher (2010)* “… Undoubtedly, the most central and frequently used of these is satisfaction, which has a long history as both an independent and dependent variable in organizational research (cf. Brief 1998; Cranny et al. 1992)”

“In the past two decades, a number of new constructs have emerged which reflect some form of happiness or positive affective experience in the ”

“What these constructs have in common is that all refer to pleasant judgments (positive attitudes) or pleasant experiences (positive feelings, moods, emotions, states) at work”

*Professor and Head of the Department in the Faculty of at Bond University ANTECENDENT OF HAPPINESS AT WORK

An effective should have a culture that takes into account employee's happiness and encourages employee satisfaction (Bhatti, K. K. & Qureshi, T. M. 2007)

HR Practices (redesigning work, offering , investing in training and rewarding based on organizational performance (cf. Huselid 1995; Lawler 1992; Pfeffer 1998).

of organizational climate are consistently and strongly related to happiness in the form of and organizational commitment (Carr et al. 2003).

job characteristics, supervision, pay, and career issues as predictors of happiness (Warr, 1987, 2007) ANTECENDENT OF HAPPINESS AT WORK

Qualitative Study about Sources of Work Happiness Among Lecturers in Indonesia, n=278 (Hami, Yanuarti & Batubara, 2018)

Able to complete tasks satisfactorily

Good in Social Relationships with the Academic Community

The Job it self as a Lecturer

The work gives a positive impact on others ANTECENDENT OF HAPPINESS AT WORK Qualitative Study about Sources of Work Happiness Among White Colar - Y Generation at one of Retail Enterprise in Indonesia, n=290 (Hami, Hinduan & Sulastiana, 2010)

Work Team

Social Interaction

Family Support

Compensation & Benefit

Leader CONSEQUENCES OF HAPPINESS AT WORK

Creativity and Proactivity at Work (Amabile et al. 2005; Fritz and Sonnentag 2009)

Reduce Interpersonal Conflict and Enhance Collaborative Negotiation Outcomes (Baron et al. 1990).

Enhance Organizational Citizenship and Reduce at (Ilies et al. 2006; Judge et al. 2006).

Positive Mood may Affect Work (George and Brief. 1996; and Seo et al. 2004). ROLE OF MINDFULNESS PRACTICES TO ENHANCE HAPPINESS AT WORK

Research on mindfulness suggests it is as an inner resource that supports beneficial psychological functioning, and thus facilitates well-being (Brown & Ryan, 2003).

In particular, mindfulness has been found to be important in “disengaging individuals from unhealthy thoughts, habits, and unhealthy behavioral patterns” (Brown & Ryan, 2003, p. 823). ROLE OF MINDFULNESS PRACTICES TO ENHANCE Duh gimana HAPPINESS AT WORK kerjaan dari kantor hari ini ya? ROLE OF MINDFULNESS PRACTICES TO ENHANCE

Haduh, kerjaan ini HAPPINESS AT WORK belum beres, tapi udah dikasih kerjaan baru lagi. ROLE OF MINDFULNESS PRACTICES TO ENHANCE HAPPINESS AT WORK

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Brown and Ryan (2003) view its awareness as the background “radar” of consciousness, implying the ongoing monitoring of the inner (mind and body) and outer environments. a person may be aware of stimuli without any one stimulus being at the center of attention. Attention is a process of focusing conscious, sustained awareness, and hence heightens sensitivity to a limited range of stimuli (Brown & Ryan, 2003).

Both attention and awareness are constant features of normal daily functioning, and mindfulness is considered to be the enhanced, receptive attention to, and awareness of, current experience or present reality, without , judgment or cognitive filters (Brown & Ryan, 2003; Brown et al., 2007). ROLE OF MINDFULNESS PRACTICES TO ENHANCE HAPPINESS AT WORK

Oh… gitu ternyata. Pasti beres deeh kerjaannya.

There are two primary mental processes through which mindfulness operates, as well as secondary processes (Glomb et al., 2011). First, mindful individuals decouple themselves from events, thoughts, and emotions. For example when under threat, rather than personalizing events a mindful person simply notices but does not judge or categorize.

Second, mindfulness decreases automatic mental processes where past cognitive habits, thinking patterns, and experiences constrain thinking (Glomb et al., 2011)

This leads to secondary processes, such as decreased rumination and greater affective regulation (Glomb et al., 2011). Such secondary processes reflect individuals’ deliberate choice in response to a situation, rather than simply reflexively reacting to situations. ROLE OF MINDFULNESS PRACTICES TO ENHANCE HAPPINESS AT WORK

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Semakin semangat bekerja.. Semakin produktif ROLE OF MINDFULNESS PRACTICES TO ENHANCE HAPPINESS AT WORK

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Aware about what we have, what we have to develop We know more about our goals Our HAPPINESS AT WORK will be elevate...

Mindfulness

1 3 Insensible, ignorance, unaware Full of awareness (about self, environment, (about self, environment, event, etc) event, etc)

2

Aroused, begin to attentive to environment, realize to what happen “now” around us Mindfulness means being awake. It means knowing what you are doing.

Jon Kabat-Zinn POLLING TIME ARE WE HAPPY DURING WFH? – RESEARCH FINDING WHY THIS RESEARCH IMPORTANT?

Pandemic Covid 19 Changes our life Work From Home Work Habit challenges Are They Happy among employees during WFH?

Is it WFH important to balance our happiness and ? DEMOGRAPHIC (n=1140)

Married

Single

Divorced Widowed

2%

11% 45%

40% 25% Ages 20-30 yo 35%

Ages 31-40 yo 30%

30% Ages 41-50 yo 25%

20% Ages 51-60 yo 32% 15% Ages >60 yo 10%

05%

00% 0 1 children 2-3 children 4-5 children 6 children Number of Children DEMOGRAPHIC (n=1140)

Permanent Temporary Freelancer Others Employee Employee DEMOGRAPHIC (n=1140)

Staff

Supervisor

Manager

General Manager

Director 4 Single had significantly KEY FINDINGS 3,9 differences in happiness at work 3,8 level compared to other 3,7 3,6 respondents 3,5 (Sign.0.00, df = 3, F: 9,794) 3,4 3,3 3,2

HAPPINESS INDEX IN DIVORCED AND WIDOWED RESPONDENTS 4 These finding related to some condition : 3,5 • Cohabitation 3 • Support System 2,5 2 • Financial Support (better standard of 1,5 living than before married) 1 • Well being of the widowed/divorced 0,5 who are old is better than the young 0 30-45 yo 46-55 yo 56-65 yo KEY FINDINGS Happiness at Work and Demographic Aspect Mean Significant differences among group 5,00 of ages (F = 5.005; Sign.0.001) 4,00 The older worker feel happier than 3,00 the younger worker during WFH 2,00

1,00

0,00 20-30 yo 31-40 yo 41-50 yo 50-60 yo >60 yo

Previous research stated that U-Shape Curve in age and happiness, but it will depend on the environment itself (place, family, level happiness of the country) (Graham & Pozuelo, 2017) – check to our findings Happiness at Work During WFH

5,00

4,50

4,00

3,50

3,00

2,50 2,00 Obstacles/challenges during WFH 1,50

1,00 Mood, motivation, bored

0,50

0,00 Time Management & Focus Sumatra Banten Jabar Jakarta Jateng Jatim Kalimantan Timur Bali

First Week Recently Work Demand Happiness relatively decrease from the 1st week – 8th week – WHY ?? Technology Readiness

Communication and Work Coordination Work Satisfaction during WFH

Significant differences beteween groups in work satisfaction during WFH (Sign. 0.00, F = 0.4571)

Work Satisfaction During WFH

5,00 Factors of Work Satisfaction During WFH 4,00

3,00 Feeling Safe and Comfort 2,00 1,00 Income during WFH 0,00 Skill Usability

Management Concern

Leader-Member Relation

Depend on the work characteristic of Assured WFH for Health

each area/region 3,4 3,5 3,6 3,7 3,8 3,9 4 MEAN OF HAPPINESS INDEX

3,8 3,7 3,6 3,5 • Sinificant differences among group of work status 3,4 3,3 (Sign : 0.00, df = 2, F : 21.534). 3,2 3,1 • Related to job security, income stability 3 • Temporary & informal work affect the well-being High Diploma Bachelor Master Doctoral school degree Degree Degree Degree (Boyce et al. 2010; De Cuyper and De Witte 2006a, b; degree Pouwels et al. 2008; Silla et al. 2009 • Related to EPL ( Protection Legislation) on • The result related to self confidence, self the country, more strict on EPL – no differences on estimation of acquiring knowledge (Cunado, & satisfaction and happiness & vice versa Gracia, 2012) • And also educational flourishing (Jongbloed, 2018) MEAN OF HAPPINESS INDEX • Flourishing - Seligman’s (2011) measure focuses on 3,8 what things people value for their own sake 3,7 rather than for instrumental reasons, includes 3,6 positive emotion, engagement, (positive) 3,5 relationships, meaning in life, and 3,4 3,3 accomplishments (Forgeard et al., 2011) 3,2 3,1 Temporary Freelancer Permanent Employee Employee WFH Happiness Factors

06

More Productive DO EMPLOYEES AGREE TO CONTINUE THE WFH?

Another our survey (n=143) said that... • Almost 50% of the respondent agree to continue How about you ?? to work from home after pandemic is over Let’s check our today • The reasons are : WFH make them more productive, working flexibility (place and time), polling. feel safe, family reason. • The rest of the respondent refuse to continue WFH because of the following reasons : work characteristic, work process, ineffective work, work facility Value ourself using gratitude journal Good mood. Sip a coffee, go for a walk, Practices mindfulness, and make work goals for meditate, mindful breathing the day and movement, before or after working Strategies to Maintain our Happiness At Work

Avoid negative contemplation, unnecessary judgement or that will result negative affect Do your hobby (gardening, cooking, work out, paiting) Maintaining and following a flexible work schedule

Positive feedback and acknowledge effort from leader/employer to member/employee

Strategies to Maintain our Help for others colleague. Altruists in the workplace are more likely to feel satisfied and Happiness At Work are happier at work. (Moynihan, 2013) REFERENCES

• Gove, W. R., & Shin, H. C. (1989). The psychological well-being of divorced and widowed men and women: An empirical analysis. Journal of Family Issues, 10(1), 122-144. • Graham, C., & Pozuelo, J. R. (2017). Happiness, stress, and age: How the U curve varies across people and places. Journal of Population Economics, 30(1), 225-264. • Jongbloed, J. (2018). Higher education for happiness? Investigating the impact of education on the hedonic and eudaimonic well-being of Europeans. European Educational Research Journal, 17(5), 733-754. • Karabchuk, T., & Soboleva, N. (2019). Temporary Employment, Informal Work and Subjective Well- Being Across Europe: Does Labor Legislation Matter?. Journal of Happiness Studies, 1-23. • Moynihan, D. P., DeLeire, T., & Enami, K. (2015). A life worth living: Evidence on the relationship between prosocial values and happiness. The American Review of Public Administration, 45(3), 311-326. • Seligman, M. E. (2011). Flourish: a visionary new understanding of happiness and well- being. Policy, 27(3), 60-1. • Stack, S., & Eshleman, J. R. (1998). Marital status and happiness: A 17-nation study. Journal of Marriage and the Family, 527-536.