Purpose

Employee well-being is increasingly relevant and crucial for organizational success. As work engagement and employee well-being affect employee performance, this area is the focus of increasing attention both from scholars and industry professionals. The main objective of the present research study is to investigate the mediating role of work engagement on the relationship between mindfulness at work, organizational justice and employee well-being.

Design/methodology/approach

The study was conducted on information technology (IT) employees in India, and 331 complete responses were collected for the data analysis. The cross-sectional data were collected through purposive sampling. Structural equation modeling (SEM) was applied to evaluate the proposed research hypotheses.

Findings

The findings support the convergent and discriminant validities of mindfulness, organizational justice, work engagement and employee well-being. The results indicate that mindfulness and organizational justice have an indirect relationship with employee well-being. In addition, the study demonstrates that work engagement significantly mediates the relationship between mindfulness and employee well-being as well as between organizational justice and employee well-being.

Practical implications

The findings will help organizations and human resources (HR) departments to understand the importance of work engagement and employee well-being in the workplace.

Originality/value

The mediating effect of work engagement between the workplace mindfulness–organizational justice relationship on employee well-being is addressed by drawing on conservation of resources (COR) and job demand–resource (JD–R) theories. Prior research has exclusively studied the relationship of employee well-being with either mindfulness or organizational justice. This research provides empirical insights regarding the fact that both mindfulness and organizational justice simultaneously have a relationship with employee well-being.

中文翻译：

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检查工作投入对工作场所正念与组织正义之间的关系及其与幸福感之间的关系的中介作用

目的

员工的幸福感对于组织的成功越来越重要和重要。由于工作投入和员工幸福感会影响员工绩效，因此这一领域越来越受到学者和行业专业人士的关注。本研究的主要目的是调查工作投入在工作正念、组织公正和员工幸福感之间的关系中的中介作用。

设计/方法/方法

该研究针对印度的信息技术 (IT) 员工进行，收集了 331 份完整的回复用于数据分析。通过有目的的抽样收集横截面数据。应用结构方程模型（SEM）来评估提出的研究假设。

发现

研究结果支持正念、组织公正、工作投入和员工幸福感的收敛和区分有效性。结果表明，正念和组织正义与员工幸福感有间接关系。此外，研究表明，工作投入在正念与员工幸福感之间以及组织正义与员工幸福感之间的关系中具有显着的中介作用。

实际影响

研究结果将帮助组织和人力资源 (HR) 部门了解工作投入和员工福利在工作场所的重要性。

原创性/价值

通过利用资源节约（COR）和工作需求-资源（JD-R）理论来解决工作投入在工作场所正念-组织正义关系对员工幸福感之间的中介作用。先前的研究专门研究了员工幸福感与正念或组织正义的关系。这项研究提供了关于正念和组织正义同时与员工幸福感相关的实证见解。