Mindfulness has grown from an obscure subject to an immensely popular topic that is associated with numerous performance, health, and well-being benefits in organizations. However, this growth in popularity has generated a number of criticisms of mindfulness and a rather piecemeal approach to organizational research and practice on the subject. To advance both investigation and application, the present paper applies The Balance Framework to serve as an integrative scaffolding for considering mindfulness in organizations, helping to address some of the criticisms leveled against it. The Balance Framework specifies five forms of balance: 1) balance as tempered view, 2) balance as mid-range, 3) balance as complementarity, 4) balance as contextual sensitivity, and 5) balance among different levels of consciousness. Each form is applied to mindfulness at work with a discussion of relevant conceptual issues in addition to implications for research and practice.

Plain Language Summary

In order to appreciate the value of mindfulness at work researchers and practitioners might want to consider both the benefits and potential drawbacks of mindfulness. This paper presents a discussion of both the advantages and possible disadvantages of mindfulness at work organized in terms of the five dimensions of an organizing structure called The Balance Framework.

中文翻译：

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工作中正念的平衡观点

正念已经从一个晦涩的话题发展成为一个非常受欢迎的话题，它与组织中的众多绩效、健康和福祉益处相关。然而，这种受欢迎程度的增长引起了许多对正念的批评，以及对该主题的组织研究和实践的一种相当零碎的方法。为了推进调查和应用，本文应用平衡框架作为考虑组织中的正念的综合支架，帮助解决一些针对它的批评。平衡框架规定了五种平衡形式：1）平衡作为缓和观点，2）平衡作为中间范围，3）平衡作为互补，4）平衡作为上下文敏感性，和5）不同意识水平之间的平衡。除了对研究和实践的影响外，每种形式都适用于工作中的正念，并讨论相关的概念问题。

简明语言摘要

为了理解正念在工作中的价值，研究人员和从业者可能需要考虑正念的好处和潜在缺点。本文根据称为平衡框架的组织结构的五个维度，讨论了工作中正念的优点和可能的缺点。