I do not think it would be significantly different to individual mindfulness. However, it is the outcome which would be conceptualized differently. Not only would evidence have to suggest a strong individual benefit, it would also have to be framed as a benefit to the organisation's success which outweighs the cost of the resources allocated (financially, or employee time).
Man is a social animal. Excepting monks, perhaps, the concept and practice of mindfulness—the psychological quality of self-regulation of attention coupled with curiosity and openness—is more often than not likely to arise in interactions with others. And in the 21st century, a world of organizations if there ever was one, this means mindfulness surely has (or ought to have) applications in the workplace. On Knowledge Behaviors, available at https://www.researchgate.net/publication/266477251_On_Knowledge_Behaviors, touches on habits of mind that might improve individual and organizational performance.
Article On Knowledge Behaviors
Thanks a lot to all scholars who send their advise/comments on this topic
Be aware that the observation subscale doesn't load mindfulness factor, if you had a sample without the experience with meditation.
Conference Paper Mindfulness, job satisfaction and job performance: Mutual re...
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