Examining Relationship of Workplace Mindfulness With Workplace Daycare Center and Employee Engagement.

Examining Relationship Of Workplace Mindfulness With Workplace Daycare
Center And Employee Engagement. Section A-Research paper
EXAMINING RELATIONSHIP OF WORKPLACE

MINDFULNESS WITH WORKPLACE DAYCARE CENTER AND
EMPLOYEE ENGAGEMENT.
Dr. Rushina Khan1*, Dr. Medha Kulkarni2, Prof. Vaibhav Vasundekar3
Abstract
In the past few years, exploration on workplace day care centers, mindfulness and employee engagement has
mushroomed across several lines of learning. Evidences across different field’s advocates that mindfulness has
a connection with various facets of workplace functioning, hence it becomes significant to realize it. Increased
levels of mindfulness lead to an enhanced level of individual psychological prosperity, which strongly support
the effect of mindfulness on work engagement. However, little work has been done on understanding the
relation of day care centers from a workplace perspective. As stated in earlier research, mindfulness can be
trained and therefore it can become a part of an individual's life. Although some researchers have focused
completely on the attention component of mindfulness, the hypothesized link between mindfulness, workplace
day care center and employee engagement are outlined in this current paper.
The purpose of the current study is to cover both the study of mindfulness and employee engagement and its
relation with workplace day care centers. It assesses the available evidence and supports the hypothesis that
workplace mindfulness and employee engagement improve in presence of workplace day care centers. The
study takes into consideration the perception of women employees returning to work after maternity breaks.
Workplace day care centers helps in reducing stress and burnout of women employees thereby increasing work
life balance and engagement levels.
This article reviews the available literature supporting the hypothesis that mindfulness supports job
performance and work engagement. It also sketches mindfulness as a multidimensional construct which helps
organizational effectiveness. Testing the hypothesis in service sector context, using regression model, we find
support for a positive relationship between workplace day care centers and mindfulness. We also conclude
positive relation between mindfulness and employee engagement.
Keywords: mindfulness, workplace day care center, employee engagement, maternity break, women
employees etc.
1*
Assistant Professor, Department of Master of Business Administration, Deogiri Institute of Engineering and
Management Studies, Aurangabad, Maharashtra state, India, Email: [email protected]
2
Assistant Professor, Department of Master of Business Administration, Deogiri Institute of Engineering and
3
Assistant Professor, Department of Statistics, School of Mathematics, Applied Statistics & Analytics,
Mumbai, Maharashtra state, India, Email: [email protected]
*Corresponding Author: Dr. Rushina Khan

*Assistant Professor, Department of Master of Business Administration, Deogiri Institute of Engineering and
DOI: 10.48047/ecb/2023.12.si5a.0250
Eur. Chem. Bull. 2023, 12(Special Issue 5), 3574 – 3585 3574
Introduction in America also stated the same through their early

In recent years, mindfulness has become a well- writings in the Art of Archery. We can also find a
known concept to both researchers and growing interest in conducting experimental
practitioners. Lot of research work is coming up psychology with the help of practicing mindfulness
around the concept of workplace mindfulness in including meditation in early 1960s. Mindfulness is
business setups. Awareness in mindfulness, one of the miracles by which we can master as well
defined in basic terms as present-centered attention as restore ourselves (Hanh, 1976). As stated in
and awareness (Brown & Ryan, 2003) is rising day earlier research, training is possible in mindfulness
by day. The simple reason for interest in and consequently it can become a part of an
mindfulness studies is - mindfulness seems to have individual's life, fused into daily tasks, activities,
roughly optimistic influences on functioning of and role performance (Dane, 2011; Kostanski &
human (Brown, Ryan, & Creswell, 2007). Previous Hassed, 2008). Hence, by exploring the variable of
studies have also shown that mindfulness is linked workplace day care centers, we bring to light a new
to better functioning at workplace (Glomb, Duffy, tool that may help working women achieve
Bono, & Yang, 2011). There is a perception that mindfulness, good health and work–family
workplace functioning tends to reduce in case of balance.
women employees coming after maternity breaks.
The mind seems to be preoccupied with thoughts of Mindfulness at workplace and Maternity break
child care and responsibilities. Women employees Practice of Mindfulness helps in creating an
are often seen to be more stressed out due to attention and awareness of the present moment. It
multiple responsibilities of taking care of new born has also been used for treating various therapeutic
and household chores. This might sometimes result and psychological issues including stress and
into lack of mindfulness which can affect anxiety. The role of mindfulness at workplace has
engagement levels of these working women. At emerged as a legitimate and growing area of
workplace, greater mindfulness was also correlated organizational scholarship (Good et al., 2016; Reb
to low emotional exhaustion which is an important & Atkins, 2015). Fostering mindfulness may
indication of burnout (Hülsheger et al., 2013). strongly benefit employees and help individuals to
However, in the opinion of the authors, the immediately gather their thoughts and coming back
presence of workplace day care center can help to the present moment. Research has also shown
increase mindfulness. Day care has been seen as a that employees who practice mindfulness at
positive image among the working women. As workplace experience higher levels of well-being
working mothers can send their child and through better emotional resilience, openness,
concentrate on work and growth in career improved work-life balance and building curiosity.
(Beniamini N.,2017). Many Prominent companies are offering
employee’s mindfulness training to improve their
The key purpose of this study is to cover both the effectiveness and thirteen percent of U.S. workers
workplace mindfulness and employee engagement report engaging in mindfulness-enhancing
and its relation with workplace day care centers. practices (Olano et al., 2015).
Specifically, we have tested the relationship
between mindfulness, employee engagement and Mindfulness has been defined as, “intentionally
workplace day care centers and its potential gains paying attention to present- moment experience
among samples of working women having (physical sensations, perceptions, affective states,
child/children. We have also tried to show that the thoughts, and imagery) in a nonjudgmental way,
later variable serves as a mediating role for better thereby cultivating a stable and nonreactive
mindfulness and higher engagement levels among awareness” (Carmody, Reed, Kristeller, &
employees. The research can further show the Merriam, 2008 p. 394). It is believed that
possible reasons of women employee turnover and mindfulness is also beneficial in cultivating self-
career breaks especially after motherhood. regulation (Brown & Ryan, 2003; Glomb et al.,
2011) and it involves observing that your mind has
As stated in Buddhism tradition, mindfulness is walked and fetching it back to the present moment
viewed as an important factor of an interrelated (Kabat-Zinn, 1990). It may help facilitate the
system of practices that are essential for achieving ability to detach from one role despite the fact of
liberation from suffering. This liberation is being in another. Mindfulness therapy in clinical
considered to be the ultimate state or end goal settings has seen a considerable reduction in
prescribed to spiritual practitioners in the Buddhist anxiety and depression. It also improves self-
tradition. Herrigel (1953) states that Zen Buddhism
esteem among adolescents (Biegel, Brown, assessment tool for mindfulness across a wide
Shapiro, & Schubert, 2009). range of settings and audiences. However, when
Mindfulness-based meditation and mindfulness- MAAS is applied to research, it comes with
based stress reduction (MBSR) program helps in limitations (Grossman, 2011). Few of the questions
reducing stress levels and create positive effect in MAAS has little difference across respondents
among executives working in high pressure (Van Dam et al., 2010). In the present study, all the
environment at workplace. It can also act as a novel items of MAAS are not considered as some items
predecessor of turnover intentions which infers are considered to be not relevant to the respondents
better mindful practices can reduce turnover (women after maternity break). MAAS is only used
intentions (Andrews et al., 2014; Dane & Brummel, as a basis to develop questions which assess the
2014). There are myriad benefits of having mindfulness of women at workplace after maternity
workplace day care centers on the overall break. Basing on these studies, the first hypothesis
mindfulness of women employees. For instance, is poised as:
research indicates that mindfulness is positively
associated to vitality and better interpersonal Hypothesis 1:
relationship and negatively correlated to anxiety H1: Maternity break at workplace affects
and stress (Brown et al., 2007; Glomb et al., 2011). workplace mindfulness of women.
There have been researches done regarding
engagement at workplace and its scopes to a Workplace day care center and Mindfulness
number of work results, including job performance Workplace day care center plays a pivotal role in
as well as turnover intention (Christian et al., 2011; creating mindfulness among women employees
Halbesleben, 2010; Salanova et al., 2005)., The especially for those women coming to work after
growing body of research from a mindfulness maternity breaks. Families are considered to be the
research viewpoint on work engagement main contributors of child care still the mother of a
supplicates a question: does a workplace day care child remains at the center stage. According to ILO
center carry variance between different dimensions (International Labour Organization), after the
of mindfulness and predicting employee maternity leave until the age at which a child can
engagement? manage to go to school, working parents require
someone to look after their child during the
To address the above question, researchers have working hours. Many countries have laws relating
conducted a study within different sectors of to maternity leave as well as paternity leave for
industry in Indian context. In this study, we working parents. In other countries, some working
considered the relationship between mindfulness at parents may or may not receive help from family
workplace, as well as its relationship between members especially grandparents. Even when the
workplace day care center and employee child attains school going age, working parents still
engagement. In doing so, we examined relationship have to make arrangements for childcare even
of Workplace Mindfulness with Workplace before or after the school timings. Hence, Work–
Daycare Center and Employee Engagement. family balance can be evaluated regarding one's
Consolidated results indicate the significance of efficacy and satisfaction with work and family life
workplace day care center and its relation with (Greenhaus & Allen, 2010). The terms used to
mindfulness and employee engagement. mention to childcare centers differ significantly
from country to country. It also differs from age
For the same, the study hypothesize that workplace groups of the children attending. Traditionally,
mindfulness of women is affected after maternity childcare was considered to be a responsibility
break. To measure the level of mindfulness after of primarily the women and family members. In
maternity break, researchers have developed a such cases absence of day care centers substantially
questionnaire based on Mindful Attention adds to the worry of women employees and their
Awareness Scale (MAAS: Brown and Ryan, 2003), not returning back to work after maternity leave
which is considered to be the most frequently used which undermines a career of women.
measurement scale of mindfulness.
The UN Convention on the CRC (Rights of the
It is a scale designed to evaluate core characteristics Child) identifies the necessity for parents to receive
of dispositional mindfulness. It is also different support in their childcare responsibilities and
than scales developed specifically for use in specifically asserts the rights of the children of
clinical applications and interventions (e.g., working parents to get assistance from childcare
Walach et al., 2006). MAAS is pitched as facilities. Hilton, et. al. (2019) believes that policy
and organizational decision maker should also counter to intention implementation

support wellbeing of employee at workplace. (Chatzisarantis & Hagger, 2007).
Childcare should be measured as a strategic
initiative for organizations because of the varied All the above studies opines that practicing
benefits such as reducing turnover, absenteeism mindfulness increases focused awareness,
and employee retention, together with women who positivity, work satisfaction and acceptance. When
avail maternity leave, growing productivity, employees are involved in their work efficiently,
attention and focus, enhancing employee they tend to have good relationships with their co-
commitment, motivation and job satisfaction, while workers. It also makes working environment
reducing stress and anxiety in the workplace. For healthy. If employees are engaged, they not only
organizations such as HSBC, childcare support is have job satisfaction, but also renders that
felt to have had a noticeable impact on reducing the satisfaction into higher efficiency as well as
number of women leaving after the birth of a baby. profitability of the organization. Several studies
Similar examples can be seen from companies like approve the fact that a higher levels of employee
IBM, Google etc. engagement certainly affects the performance of
the company which is often considered as decisive
Through this research, mindfulness of women was competitive advantage (MacLeod et al., 2009;
ascertained after coming from maternity break and Demerouti, 2010; Truss et al., 2013; Guest, 2014;
its relation to workplace day care center. There is Soni, 2013). Increasing and sustaining employee
a positive interplay between mindfulness and engagement lies in the hands of an organization. It
accuracy of judgment (Kiken and Shook, 2011). It requires a perfect blend of time, effort,
also has relation with insight-related problem commitment as well as investment to craft a
solving (Ostafin and Kassman, 2012). Therefore, it successful endeavor (Budriene, Daiva & Diskiene,
becomes imperative to study the relation between Danuta. (2020). Basing on these studies, the third
workplace day care center and mindfulness of hypothesis is poised as:
women at workplace. Based on existing literature
the second hypothesis is proposed: H3: Mindfulness and Employee engagement at
workplace are significantly related
Hypothesis 2:
H2: Workplace Day Care Centers and Mindfulness Workplace Day Care Centers and Employee
are significantly related. Engagement
Engagement of the women at workplace after
Mindfulness and Employee Engagement maternity break requires direct mental resources
More mindful employees are supposed to show towards tasks and events at workplace (González-
lower turnover intentions and higher task Romá et al., 2006; Leroy et al., 2013). Present
performance which demonstrates better moment attentiveness has always remained as the
engagement levels. It is found that mindfulness was central outcome of engagement (e.g. Kahn, 1992;
associated with lower turnover intentions and fewer May et al., 2004), which in turn is an important
emotional exhaustion. (Reb, Jochen & Narayanan, feature of mindfulness. Engagement of women at
Jayanth & Chaturvedi, Sankalp & Ekkirala, workplace is concerned with the degree to which
Srinivas, 2017). Mindful employees show better their attention inclined towards various work
behavior and self-regulation. Further, it is found events. Day care centers have a positive image in
that mindfulness is linked with more optimistic the mind of working women, as they can focus
judgments and better employee outlook. Employee more on work and growth in career (Nicole , B.
mindfulness can be linked with lower turnover 2017). Since, the engagement level and distraction
intentions and greater task performance (Dane & due to child care responsibility can’t go hand in
Brummel, 2014). Work–family balance includes hand, if facility of day care is given at workplace
job satisfaction, organizational commitment, its effects would be positive on engagement. For
family satisfaction, family functioning, and life the same, researchers in this study have framed the
satisfaction (Allen et al., 2010; Carlson, Grzywacz, following hypothesis:
& Zivnuska, 2009). Mindfulness is the opposite of
all this, as it endows a person with clarity of mind, Hypothesis 4
increases self-regulated functioning as well as H4: Workplace Day Care Centers and Employee
mental health (Giluk, 2009). Another study shows Engagement are significantly related.
that mindfulness enables healthier self-regulation
of emotional and cognitive activities that run
Research Gap 1990:694). Kahn also found that engagement isn’t

There have been many researches and clinical static, rather an employee’s experiences at
experimentation showing mindfulness and its workplace in different moments can cause
effects on overall mental wellbeing of an variations in engagement. Hence employees should
individual. As rightly concluded by Reb, Jochen & be constantly involved in dialogues and processes
Narayanan, Jayanth & Chaturvedi, Sankalp & about how their job roles are designed including
Ekkirala, Srinivas, mindfulness is also related with working relationships taken together. Another
lower turnover intentions and less emotional theory called as Mindfulness-to-Meaning Theory
exhaustion. (2017). Mindfulness gives a person (MMT), proposed by Garland, Farb, Goldin, &
with clarity of mind; increases self-regulated Fredrickson aims to provide a causal account for
functioning as well as better mental health (Giluk, how mindfulness might encourage the sense of
2009). It also relates certainly to accuracy of the eudaimonic meaning in the face of adversity. It
judgment (Kiken and Shook, 2011). It also relates proclaims that mindfulness propagates broadened
to job satisfaction, organizational commitment, attention to new information which accommodates
family satisfaction, family functioning, and life a reassessment of life circumstances.
satisfaction (Allen et al., 2010; Carlson, Grzywacz,
& Zivnuska, 2009). Though the concept of Research methodology
mindfulness finds it roots in Indian traditions still To test our hypotheses, we collected data from
less research has been done in this area. working women aged between 25 to 45 years
More such research can be done across different working in different sectors in Indian industry.
cultural economies relating to workplace day care Samples were randomly taken from different
centers, mindfulness and employee engagement. sectors of industry in Maharashtra state of India.
But the kind of work done in this paper has been
not much explored in the available literature. The Unlike other research on mindfulness conducted
present research contributes to a growing literature within universal populations, our research required
on mindfulness, workplace day care centers and data collection from working women especially
employee engagement across varied organizations coming back after maternity break. Majority of the
in India. Current study is an addition to a quite responses are taken from education sector and are
trivial body of studies of mindfulness using women employees (having kid/kids) - 172(schools,
samples from Indian working women and colleges, universities). Other included responses
organizations. The authors have tried to examine are from manufacturing-108 and IT sector- 65, few
the relationship of Workplace Mindfulness with government offices- 53. Total sample size taken is
Workplace Daycare Center and Employee 398.
Engagement. In this study, the proposed research model explains
the relation between 3 latent variables, namely,
Theoretical Background Maternity break, Workplace Day care center and
Theories prove that employee engagement helps in Employee engagement which has a relation with
harnessing the organization members’ selves to Mindfulness. Every variable has a relation with
their workplace roles and responsibilities. In mindfulness at workplace. For the purpose of data
employee engagement, people employ and express collection, opinion of the women employees
themselves physically, cognitively, as well as regarding workplace daycare center and its possible
emotionally during role performances (William effects are examined in this paper.
Kahn’s theory of employee engagement,
H1
Maternity
Break
H2
Mindfulness
Workplace Day Care
at
Center
Workplace
H3
H4
Employee
Engagement Fig1: Proposed Research Model
Discussion:
Table 1: Mindfulness after Maternity Break
Statements N Mean Std. Error of Mean Std. Deviation
I could be experiencing some emotion, break or spill things because of
398 3.42 0.082 1.633
carelessness, not paying attention.
I find it difficult to stay concentrated on what’s happening in the present. 398 2.96 0.072 1.436
Anxiety and stress levels have considerably gone up. 398 2.40 0.062 1.233
Forgetfulness at workplace has increased substantially 398 2.74 0.056 1.116
Sensing a decline in presence of mind. 398 2.43 0.062 1.241
Multitasking capabilities have gone down. 398 3.42 0.082 1.633
I find myself preoccupied with child care responsibilities. 398 2.83 0.067 1.335
Source: SPSS output
Table 1 gives the group statistics for existence of stress levels (X̄= 2.40, σ= 0.062), forgetfulness (X̄=
mindfulness at workplace after maternity break. 2.74, σ= 0.056), decline in presence of mind (X̄=
For recognizing the mindfulness at workplace after 2.43, σ= 0.062), multitasking (X̄= 3.42, σ= 0.082),
maternity break 7 factors are analyzed. Cronbach’s child care responsibilities (X̄= 2.83, σ= 0.067) also
alpha test is done to see the validity and internal converges towards agree level of acceptance. It
consistency of the data, Cronbach’s α for the same supports that workplace mindfulness affects after
was 0.81. Existence of mindfulness after maternity maternity break. Denise Rousseau, professor of
break was checked by mean (X̄) and standard organizational behavior and public policy at
deviation (σ). For testing the relation between Carnegie Mellon University is of the view that an
maternity break and mindfulness at workplace an employee will be tired, frustrated, and full of self-
online study employing a 7×6 (Mindfulness after doubt after returning to work after a new born child
maternity break [carelessness and attention, and is confused whether to return to work or stay at
difficulty in concentration, anxiety and stress home (Rebecca Knight, 2019).
levels, forgetfulness, decline in presence of mind,
multitasking, child care responsibilities] × For testing the hypothesis (H1) one sample (one
Agreement level [Almost always, Very frequently, sided, i.e. H1: µ>15) t-test was performed.
Somewhat frequently, Some Infrequently, Very Researchers have only considered p values for
infrequently, Almost never]) was conducted using testing the sample and hypothesis, which indicates
sample of 398 respondents. Mean for the statement relation between mindfulness and workplace day
of carelessness and attention (X̄= 3.42, σ= 0.082) care center. The results of the one sample t-test
shows that maternity break affects on workplace analysis (t= 23.146, df= 397, p value= 0.00)
mindfulness. Other statements such as difficulty in reveals that maternity break of women significantly
concentration (X̄= 2.96, σ= 0.072), anxiety and affect on mindfulness at workplace.
Table 2: Mindfulness and Workplace Day Care Center

Emotional stability might go up due to workplace Day care Centers. 398 3.71 0.060 1.197
My physical and mental health might improve due to workplace day
398 3.76 0.057 1.136
care center.
Attentiveness and presence of mind can increase with workplace day
398 3.80 0.059 1.178
care centers.
Workplace and child care responsibilities can go smoothly hand in
398 3.16 0.071 1.416
hand due to presence of day care centers
Better stress management can be an outcome of workplace day care
398 2.96 0.068 1.359
center.
Source: SPSS output
Table 2 gives the group statistics for understanding For testing the relation between mindfulness and
the relation between mindfulness and workplace workplace day care center an online study
day care center. For recognizing the mindfulness at employing a 5×5 (Mindfulness and day care center
workplace as a result of workplace day care center [emotional stability, physical and mental health,
5 factors are analyzed. Cronbach’s alpha test is attentiveness, childcare responsibility, stress
done to see the validity and internal consistency of management] × Agreement level [Strongly
the data, Cronbach’s α for the same was 0.732. disagree, disagree, neutral, agree, strongly
Mindfulness as a result of day care center was disagree]) was conducted using sample of 398
checked by mean (X̄) and standard deviation (σ). respondents. Mean for the statement of emotional
stability (X̄= 3.71, σ= 0.060) shows that For testing the hypothesis (H2) one sample (one
mindfulness and workplace day care center are sided, i.e. H2: µ>15) t-test was performed.
related to each other. Other statements such as Researchers have only considered p values for
physical and mental health (X̄= 3.76, σ= 0.057), testing the sample and hypothesis, which indicates
attentiveness (X̄= 3.80, σ= 0.059), childcare relation between mindfulness and workplace day
responsibility (X̄= 3.16, σ= 0.071), stress care center. The results of the one sample t-test
management (X̄= 2.96, σ= 0.068) also converges analysis (t= 11.876, df= 397, p value= 0.00)
towards agree level of acceptance. It shows that reveals that workplace day care center and
workplace day care center and mindfulness is mindfulness are related with other.
associated with each other positively.
Table 3: Workplace Day Care Center and Employee Engagement

Day care center may allow me to grow and develop my career in this
398 3.90 0.048 0.955
organization
Day care center can motivate me to go beyond what I would in a similar
398 3.16 0.070 1.393
role elsewhere
Workplace day care centers might make me excited to come to work and
398 3.66 0.054 1.077
make me less worrisome.
Better absorption at workplace can be a result of workplace day care center. 398 3.65 0.060 1.201
Workplace day care centers meaningfully enhance the level of enthusiasm
398 3.56 0.065 1.289
and dedication.
Women employees might feel more empowered in the presence of
398 3.88 0.047 0.939
workplace day care centers.
Source: SPSS output
Table 3 gives the group statistics for understanding workplace day care center and employee
the relation between workplace day care center and engagement are related to each other.
employee engagement. For recognizing the relation
between workplace day care center and employee Other statements such as motivation (X̄= 3.16, σ=
engagement 6 factors are analyzed. Cronbach’s 0.070), excitement (X̄= 3.66, σ= 0.054), absorption
alpha test is done to see the validity and internal (X̄= 3.65, σ= 0.060), enthusiasm and dedication
consistency of the data, Cronbach’s α for the same (X̄= 3.56, σ= 0.065), empowerment (X̄= 3.88, σ=
was 0.984. relation between workplace day care 0.047) also converges towards agree level of
center and employee engagement was checked by acceptance. It shows that workplace day care center
mean (X̄) and standard deviation (σ). For testing the and employee engagement have a relation with
relation between mindfulness and workplace day each other.
care center an online study employing a 6×5
(workplace day care center and employee For testing the hypothesis (H3) one sample (one
engagement [career development, motivation, sided, i.e. H3: µ>18) t-test was performed.
excitement, absorption, enthusiasm and dedication, Researchers have only considered p values for
empowerment] × Agreement level [Strongly testing the sample and hypothesis, which indicates
disagree, disagree, neutral, agree, strongly relation between workplace day care center and
disagree]) was conducted using sample of 398 employee engagement. The results of the one
respondents. Mean for the statement of career sample t-test analysis (t= 11.416, df= 397, p
development (X̄= 3.90, σ= 0.048) shows that value= 0.00) reveals that workplace day care center
and employee engagement are related with other.
Table 4: Mindfulness and Employee Engagement

Mental resilience and energy can be an outcome of Mindfulness
398 3.66 0.059 1.187
at workplace.
Dedication at workplace may increase due to enhanced
398 3.82 0.057 1.131
mindfulness.
More mindfulness means more absorption level at workplace. 398 4.19 0.047 0.937
Mindfulness can be a harbinger of pride and inspiration. 398 4.02 0.053 1.050
Mindfulness has a significant relationship with engrossment level
398 4.41 0.037 0.738
at workplace.
Employee engagement can be a result of being intensely aware of
398 4.40 0.038 0.767
what you are feeling and sensing.
Source: SPSS output
Table 4 gives the group statistics for understanding (X̄= 4.41, σ= 0.037), feeling and sensing (X̄= 4.40,
the relation between employee engagement and σ= 0.038) also converges towards agree level of
mindfulness. For recognizing the relation between acceptance. It shows that mindfulness and
employee engagement and mindfulness 6 factors employee engagement have a relation with each
are analyzed. Cronbach’s alpha test is done to see other.
the validity and internal consistency of the data,
Cronbach’s α for the same was 0.829. Relation For testing the hypothesis (H4) one sample (one
between employee engagement and mindfulness sided, i.e. H4: µ>18) t-test was performed.
was checked by mean (X̄) and standard deviation Researchers have only considered p values for
(σ). For testing the relation between mindfulness testing the sample and hypothesis, which indicates
and workplace day care center an online study relation between mindfulness at workplace and
employing a 6×5 (mindfulness and employee employee engagement. The results of the one
engagement [Mental resilience and energy, sample t-test analysis (t= 29.904, df= 397, p
Dedication, absorption level, pride and inspiration, value= 0.00) reveals that mindfulness at workplace
engrossment, feeling and sensing] × Agreement and employee engagement are related with other.
level [Strongly disagree, disagree, neutral, agree,
strongly disagree]) was conducted using sample of Multiple Regression Analysis:
398 respondents. Mean for the statement of Mental The main purpose of Multiple Regression Analysis
resilience and energy (X̄= 3.66, σ= 0.059) shows is to recognise the relation of Workplace Day care
that mindfulness and employee engagement are centers, Employee Engagement (independent
related to each other. variables) with Mindfulness at workplace (latent
variable). The results are obtained in the analysis
Other statements such as dedication (X̄= 3.82, σ= with using IBM SPSS 25. The following data is
0.057), absorption level (X̄= 4.19, σ= 0.047), pride required to perform the analysis.
and inspiration (X̄= 4.02, σ= 0.053), engrossment
Figure 2: P-P Plot of Normality Test
The P-P Plot of Normality Test is the cumulative residuals completely fall straightly on the line of
probability plots of residuals which is used to judge distribution, which indicates a normal distribution
whether the distribution of variables is consistent of residuals. Normality of the data is a prerequisite
with a specified distribution. Normally distributed step for the further analysis. Taking into account
residuals are considered to be standardized. So, normality of the data Multiple Regression Analysis
standardized residuals scatters should either fall on is applied with the following model.
distribution line or should be tightly close to it.
Figure 2 P-P plot shows that initially, scatters of the Mindfulness at workplace ~ Workplace Day care
residuals are nearer to the line and afterwards center + Employee Engagement
Table 5: Regression coefficients

Coefficients
Unstandardized Coefficients Standardized Coefficients
Model t Sig.
β Std. Error Beta
(Constant) 6.347 0.305 20.837 0
1 Workplace Daycare Center 1.214 0.046 1.319 26.373 0
Employee Engagement -0.296 0.043 -0.347 -6.94 0
a. Dependent Variable: Mindfulness at workplace
Based on the unstandardized coefficients following regression equation can be obtained.

Ŷ =6.347 + 1.214*x1 – 0.296* x2 + e
Where,
Ŷ = Mindfulness at workplace,
x1 = Workplace Day care center,
x2 = Employee Engagement,
e = Error
Table 6: Goodness of Fit Measure -Model Summary
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 0.981 0.963 0.962 0.716
Table 6 indicates the goodness of fit measure for engagement, workplace day care center. It is an
the regression model. The coefficients of indication of the model fit. Further analysis of
determination R squared indicates the percentage variance for multiple regressions is explained
of variance in the dependent variable (mindfulness below.
at workplace) that the independent variables
(workplace daycare center and employee The coefficient of determination R2 indicating the
engagement) describe jointly. The strength of the percent of how much of the total variance is
relationship is explained by R2 on a convenient explained by the independent variable is 99.80%
scale of 0-100%. In the above statistics, the (Table 3). The analysis of variance for multiple
coefficient of determination R2 is 0.963 (R2 >0.60), regression will be made starting from the following
which indicates a strong relationship (96.3%) results:
between mindfulness at workplace and employee
Table 7: Variation Analysis ANOVA

ANOVA
Model Sum of Squares df Mean Square F Sig.
Regression 5216.603 2 2608.302 5094.246 .000b
1 Residual 202.244 395 0.512
Total 5418.847 397
a. Dependent Variable: mindfulness at workplace
b. Predictors: (Constant), Employee engagement, workplace daycare center
Table 7 test the validity of multiple regression engagement). So, applied regression model is
model. For the same analysis of variance ANOVA significant and the included slopes are not equal to
is calculated to see whether regression coefficients zero.
of independent variables are equal with zero or not.
It also explains whether the explained variance is Limitations and further research scope
an outcome of a random or not. The above data Results of the study are based on cross sectional
value of the calculated F is 5094.246 for the data collected from women employees after
variance produced in the regression. In this model maternity break. Although the present study
p value is 0.000(0.00< 0.05), which indicates the hypothesizes the positive relation between
significance of model. It means that significance of mindfulness at workplace and presence of daycare
multiple regression model occurs over dependent and engagement at workplace, it is possible that
variable (workplace daycare center and employee these relations may have other direction due to the
varied factors affecting mindfulness at workplace. this research women workforce can be increased
Further it is required to determine whether the thereby adding more working hands to the overall
relationship between mindfulness with daycare and economic development of a country. Education
employee engagement at workplace hold in other industry will be benefited as it is majorly
industry setups. The future scope for carrying out dominated by female employees. Their
such research includes study of workplace engagement levels can be improved by setting up
mindfulness with various dimensions of day care centers surrounding their work areas.
engagement after maternity break. Policy makers can also create ideas and options in
reference to setting up of public private day care
Conclusion centers in partnership. Further, the study of
There are myriad benefits of having workplace day mindfulness is still in its beginner stage and our
care centers on the overall mindfulness and results propose a number of opportunities for
engagement levels of employees. This study also further exploration.
suggests that the females being more anxious and
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Examining Relationship Of Workplace Mindfulness With Workplace Daycare

Center And Employee Engagement. Section A-Research paper

EXAMINING RELATIONSHIP OF WORKPLACE

*Corresponding Author: Dr. Rushina Khan

Introduction in America also stated the same through their early

and organizational decision maker should also counter to intention implementation

Research Gap 1990:694). Kahn also found that engagement isn’t

Table 2: Mindfulness and Workplace Day Care Center

Table 3: Workplace Day Care Center and Employee Engagement

Table 4: Mindfulness and Employee Engagement

Figure 2: P-P Plot of Normality Test

Table 5: Regression coefficients

Based on the unstandardized coefficients following regression equation can be obtained.

Table 7: Variation Analysis ANOVA

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