There's increasing interest in how mindfulness might be adopted within organizations, to positively impact employee health, well-being, and performance. In this video, we will discuss the current state of the evidence for mindfulness-based workplace programs. In 2016 several researchers provided a comprehensive framework, for why mindfulness might matter in the workplace. Based on existing mindfulness literature, they argue that mindfulness primarily trains attention, which in turn affects a person's cognition, behavior, emotion and physiology. These four personal domains, in turn likely positively influence performance, relationships and well-being within the workplace. As of right now, there are not a significant number of methodologically rigorous studies, looking at the effects of mindfulness in the workplace. A 2018 systematic review of 23 Workplace studies, found only two studies that were of high methodological quality. Meaning the studies included randomization, blinding of participants, practitioners and research staff, and robust control conditions. Based on their review, the researchers concluded that, it is plausible that mindfulness decreases emotional exhaustion, which is a factor in burnout, occupational stress, depression, anxiety, and psychological distress. They also noted that based on their review, it is plausible that mindfulness increases a sense of personal accomplishment, self-compassion, quality of sleep, and relaxation. Another review article from 2017, found that mindfulness primarily within health care settings, may improve patient and staff safety by positively shaping employee behavior. The authors conclude by mentioning the need for additional high-quality studies, investigating how mindfulness might impact the workplace, especially in the domains of leadership and performance. While there's more than 30 years of research, investigating the connection between mindfulness and individual health outcomes, there's comparatively little research investigating the impact of mindfulness, within organizational settings. Some researchers have even cautioned that, mindfulness shouldn't be used as a method for placing the responsibility for health and well-being, solely on the employee, while allowing the organization to ignore underlying organizational factors that undermine employee health and well-being. See how the possible benefits of mindfulness at work discussed here, show up in real life for the health care providers we interviewed in the next video.