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2023

 

Carpini, J. A., A. Luksyte, S. K. Parker, & C. G. Collins. (2023). Can a familiar gender stereotype create a not-so-familiar benefit for women? Evidence of gendered differences in ascribed stereotypes and effects of team member adaptivity on performance evaluations. Journal of Organizational Behavior.

Chiu, C. Y., C. H. Wu, A. Bartram, S. K. Parker, & C. Lee. (2023). Is leader proactivity enough: Importance of leader competency in shaping team role breadth efficacy and proactive performance. Journal of Vocational Behavior 143.

 

Donovan, R., Drane. C, & Anwar McHenry, J. (2023). Impact on Students of the Act–Belong–Commit Mentally Healthy Schools Framework. Children. 10. 548. 10.3390/children10030548. 

Donovan, R., Drane. C, Owen. J, Murray. L, Nicholas. A, & Anwar McHenry, J. (2023). Impact on Stakeholders of a cultural adaptation of a social and emotional wellbeing intervention in an Aboriginal community. Health promotion journal of Australia : official journal of Australian Association of Health Promotion Professionals. 10.1002/hpja.723.

Dunlop, P. D., R. E. de Vries, A. A. Jolly, & S. K. Parker. (2023). Three nightmare traits (TNT) and the similarity effect determine which personality traits we like and dislike. Journal of Research in Personality 103.

Gilbert, J. M., L. S. Fruhen, C. T. Burton, & S. K. Parker. (2023). The mental health of fly-in fly-out workers before and during COVID-19: a comparison study. Australian Journal of Psychology 75 (1).

Goštautaitė, B., Liubertė. I, Parker. S, & I. Bučiūnienė. (2023). Can You Outsmart the Robot? An Unexpected Path to Work Meaningfulness. Academy of Management. (0), https://doi.org/10.5465/amd.2022.0113

Fruhen, L. S., J. Gilbert, & S. K. Parker. (2023). Fly-in-fly-out work: A review of the impact of an extreme form of work-related travel on mental health. Organizational Psychology Review 13 (2): 177-204.

Jolly, A., Kunzelmann, A., Dey, S., Zettna, N., Yam, C., Forner, V., ... & Parker, S. (2023). How work design shapes mental health in the Healthcare and Social Assistance industry. A report by the Centre for Transformative Work Design at Curtin University and the University of Sydney Business School, funded by Insurance and Care (icare) NSW as part of the Design for Care research project.

Jongenelis, M., Drane. C, Hasking. P, Chikritzhs. T, Miller. P, Hastings. G, & Pettigrew, S. (2023). Development and validation of the Alcohol Message Perceived Effectiveness Scale. Scientific Reports. 13. 10.1038/s41598-023-28141-x. 

Kamarova, S., P. D. Dunlop, & S. K. Parker. (2023). Trait continuity: Can parent-rated infant temperament predict HEXACO personality in early adulthood?. Scandinavian Journal of Psychology 64 (4): 512-526.

Klonek, F. E., F. H. Gerpott, & S. K. Parker. (2023). A conceptual replication of ambidextrous leadership theory: An experimental approach. Leadership Quarterly 34 (4).

Klonek, F., F. Zhang, H. Nguyen, A. Johnson, Y. Liu, & S. Parker. (2023). The role of individual goal orientations in shaping skill utilization over time: a four-year longitudinal study. European Journal of Work and Organizational Psychology 32 (3): 346-359.

Knight, C., Keller, A. C., & Parker, S. K. (2023). Job demands, not resources, predict worsening psychological distress during the early phase of the COVID-19 pandemic. Work & Stress, 37(1), 55-77. https://doi.org/10.1080/02678373.2022.2117879

Lebel, R. D., Yang, X., Parker, S. K., & Kamran-Morley, D. (2023). What makes you proactive can burn you out: The downside of proactive skill building motivated by financial precarity and fear. Journal of Applied Psychology, 108(7), 1207–1222. https://doi.org/10.1037/apl0001063

Loh, V., M. Hamilton, M. Baird, N. Zettna, A. Constantin, D. M. Andrei, G. A. Petery, & S. K. Parker. (2023). Money matters, but what else? Mature worker motives and the importance of gender, age, socioeconomic status and age-inclusive HR practices. Australian Journal of Management.

Oeij, P. R., Dhondt, S., & McMurray, A. J. (Eds.). (2023). A Research Agenda for Workplace Innovation: The Challenge of Disruptive Transitions.

Parent‐Rocheleau, X., Parker, S. K., Bujold, A., & Gaudet, M. C. (2023). Creation of the algorithmic management questionnaire: A six‐phase scale development process. Human Resource Management.

 

Parker, S. K., & Knight, C. (2023). The SMART model of work design: A higher order structure to help see the wood from the trees. Human Resource Management, 1–27. https://doi.org/10.1002/hrm.22200

Parkes, K. R., L. S. Fruhen, & S. K. Parker. (2023). Direct, indirect, and moderated paths linking work schedules to psychological distress among fly-in, fly-out workers. Work and Stress 37 (4): 466-486.

Sinclair, C., Joffe. T, Ginnivan. N, Parker. S. K, & Anstey. K. J. (2023). A Scoping Review of Workplace Interventions to Promote Positive Attitudes Toward Older Workers and Reduce Age-Based Discrimination, Work, Aging and Retirement. https://doi.org/10.1093/workar/waad01

Stephan, U., Zbierowski, P., Pérez-Luño, A., Wach, D., Wiklund, J., Alba Cabañas, M., ... & Zahid, M. M. (2023). Act or wait-and-see? Adversity, agility, and entrepreneur wellbeing across countries during the Covid-19 pandemic. Entrepreneurship Theory and Practice, 47(3), 682-723.

Wang, B., & Parker, S. K. (2023). 21. Embracing the digital workplace: a SMART work design approach to supporting virtual work. Handbook of Virtual Work, 403.

Wang, B., Y. Liu, J. Qian, & S. K. Parker. (2023). How can people benefit, and who benefits most, from using socialisation-oriented social media at work? An affordance perspective. Human Resource Management Journal

Wang, B., Y. Liu, J. Qian, & S. K. Parker. (2023). Help anyone, if helped by some: Understanding generalized reciprocity through the lens of interaction ritual chain theory. Journal of Occupational and Organizational Psychology.

Zhou, Y., Zou, M., Wu, C., Parker, S., & Griffin, M. (2023). New Labour Market Entrants’ Job Satisfaction Trajectories During a Series of Job Changes. In Academy of Management Proceedings (Vol. 2023, No. 1, p. 12967). Briarcliff Manor, NY 10510: Academy of Management.

2022

Andrei, D. M., & Parker, S. K. (2022). Organizational metastrategies for younger and older workers. In Age and Work (pp. 310-327). Routledge.

Andrei, D. M., Chong, J., Parker, S. K., Zoszak, L., Petery, G., & Baird, M. (2022). How COVID-19 shaped the perception of work of mature Australian employees: Insights from a large-scale survey of work during the pandemic. In The 82nd Meeting of the Academy of Management.

Bindl, U. K., Parker, S. K., Sonnentag, S., & Stride, C. B. (2022). Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance‐related outcomes at work. Journal of Organizational Behavior, 43(7), 1251-1270.

Bureau, J. S., J. L. Howard, J. X. Y. Chong, and F. Guay. 2022. "Pathways to Student Motivation: A Meta-Analysis of Antecedents of Autonomous and Controlled Motivations." Review of Educational Research 92 (1): 46-72.

De Boeck, G., & Parker, S. (2022). Work Design: Revisiting Lillian Gilbreth’s Fatigue Studies. Organisational Psychology: Revisiting the Classic Studies, 9.

 

Dunlop, P. D., D. Holtrop, L. M. Ashby, A. Bharadwaj, & J. J. Donovan. 2022. "Valence, Instrumentality, Expectancy, and Ability as Determinants of Faking, and the Effects of Faking on Criterion-Related Validity." Journal of Business and Psychology 37 (6): 1215-1233.

Gagné, M., Parker, S. K., Griffin, M. A., Dunlop, P. D., Knight, C., Klonek, F. E., & Parent-Rocheleau, X. (2022). Understanding and shaping the future of work with self-determination theory. Nature Reviews Psychology, 1(7), 378-392. https://doi.org/10.1146/annurev-orgpsych-032516-113108

Gagné, M., Parent-Rocheleau, X., Dunlop, P. D., & Parker, S. K. (2022). Reply to ‘Mere algorithms can be demotivating’. Nature Reviews Psychology, 1(11), 683-683.

Gagné, M., Parent-Rocheleau, X., & Parker, S. K. (2022). Reply to ‘A cross-cultural approach to the future of work’. Nature Reviews Psychology, 1(11), 685-685.

Handke, L., F. Klonek, T. A. O’Neill, and R. Kerschreiter. 2022. "Unpacking the Role of Feedback in Virtual Team Effectiveness." Small Group Research 53 (1): 41-87.

Klonek, F. E., Kanse, L., Wee, S., Runneboom, C., & Parker, S. K. (2022). Did the COVID-19 lock-down make us better at working in virtual teams?. Small Group Research, 53(2), 185-206. https://doi.org/10.1177/104649642110089

Knight, C., A. Keller, & Parker. S. K "Job Demands, not resources, predict worsening psychological distress during the early phase of the COVID-19 pandemic." Work and Stress In press.

Knight, C., McLarnon, M. J., Wenzel, R., & Parker, S. (2022). The importance of relational work design characteristics: A person-centred approach. Australian Journal of Management, 47(4), 705-728.

Knight, C., Olaru, D., Lee, J., & Parker, S. K. (2022). The loneliness of the hybrid worker. MIT Sloan Management Review.

Luksyte, A., Avery, D. R., Parker, S. K., Wang, Y., Johnson, L. U., & Crepeau, L. (2022). Age diversity in teams: Examining the impact of the least agreeable member. Journal of Organizational Behavior, 43(3), 546-565. https://doi.org/10.1002/job.2570

Menges, J., Cohen, S., Hall, E., Howe, L., Jachimowicz, J., Parker, S., ... & Whillans, A. (2022). AMD Special Research Forum: The Human Side of the Future of Work. Acad. Manag. Discov.

Ng, T. W. H., J. Koopmann, & Parker, S. K. (2022). Promoting idea exploration and harmonization in the creative process: cultivating interdependence and employees’ perspective-Taking are key. European Journal of Work and Organizational Psychology 31 (4): 567-582.

Parent-Rocheleau, X., & Parker, S. K. (2022). Algorithms as work designers: How algorithmic management influences the design of jobs. Human Resource Management Review, 32(3), 100838. https://doi.org/10.1016/j.hrmr.2021.100838

Parker, S. K. (2022). The Future of Work: Emerging Risks and Opportunities for Health and Well-Being. Safety and Health at Work, S10-S10.

 

Parker, S. K., & Fisher, G. G. (2022). How Well-Designed Work Makes Us Smarter. MIT Sloan Management Review, 63(3). https://sloanreview.mit.edu/article/how-well-designed-work-makes-us-smarter/

Parker, S. K., & Grote, G. (2022). Automation, algorithms, and beyond: Why work design matters more than ever in a digital world. Applied Psychology, 71(4), 1171-1204. https://doi.org/10.1111/apps.12241

Parker, S. K., & Grote, G. (2022). More than ‘more than ever’: Revisiting a work design and sociotechnical perspective on digital technologies. Applied Psychology, 71(4), 1215-1223. https://doi.org/10.1111/apps.12425

Sheng, Z., Wang, D., & Parker, S. (2022). The Relationships between Workplace Uncertainty and Employee Proactivity.

Wang, D., Sheng, Z., & Parker, S. (2022). The Relationships between Workplace Uncertainty and Employee Proactivity.

Wang, Y., P. D. Dunlop, S. K. Parker, M. A. Griffin, & H. Gachunga. (2022). The moderating role of honesty-humility in the association of agreeableness with interpersonal competency: A study of managers in two countries. Applied Psychology 71 (1): 219-242.

Zhang, F., & Parker, S. K. (2022). Reducing demands or optimizing demands? Effects of cognitive appraisal and autonomy on job crafting to change one’s work demands. European Journal of Work and Organizational Psychology, 31(5), 641-654. https://doi.org/10.1080/1359432X.2022.2032665

Zhang, F., Wang, B., Liao, Y., Qian, J., & Parker, S. (2022). Different Effects of Job Crafting Towards Strengths and Job Crafting Towards Development. In Academy of Management Proceedings (Vol. 2022, No. 1, p. 13854). Briarcliff Manor, NY 10510: Academy of Management.

Zhao, H., Deng, H., Chen, R., Parker, S., & Zhang, W. (2022). Fast or Slow: How Temporal Work Design Shapes Experienced Passage of Time and Job Performance. Academy of Management Journal, 65(6), 2014-2033. https://doi.org/10.5465/amj.2019.1110

2021

 

Baird, M., Hamilton, M., Gulesserian, L., Williams, A., & Parker, S. (2021). An Employer Lens on COVID-19: Adapting to change in Australian workplaces. CEPAR Industry Report, 1.

 

Cangiano, F., Parker, S. K., & Ouyang. K. (2021). Too proactive to switch off: When taking charge drains resources and impairs detachment. Journal of Occupational Health Psychology, Advance online publication. https://doi.org/https://doi.org/10.1037/ocp0000265

Chapman, M. T., Temby, P., Crane, M., Ntoumanis, N., Quested, E., Thøgersen-Ntoumani, C., Parker, S. K., Ducker, K. J., Peeling, P., & Gucciardi, D. F. (2021). Team resilience emergence: Perspectives and experiences of military personnel selected for elite military training. European Journal of Social Psychology. https://doi.org/10.1002/ejsp.2795

Chong, J. X. Y., G. Beenen, M. Gagné, & Dunlop. P. D. (2021). Satisfying Newcomers’ Needs: The Role of Socialization Tactics and Supervisor Autonomy Support. Journal of Business and Psychology 36 (2): 315-331.

 

Dunlop, P. D., Bharadwaj, A. A., & Parker, S. K. (2021). Two-year stability and change among the honesty-humility, agreeableness, and conscientiousness scales of the HEXACO100 in an Australian cohort, aged 24–29 years. Personality and Individual Differences, 172, 110601. https://doi.org/https://doi.org/10.1016/j.paid.2020.110601 (ABDC A journal)

Endrejat, P. C., F. E. Klonek, L. C. Müller-Frommeyer, & Kauffeld. S. (2021). Turning change resistance into readiness: How change agents’ communication shapes recipient reactions. European Management Journal 39 (5): 595-604.

Gagné, M., Parker, S. K., & Griffin, M. A. (2021). How does future work need to be designed for optimal engagement. A research agenda for employee engagement in a changing world of work, 137-153.

Gucciardi, D. F., Lang, J. W. B., Lines, R. L. J., Chapman, M. T., Ducker, K. J., Peeling, P., Crane, M., Ntoumanis, N., Parker, S. K., Thøgersen-Ntoumani, C., Quested, E., & Temby, P. (2021). The emergence of resilience: Recovery trajectories in sleep functioning after a major stressor. Sport, Exercise, and Performance Psychology, 10(4), 571–589. https://doi.org/10.1037/spy0000268

Güntner, A. V., K. N. Klasmeier, F. E. Klonek, and S. Kauffeld. 2021. "The Power of Followers That do not Follow: Investigating the Effects of Follower Resistance, Leader Implicit Followership Theories and Leader Negative Affect on the Emergence of Destructive Leader Behavior." Journal of Leadership and Organizational Studies 28 (3): 349-365.

Handke, L., Costa, P. L., Klonek, F. E., O’Neill, T. A., & Parker, S. K. (2021). Team perceived virtuality: An emergent state perspective. European Journal of Work and Organizational Psychology, 30(5), 624-638. https://doi.org/10.1080/1359432X.2020.1806921

Howard, J. L., J. Bureau, F. Guay, J. X. Y. Chong, & R. M. Ryan. (2021). Student Motivation and Associated Outcomes: A Meta-Analysis From Self-Determination Theory. Perspectives on Psychological Science 16 (6): 1300-1323.

Iles, L. J., & Parker, S. K. (2021). Age bias in the time of Coronavirus: Implications for research and practice. Industrial and Organizational Psychology, 14(1-2), 66-70. https://doi.org/10.1017/iop.2021.15 (ABDC B journal).

Klonek, F., & Parker, S. K. (2021). Designing SMART teamwork: How work design can boost performance in virtual teams. Organizational Dynamics, 50(1), 100841. https://doi.org/10.1016/j.orgdyn.2021.100841

Knight, C., Kaur, S., & Parker, S. K. (2021). Work Design in the Contemporary Era. In Oxford Research Encyclopedia of Business and Management. Oxford University Press. https://doi.org/10.1093/acrefore/9780190224851.013.353

 

Knight, C., & Parker, S. K. (2021). How work redesign interventions affect performance: An evidence-based model from a systematic review. Human Relations, 74(1), 69-104. https://doi.org/10.1177/001872671986560

Knight, C., Tims, M., Gawke, J., & Parker, S. K. (2021). When do job crafting interventions work? The moderating roles of workload, intervention intensity, and participation. Journal of Vocational Behavior, 124, 10352. https://doi.org/10.1016/j.jvb.2020.103522

Lebel, R. D., & Kamran-Morley, D. (2021). Igniting initiative: Clarifying the conceptualization of the energized-to pathway of proactivity. In Emotion and Proactivity at Work (pp. 55-76). Bristol University Press.

Parent-Rocheleau, X., & Parker, S. K. (2021). Algorithms as work designers: How algorithmic management influences the design of jobs. Human Resource Management Review. https://doi.org/https://doi.org/10.1016/j.hrmr.2021.100838 (ABDC A journal).

Parker, S. K., & Jorritsma, K. (2021). Good work design for all: Multiple pathways to making a difference. European Journal Of Work And Organizational Psychology, 30(3), 456-468. https://doi.org/10.1080/1359432X.2020.1860121

Parker, S. K., Jorritsma, K., & Griffin, M. A. (2021). Shifting the Mental Health Conversation: Present and Future Applications of the “Thrive at Work” Framework. In P. Brough, E. Gardiner, and K. Daniels. (Eds).  Handbook on Management and Employment Practices, Handbook Series in Occupational Health Sciences, Springer Nature.

 

Parker, S. K., Ward, M. K., & Fisher, G. G. (2021). Can high-quality jobs help workers learn new tricks? A multi-disciplinary review of work design for cognition. Academy of Management Annals. https://doi.org/10.5465/annals.2019.0057 (ABDC A* journal)

Petery, G. A., Parker, S. K., & Zoszak, L. (2021). The importance of psychological contracts for safe work during pandemics. Industrial and Organizational Psychology, 14(1-2), 290-295.

Reich, T. C., Hershcovis, M. S., Lyubykh, Z., Niven, K., Parker, S. K., & Stride, C. B. (2021). Observer reactions to workplace mistreatment: It’s a matter of perspective. Journal of Occupational Health Psychology, 26(5), 374–392. https://doi.org/10.1037/ocp0000205  (ABDC A journal)

Stephan, U., Zbierowski, P., Pérez-Luño, A., Klausen, A., Cabañas, M. A., Barki, E., ... & Zahid, M. (2021). Entrepreneurship during the Covid-19 Pandemic: A global study of entrepreneurs' challenges, resilience, and well-being.

 

Stephan, U., Zbierowski, P., Pérez-Luño, A., Wach, D., Alba Cabañas, M., Barki, E., Benzari, A., Bernhard-Oet, C., Boekhorst, J., Dash, A., Efendic, A., Eib, C., Hanard, P.-J., Iakovleva, T., Kawakatsu, S., Khalid, S., Leatherbee, M., Li, J., Parker, S., Qu, J., Rosati, F., Sahasranamam, S., Sekiguchi, T., Yshikawa Salusse, M. A., Thomas, N. A., Torres, O., Ward, M. K., Wiklund, J., Williamson, A. J., & Zahid, M. (2021). Agility or Wait-and-See? How the Covid-19 Crisis Impacts Entrepreneurs’ Well-being across Countries. Academy of Management Proceedings, 2021(1), 11848. https://doi.org/10.5465/AMBPP.2021.11848abstract

Tindall, I. K., G. J. Curtis, and V. Locke. (2021). Dimensionality and Measurement Invariance of the State-Trait Inventory for Cognitive and Somatic Anxiety (STICSA) and Validity Comparison With Measures of Negative Emotionality. Frontiers in Psychology 12

Tindall, I. K., K. W. Fu, K. Tremayne, &G. J. Curtis. (2021). Can negative emotions increase students’ plagiarism and cheating?. International Journal for Educational Integrity 17 (1)

Turner, N., Barling, J., Dawson, J. F., Deng, C., Parker, S. K., Patterson, M. G., & Stride, C. B. (2021). Human resource management practices and organizational injury rates. Journal of Safety Research, 78, 69-79. https://doi.org/https://doi.org/10.1016/j.jsr.2021.06.003 (ABDC A journal)

Wang, Y., Dunlop, P. D., Parker, S. K., Griffin, M. A., & Gachunga, H. (2021). The moderating role of honesty-humility in the association of agreeableness with interpersonal competency: A study of managers in two countries. Applied Psychology. https://doi.org/10.1111/apps.12318

Wang, B., Liu, Y., & Parker, S. K. (2021). Let’s get on the same page: Conceptual clarification of individual-level information and communication technology use. Industrial and Organizational Psychology, 14(3), 404-408. https://doi.org/10.1017/iop.2021.80

Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID‐19 pandemic: A work design perspective. Applied Psychology, 70(1), 16-59. https://doi.org/10.1111/apps.12290

Ward, M. K., Yam, C. M., Palejwala, Z., Wallman, K., Taggart, S. M., Wood, F. M., & Parker, S. K. (2021). An experimental simulation of heat effects on cognition and workload of surgical team members. Annals of Surgery, 274(5), e395-e402. https://doi.org/10.1097/SLA.0000000000004598

Zhang, F., Wang, B., Qian, J., & Parker, S. K. (2021). Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects. Journal of Organizational Behavior. https://doi.org/10.1002/job.2517 (ABDC A* journal)

2020


Boeing, A. A., Jorristma, K., Griffin, M. A., & Parker, S. K. (2020). Surfacing the social factors early: A sociotechnical approach to the design of a future submarine. Australian Journal of Management. https://doi.org/10.1177/0312896220920338 (ABDC A journal).

Chapman, M. T., Lines, R. L. J., Crane, M., Ducker, K. J., Ntoumanis, N., Peeling, P., Parker, S. K., Quested, E., Temby, P., Thogersen-Ntoumani, C., & Gucciardi, D. F. (2020). Team resilience: A scoping view of conceptual and empirical work. Work & Stress, 34(1), 57-81. https://doi.org/10.1080/02678373.2018.1529064

Collins, C., Earl, J., Parker, S., & Wood, R. (2020). Looking back and looking ahead: Applying organisational behaviour to explain the changing face of work. Australian Journal of Management, 45(3), 369-375. https://doi.org/10.1177/0312896220934857  

Fruhen, L., Carpini, J. A., Parker, S. K., Adrian, Y. L., Flemming, F. S. (2020). Perceived barriers to multi-professional team briefings in operating theatres: A qualitative study. BMJ Open, 10(2), e032451. doi: bmjopen-2019-032351

Güntner, A.V., Klonek, F.E., Lehmann-Willenbrock, N., & Kauffeld, S. (2020). Follower behavior renders leader behavior endogenous: The simultaneity problem, estimation challenges, and solutions. Leadership Quarterly (Advanced online publication). Doi: 10.1016/j.leaqua.2020.101441

Handke, L., Costa, P., Klonek, F.E., O’Neil, T., & Parker, S. (2020). Team perceived virtuality: An emergent state perspective. European Journal of Work and Organizational Psychology (Advanced online publication). Doi: 10.1080/1359432X.2020.1806921

Handke, L., Klonek, F. E., Parker, S. K., & Kauffeld, S. (2020). Interactive effects of team virtuality and work design on team functioning. Small Group Research, 51(1), 3-47. https://doi.org/10.1177/104649641986349

Hay, G. J., Klonek, F. E., & Parker, S. K. (2020). Diagnosing rare diseases: A sociotechnical approach to the design of complex work systems. Applied Ergonomics, 86, 103095. doi: 10.1016/j.apergo.2020.103095

 

Hay G.J., Klonek F.E., Thomas C.S., Bauskis, A., Baynam, G. & Parker S.K. (2020). SMART Work Design: Accelerating the Diagnosis of Rare Diseases in the Western Australian Undiagnosed Diseases Program. Frontiers in Pediatrics, 8, 582. doi: 10.3389/fped.2020.00582

 

Hay, G., Parker, S.K., & Luksyte, A. (2020). Making sense of organisational change failure: An identity lens. Human Relations. https://doi.org/10.1177/0018726720906211(ABDC A* journal).

Keller, A. C., Knight, C., & Parker, S. K. (2020). Boosting job performance when working from home: Four key strategies.

Klonek, F.E., Gerpott, F., Parker, S. (2020). A conceptual replication of ambidextrous leadership theory: An experimental approach. The Leadership Quarterly. https://doi.org/10.1016/j.leaqua.2020.101473

Klonek, F.E., Meinecke, A., Hay, G., & Parker, S. (2020). Capturing team dynamics in the wild: The communication analysis tool. Small Group Research, 51(3), 303-341. doi: 10.1177/1046496420904126

Klonek, F.E., Volery, T. & Parker, S. K. (2020). Managing the paradox: Individual ambidexterity, paradoxical leadership, and multitasking in entrepreneurs across firm life cycle stages. International Small Business Journal (Advanced online publication). Doi: 10.1177/0266242620943371

Knight, C., Tims, M., Gawke, J., & Parker, S. K. (2020). When do job crafting interventions work? The moderating roles of workload, intervention, intensity, and participation. Journal of Vocational Behavior, 124. (ABDC A* journal)

Koen, J., & Parker, S. K. (2020). In the eye of the beholder: How proactive coping alters perceptions of insecurity. Journal of Occupational Health Psychology, 25(6), 385–400. https://doi.org/10.1037/ocp0000198

Liu, Y., Tims, M., Parker, S., Wang, B., & Qian, J. (2020). Reflecting on Work Design for Improving Quality of Work: An Experiential Learning-Based Field Study. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 19202). Briarcliff Manor, NY 10510: Academy of Management.

Parker, S. K., & Andrei, D. M. (2020). Include, individualize, and integrate: Organizational meta-strategies for mature workers. Work, Aging and Retirement, 6(1), 1-7. https://doi.org/10.1093/workar/waz009

Parker, S. K., & Jorristma, K. (2020). Good work design for all: Multiple pathways to making a difference. European Journal of Work and Organizational Psychology. Special issue on impact. https://doi.org/10.1080/1359432X.2020.1860121 (ABDC A journal)

Parker, S. K., Knight, C., & Keller, A. (2020). Parker, S. K., Knight, C., & Keller, A. (2020). Remote managers are having trust issues. Harvard Business Review, 30, 6-20. https://hbr.org/2020/07/remote-managers-are-having-trust-issues

Petery, G. A., Iles, L. J., & Parker, S. K. (2020). Putting successful aging into context. Industrial and Organizational Psychology, 13(3), 377-382. https://doi.org/10.1017/iop.2020.69

Petery, G. A., Wee, S., Dunlop, P. D., & Parker, S. K. (2020). Older workers and poor performance: Examining the association of age stereotypes with expected work performance quality. International Journal of Selection and Assessment, 28(4), 510-521. https://doi.org/10.1111/ijsa.12309

Sijbom, R. B. L., & Parker, S. K. (2020). When Are Leaders Receptive to Voiced Creative Ideas? Joint Effects of Leaders’ Achievement Goals and Personal Sense of Power. Frontiers in Psychology, 11, 1527.

Thøgersen-Ntoumani, C., Quested, E., Smith, B. S., Nicholas, J., McVeigh, J. Fenton, S. A. M., Stamatakis, E., Parker, S., Pereira, G., Gucciardi, D, F., & Ntoumanis, N. (2020). Feasibility and preliminary effects of a peer-led motivationally-embellished workplace walking intervention: A pilot cluster randomized trial (the START Trial). Contemporary Clinical Trials.

Urbach, T., Den Hartog, D. N., Fay, D., Parker, S. K., & Strauss, K. (2020). Cultural variations in whether, why, how, and at what cost people are proactive: A followership perspective. Organizational Psychology Review. https://doi.org/10.1177/2041386620960526

Wu, C., Wang, L., Griffin, M. A., Parker, S. K. (2020). Effects of chronic job insecurity on Big Five personality change. Journal of Applied Psychology, 105(11), 1308-1326. http://dx.doi.org/10.1037/apl0000488 (ABDC A* journal)

Wang, B., Liu, Y., & Parker, S. K. (2020). How does the use of information communication technology affect individuals? A work design perspective. Academy of Management Annals, 14(2), 695-725. https://doi.org/10.5465/annals.2018.0127 (ABDC A* journal).

Wang, B., Liu, Y., Qian, J. and Parker, S.K. (2020), Achieving effective remote working during the COVID‐19 pandemic: A work design perspective. Applied Psychology: An International Review. doi:10.1111/apps.12290 (ABDC A journal)

Ward, M. K., Yam, C. M. H., Palejwala, Z., Wallman, K., Taggart, S. M., Wood, F. M., & Parker, S. K. (2020). An Experimental Simulation of Heat Effects on Cognition and Workload of Surgical Team Members. Annals of surgery. https://doi.org/10.1097/sla.0000000000004598

Wu, C., Wang, L., Griffin, M. A., & Parker, S. K. (2020). Effects of chronic job insecurity on Big Five personality change. Journal of Applied Psychology, 105(11), 1308-1326. http://dx.doi.org/10.1037/apl0000488

2019

Andrei, D. M., Parker, S. K., Constantin, A., Baird, M., Iles, L., Petery, G., ... & Chen, S. (2019). Maximising Potential: Findings from the Mature Workers in Organisations Survey (MWOS). Sydney: Australian Research Council Centre of Excellence in Population Ageing Research.

Andrei, D. M., Van den Broeck, A., & Parker, S. K. (2019). Good work, poor work? We need to go far beyond capitalism to answer this question. Industrial and Organizational Psychology, 12(4), 463-468. 

Cai, Z., Parker, S. K., Chen, Z., & Lam, W. (2019). How does the social context fuel the proactive fire? A multi-level review and theoretical synthesis. Journal of Organizational Behavior, 40(2), 209-320. 

Cangiano, F., Parker, S. K., & Yeo, G. (2019). Does daily proactivity affect well-being? The moderating role of punitive supervision.  Journal of Organizational Behavior, 40(1), 59-72.

Curcuruto, M., Parker, S.K., Griffin, M.A. (2019) Proactivity towards workplace safety improvement: an investigation of its motivational drivers and organisational outcomes. European Journal of Work and Organizational Psychology, 28(2), 221-238.

Handke, L., Klonek, F. E., Parker, S. K., Kauffeld, S. (2019). Interactive effects of team virtuality and work design on team functioning.  Small Group Research, 1-45.

Hay, G., Parker, S., & Luksyte, A. (2019, July). Failure and Blame in Organisational Change: An Identity Lens. In Academy of Management Proceedings (Vol. 2019, No. 1, p. 16296). Briarcliff Manor, NY 10510: Academy of Management.

Klonek, F.E., Gerpott, F., Lehmann-Willenbrock, N., & Parker, S. (2019). Time to go wild: How to conceptualize and measure process dynamics in real teams with high resolution? Organizational Psychology Review, 9(4), 245–275. Doi: 10.1177/2041386619886674

Klonek, F.E., Will, T., Ianiro, P., & Kauffeld, S. (2019). Opening the career counseling black box: Behavioral mechanisms of empathy and working alliance. Journal of Career Assessment, 28(3), 363–380. doi: 10.1177/1069072719865159

Knight, C., &  Parker, S. K., (2019). How work design interventions affect performance: An evidence-based model from a systematic review. Human relations. 

 

Knight, C., Patterson, M., & Dawson, J.F. (2019). A systematic review of the effectiveness of work engagement interventions. European Journal of Work and Organisational Psychology, 28 (3), 348-372, DOI: 10.1080/1359432X.2019.1588887

Lee, A., Legood, A., Hughes, D., Tian, A., Newman, A., & Knight, C. (2019) Leadership, creativity and innovation: a meta-analytic review. European Journal of Work and Organizational Psychology, 1-35. DOI: 10.1080/1359432X.2019.1661837

Lee, A., Lyubovnikova, J., Tian, A. & Knight, C. (2019). Servant Leadership: A Meta-Analytic Examination of Incremental Predictive Validity, Moderation and Mediation. Journal of Occupational and Organizational Psychology, 1-44. DOI: 10.1111/joop.12265

Lu, W., Lee, C., Tangirala, S., and Parker, S. K (2019). New Directions for Exploring the Consequences of Proactive Behaviors: Introduction to the Special Issue. Journal of Organizational Behavior, 40(1) 1-4.

Ng, T. W. H., Hsu, D. Y., Parker, S. K. (2019). Received respect and constructive voice: the roles of proactive motivation and perspective taking. Journal of Management. https://doi.org/10.1177/0149206319834660 

Ouyang, K., Lam, W., Cheng, B., and Parker, S. K. (2019). Enjoy Your Evening, Be Proactive Tomorrow: How Off-Job Experiences Shape Daily Proactivity. Journal of Applied Psychology, 104(6), 727-850. 

 

Palejwala, Z., Wallman, K., Ward, M. K., Yam, C., Maroni, T., Parker, S. K., Wood, F. (2019). Effects of a hot ambient operating theatre on manual dexterity, psychological and physiological parameters in staff during a simulated burn surgery. PLoS ONE, 14(10): e0222923. https://doi.org/10.1371/journal.pone.0222923

Parker, S. K., Andrei, D. M (2019). Include, Individualize, and Integrate: Organizational Meta-Strategies for Mature Workers, Work, Ageing, and Retirement, 6(1), 1-7. https://doi.org/10.1093/workar/waz009

 

Parker, S. K., Andrei, D. M., & Van den Broeck, A. (2019). Poor Work Design Begets Poor Work Design: Capacity and Willingness Antecedents of Individual Work Design Behavior. Journal of Applied Psychology. 

Parker, S.K., Andrei, D.M., Van den Broeck, A. (2019). Why Managers Design Jobs to Be More Boring Than They Need to Be. Harvard Business Review, June 5th, 2019. https://hbr.org/2019/06/why-managers-design-jobs-to-be-more-boring-than-they-need-to-be

Parker, S.K., Knight, C., Ohly, S. (2019). The changing face of work design research: Past, present, and future directions. In: A. Wilkinson, N. Bacon, D. Lepak, & S. Snell. (Eds.). The Sage Handbook of Human Resource Management (2nd Ed). Sage, London.

Parker, S. K., Grote, G. (2019). Automation, algorithms, and beyond: Why work design matters more than ever in a digital world. Applied Psychology: An international review.

Parker, S.K., Wang, Y., & Liao, J. (2019). When Is Proactivity Wise? A Review of Factors That Influence the Individual Outcomes of Proactive Behaviour. Annual Review of Organizational Psychology and Organizational behaviour, 6, 221-248.

Petery, G., Andrei, D., & Parker, S. (2019). Mature workers in organisations: Insights from CEPAR's benchmarking survey of the Australian workforce. In the 5th Age in the Workplace Meeting. http://hdl.handle.net/20.500.11937/76910

Tims. M., & Knight, C. (2019). Job crafting: an individual strategy to develop oneself. In: Burke, R. J., & Richardsen, A. M. (Eds.). Creating Psychologically Healthy Workplaces. Edward Elgar, Cheltenham, UK.

Tims, M., & Parker, S. K., (2019).  How coworkers attribute, react to, and shape job crafting. Organisational Psychology Review. 

Ward, M. K., & Parker, S. K. (2019). Connecting workspace, work characteristics, and outcomes through work design: themes, models, and directions. In Ayoko, O. B. & Ashkanasy, N. M. (Eds.), Organizational Behavior and the Physical Environment, pp. 149-166. New York: Routledge

Yeo, G., Andrei, D., Hall, S. E., Tang, R. L., & Restubog, S. L. D. (2019). We do not exist in an affective vacuum! Cross-level effects of trait affect and group affective properties on individual performance. Journal of Vocational Behavior, 112, 325-343.

Zhang, F., & Parker, S. K. (2019). Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review. Journal Of Organizational Behavior, 40(2), 126-146. https://doi.org/10.1002/job.2332

2018

 

Andrei, D., & Parker, S. K., (2018). Work design for performance: Expanding the criterion for contemporary work. In Anderson, N., Viswesvaran, Sinangil and Ones, D. (Eds). The Sage Handbook of Industrial, Work, and Organizational Psychology (2nd Ed) (Vol 2, p357-377).

Carter, W. R., Nesbit, P. L., Badham, R. J., Parker, S. K., & Sung, L. K. (2018). The effects of employee engagement and self-efficacy on job performance: a longitudinal field study. The international journal of human resource management, 29(17), 2483-2502.

Chapman, M. T., Lines, R. L. J., Crane, M., Ducker, K. J., Ntoumanis, N., Peeling, P., Parker, S. K., Quested, E., Temby, P., Thogersen-Ntoumani, C. & Gucciardi, D. F. (2018). Team resilience: A scoping review of conceptual and empirical work. Work and Stress.

Gucciardi, D.F., Crane, M., Ntoumanis, N., Parker, S.K., Thøgersen-Ntoumani, C., Ducker, K.J., Peeling, P., Chapman, M.T., Quested, E., & Temby, P. (2018). The emergence of team resilience: A multilevel conceptual model of facilitating factors. Journal of Occupational and Organisational Psychology. 91(4), 729-768. 

Hay, G., Klonek, F., & Parker, S. K. (2018). The Future of Knowledge Work: A Case Study of the Diagnosis of Rare Diseases in the Era of Big Data. Academy of Management Global Proceedings, (2018), 155.

Klonek, F., Fruhen, L., & Parker, S. (2018). The Words-as-data Paradigm: The Promise of Computational Linguistics to Study Social Dynamics in Self-managing Teams. Academy of Management Global Proceedings, (2018), 186.

Klonek, F., Hay, G., & Parker, S. (2018). The big data of social dynamics at work: A technology-based application. Academy of Management Global Proceedings, (2018), 185.

Klonek, F. E., & Parker, S. (2018). Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings. Gruppe. Interaktion. Organisation. Zeitschrift fur Angewandte Organisationspsychologie, 49(2), 167-175. 

Koen, J., & Parker, S. (2018). Tackling the root of insecurity: Why some workers experience less insecurity in today’s labor market. Academy of Management Proceedings, 2018(1). 

Parker, S., Knight, C., & Ohly, S. (2018) The changing face of work design research: Past, present and future directions. In A. Wilkinson, D. Lepak, & S. Snell (Eds.), The Sage Handbook of Human Resource Management (2 ed., pp. 1). London: SAGE. 

 

Pluut, H., Ilies, R., Curşeu, P. L., & Liu, Y. (2018). Social support at work and at home: Dual-buffering effects in the work-family conflict process. Organizational Behavior and Human Decision Processes, 146, 1-13.

 

Quigley, N., Collins, C. Gibson, C. & Parker, S. K. (2018). Team performance archetypes: Toward a new conceptualization of team performance over time. Group & Organization Management, 43(5), 787-824.

Strauss, K., & Parker, S. K., (2018). Intervening to enhance proactivity in organizations: Improving the present or changing the future. Journal of Management, 44(3), 1250-1278). First published online September 2015.

Wang, L., Wu, C., Griffin, M. A., & Parker, S. K. (2018). Developing goal orientations conducive to learning and performance: An intervention study. Journal of Occupational and Organizational Psychology, 91(4), 875-895. 

Wang, Z., Xu, H., & Liu, Y. (2018). Servant leadership as a driver of employee service performance: Test of a trickle-down model and its boundary conditions. Human Relations, 71(9), 1179-1203.

Ward, M. K. & Meade, A.W. (2018). Applying social psychology to prevent careless responding during online surveys. Applied Psychology: International Review. http://doi.org/10.1111/apps.12118.

Wu, C., Lee, C., & Parker, S. K., (2018). When and why people engage in different forms of proactive behaviour: Interactive effects of self-construals and work characteristics. Academy of Management Journal, 44(3), 1250-1278.

2017

 

Carpini, J., Parker, S. K., & Griffin, M. (2017). A look back and a leap forward: A review and synthesis of the individual work performance literature. Academy of Management Annals, 11(2), 825-885. 

Johnson, H., Nguyen, H., Parker, S. K., Groth, M., Coote, S., Perry, L., Way, B. (2017). “That was a good shift”: Inter-professional collaboration and junior doctors’ learning and development on overtime shifts.  Journal of Health Organization and Management, 31(4), 471-486. 

Nguyen, H., Johnson, A., Collins, C., and Parker, SK. (2017). Confidence matters: Self-efficacy moderates the credit that supervisors give to adaptive and proactive role behaviours. British Journal of Management, 28, 315-330. 

Parker, S. K., & Bindl, U. K. (2017). Proactivity at work: A big picture perspective on a construct that matters. In S. K. Parker & U. K. Bindl (Eds.), Proactivity at Work: Making Things Happen in Organizations (pp.1-20). New York: Routledge.

Parker, S. K., (2017) The Work Design Growth Model: How work characteristics promote learning and adult development. In R. A. Noe and J. E. Ellingson (Eds.). Autonomous Learning in the Workplace. Chapter 8 (p137-162). SIOP Frontiers Book Series. Taylor & Francis Group: London/New York.

Parker, S. K., Morgeson, F., Johns, G. (2017). Work design theory and research: Looking back over 100 years and looking forward to the future. Invited article, Special Centennial Issue, Journal of Applied Psychology, 102(3), 403-240.

Parker, S.K., Van den Broeck, A., & Holman, D. (2017). Work design influences: A synthesis of multi-level factors that affect the design of jobs. Academy of Management Annals, 11 (1), 267-308. 

Strauss, K. Parker, S. K., & O’Shea, D. (2017). When does proactivity have a cost? Motivation at work moderates the effects of proactive work behaviour on employee job strain. Journal of Vocational Behavior. 

Wu, C., & Parker, S. K., (2017) The role of leader support in facilitating proactive work behavior: A perspective from attachment theory. Journal of Management, 43 (4), 1025-2049. Published online July 2016. 

Vough, H., Bindl, U., & Parker, (2017). Proactivity routines: The role of social processes in how employees self-initiate change. Human Relations, 70(1), 1-17. 

Yeo, G. B., & Parker, S. K. (2017). Time and thinking: An alternative to traditional learning and development activities. In K. G. Brown (Ed.), The Cambridge Handbook of Workplace Training and Employee Development (pp.318-344). UK: Cambridge University Press. 

2016 and earlier

Axtell, C.M., & Parker, S. K., (2003).  Promoting role breadth self-efficacy through involvement, work redesign and training. Human Relations, 56(1), 113-25.

Axtell, C. M., Parker, S. K., Holman, D., & Totterdell, P. (2007). Enhancing customer service: Perspective taking in a call centre. European Journal of Work and Organizational Psychology, 16(2), 141-168.

Atkins, P.W.B & Parker, S. K., (2012) Understanding individual compassion in organizations: The role of appraisals and psychological flexibility. Academy of Management Review, 37(4), 524-546. (ABCD A* journal).

Andrei, D., & Parker, S. K., (2018). Work design for performance: Expanding the Criterion Domain. In Anderson, N., Viswesvaran, & HK Sinangil (Eds.), The Sage Handbook of Industrial, Work, and Organizational Psychology (2nd Ed) (Vol. 2, 2 ed., pp 357-377). Los Angeles: SAGE.

Bindl, U., & Parker, S. K., (2010). Feeling good and performing well? Psychological engagement and positive behaviours at work. In S. Albrecht, (Ed.), The Handbook of Employee Engagement: Perspectives, Issues, Research and Practice (New Horizons in Management Series). Cheltenham: Edward-Elgar Publishing.

Bindl, U., & Parker, S. K., (2011). Proactive work behavior: Forward thinking and change-oriented action in organizations. In S. Zedeck (Ed.), APA Handbook of Industrial and Organizational Psychology, Vol. 2, Chapter 19. Washington, DC: American Psychological Association.

Bindl, U. K., & Parker, S. K., (2012) ‘Affect and Employee Proactivity: A Goal-Regulatory Perspective’, in Ashkanasy, N., Härtel, C., Zerbe, W., (eds.), Experiencing and Managing Emotions in the Workplace: Research on Emotions in Organizations, Vol. 8, Bingley, UK: Emerald Group Publishing, pp225-256.

Bindl, U. K., Parker, S. K., Totterdell, P., & Hagger-Johnson, G. (2012). Fuel of the self-starter: How mood relates to proactive goal regulation. Journal of Applied Psychology, 97(1), 134. (ABCD A* journal).

Badham, R. J., Carter, W. R., Matula, L. J., Parker, S. K., & Nesbit, P. L. (2016). Beyond Hope and Fear: The Effects of Organizational Theatre on Empowerment and Control. Journal of Applied Behavioural Science, 52(1), 124-151.

Cordery, J., Sevastos, P., Mueller, W., and Parker, S. K. (1993). Correlates of employee attitudes towards functional flexibility. Human Relations, 46(6), 705-723.

Collins, C. & Parker, S. K., (2010). Team capability beliefs over time: Distinguishing between team potency, team outcome efficacy, and team process efficacy. Journal of Occupational and Organizational Psychology, 83(4), 1003-1023.

Cordery, J. & Parker, S. K. (2007). Work organization. In P. Boxall, J. Purcell and P. Wright (Eds). Oxford Handbook of Human Resource Management. (pp. 187- 209) Oxford University Press: Oxford.

Cangiano, F., & Parker, S. K., (2015).  Burden or Resource? How Proactivity Affects Mental Health and Well-Being. In Clarke, S., Probst, T. M., & Guldenmund, F., and Passmore, J. (Eds). The Wiley-Blackwell Handbook of the Psychology of Occupational Safety and Workplace Health. John Wiley & Sons. Accepted 8 June 2015. 

Collins, C., Quigley, N., Gibson, C., & Parker, S. K., (2016). Unpacking team dynamics with growth modelling: An approach to test, refine, and integrate theory. Organizational Psychology Review, 6 (10), 63-91. (ABCD B journal).

De Jong, JPJ., Parker, S. K., Wennekers, S., and Wu, C.  (2015). Entrepreneurial behavior in organizations: Does job design matter? Entrepreneurship Theory and Practice, 39 (4), 981-995. (ABCD A*)

Griffin, M. A., Neal. A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts In Anderson, N. (Ed.) (2007). Fundamentals in Human Resource Management, Sage’s Major Works, Volume 2. London, Sage [Reprint of Griffin, M. A., Neal. A., & Parker, S. K (2007), Academy of Management Journal].

Griffin, M. A., Parker, S. K., and Neal., (2008) A. Is behavioral engagement a distinct and useful construct? Commentary on Macy & Schneider. Industrial and Organizational Psychology:  Perspectives on Science and Practice, 1(1), 48-51.

Grant, A., Parker, S. K., & Collins, (2009). Getting credit for proactive behavior: Supervisor reactions depend on what you value and what you feel. Personnel Psychology, 62(1), 31-55.

Grant, A., Fried, Y., Parker, S. K., & Frese, M. (2010). Putting job design in context: Introduction to the special issue. Special Issue in Job Design. Journal of Organizational Behavior, Vol. 31, Issue 2-3, pp. 145-157.

Griffin, M. A., Parker, S. K., & Mason, C. (2010). Leader vision and the development of adaptive and proactive performance: A longitudinal study. Journal of Applied Psychology, 95(1), 174-182.

Holdaway, S. and Parker, S. K. (1998). Policing Women Police: Uniform Patrol, promotion and representation in the CID. British Journal of Criminology, 38(1), 40 - 60.

Hershcovis, S. M., Parker, S. K., Reich, T. C., (2010). The moderating effect of grievance procedures and equal opportunity perceptions on sexual harassment from different perpetrators.  Journal of Business Ethics, 92(3), 415-443.

Hershcovis, S.M., Reich, T.C, Parker, S. K., & Bozeman, J., (2012). The relationship between workplace aggression and target deviant behaviour: the moderating roles of power and task interdependence. Work & Stress, 26(1), 1-20.

Judge, T. A., Parker, S. K., Colbert, A., Heller, D., Ilies, R. (2001). Job satisfaction: A cross-cultural review. In N. Anderson, D. S. Ones, H.K. Sinangil, & C. Viswesvaran. (Eds). Handbook of Industrial, Work and Organizational Psychology, Vol 2, Sage: London.

Johnson, A., Hong, H., Groth, M., Parker, S. K., (2011). Learning and development: Promoting nurses’ performance and work attitudes. Journal of Advanced Nursing, 67(3), 609-620.

Kulik, C. T., Pepper, M. B., Roberson, L., & Parker, S. K. (2007). The rich get richer:  Predicting participation in voluntary diversity training. Journal of Organizational Behavior, 29(6), 1-17.

 

Mullarkey, S., Jackson, P. R., and Parker, S. K. (1995) Employee reactions to JIT manufacturing practices: A two-phase investigation. International Journal of Operations and Production Management, 15(11), 62-79.

MacCormick, J., & Parker, S. K., (2010). A multiple climates approach to understanding business unit effectiveness. Human Relations, 63(11), 1771-1806.

Mason, C., Griffin, M. A., & Parker, S. K., (2014). Transformational leadership development: Connecting psychological and behavioral change. Leadership & Organization Development Journal, 35 (3), 174-194. (ABCD = B)

Nadin, S.J, Waterson, P.E, and Parker, S. K. (2001). Participation in job redesign: An evaluation of the use of a socio-technical tool and its impact. Human Factors and Ergonomics in Manufacturing, 11(1), 53-69.

 

Parker, S. K., Mullarkey, S., and Jackson, P. R. (1994) Dimensions of performance effectiveness in high-involvement work organisations. Human Resource Management Journal, 4(3), 1-21

Parker, S. K. (1996). An investigation of attitudes amongst production employees. International Journal of Human Factors in Manufacturing, 6(3), 281-303. 

Parker, S. K., Chmiel, N., & Wall, T.D. (1997). Work characteristics and employee well-being with a context of strategic downsizing. Journal of Occupational Health Psychology, 2(4), 289-303.

Parker, S. K., Wall, T. D., and Jackson, P. R. (1997). "That's not my job": Developing flexible employee work orientations. Academy of Management Journal, 40, 899-929.

Parker, S. K. (1998) Role breadth self-efficacy: Relationship with work enrichment and other organizational practices. Journal of Applied Psychology, 83(6), 835-852.

Parker, S. K. & Sprigg, C. A. (1999). Minimizing strain and maximizing learning: The role of job demands, job control, and proactive personality. Journal of Applied Psychology, 84(6), 925-939.

Parker, S. K. & Axtell, C.M. (2001). Seeing another viewpoint: Antecedents and outcomes of employee perspective-taking. Academy of Management Journal, 44(6), 1085-1100.

Parker, S. K., & Axtell, C., and Turner, N. A (2001). Designing a safer workplace: Importance of job autonomy, communication quality, and supportive supervisors. Journal of Occupational Health Psychology, 6(3), 211–228,.

Parker, S.K., Wall, T. D., & Cordery, J. (2001). Future work design research and practice: Towards an elaborated model of work design. [Invited contribution to Future of Work Special Issue], Journal of Occupational and Organizational Psychology, 74(4), 413-440.

Parker, S. K., & Griffin, M. A. (2002). What's so bad about a little name-calling? Negative consequences of gender harassment for over-performance demands and psychological distress. Journal of Occupational Health Psychology, 7(3), 195-210.

Parker, S. K., Griffin, M. A., Sprigg C., and Wall, T.D. (2002). Effect of temporary contracts on perceived work characteristics and job strain: A longitudinal study. Personnel Psychology, 55(3), 689-719.

Parker, S. K., (2003). Longitudinal effects of lean production on employee outcomes and the mediating role of work characteristics. Journal of Applied Psychology, 88(4), 620-634.

 

Parker, S. K., Williams, H., & Turner, N. (2006). Modelling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636-652.

Parker, S. K. (2007). “That is my job”: How employees’ role orientation affects their job performance, Human Relations, 60(3), 403-434.

Parker, S. K., Atkins, P. W.B, & Axtell, C. M. (2008). Building better work places through individual perspective taking: A fresh look at a fundamental human process. In G. Hodgkinson & K. Ford (Eds). International Review of Industrial and Organizational Psychology, 2008, Vol., 23, Wiley.

 

Parker, S. K., & Ohly, S. (2009). Extending the reach of job design theory: Going beyond the Job Characteristics Model. In Wilkinson, A., Redman, S. Snell, & Bacon, N. (Eds), The  SAGE Handbook of Human Resource Management. Sage, London.  (pp. 269 – 286).

Parker, S. K., Bindl, U., & Strauss, K. (2010). Making things happen: A model of proactive motivation.  Journal of Management, 36(4), 827 - 856.

Parker, S. K., & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 36(3), 633-662.  Finalist for the 2015 JOM Scholarly Impact Award.

Parker, S. K., & Griffin, M. A., (2011). Understanding active psychological sates: Embedding engagement in a wider nomological net and closer attention to performance (invited commentary). European Journal of Work and Organizational Psychology, 20(1), 60-67.

Parker, S. K., & Ohly, S. (2012). Designing motivating jobs: An expanded framework for linking work characteristics and motivation. In Kanfer, R. Chen, G & Pritchard, R. D. (Eds). Work motivation: Past, present and future, New York: Routeledge.

Parker, S. K., Johnson, A., Collins, C., & Nguyen, H. (2013). Making the most of structural support: Moderating influence of employees’ clarity and negative affect. Academy of Management Journal, 56(3), 867-892 (ABCD A* journal).

Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65, 661-691. [ISI Impact Factor = 20.53; top-ranked journal in the field of Psychology; ABCD= A*]

Parker, S. K., Andrei, D., & Li, W. (2014). An overdue overhaul: Revamping work design theory from a time perspective. In Shipp, A., & Fried, Y. (Eds). Time and Work: How Time Impacts Individuals. Current Issues in Work and Organizational Psychology Series, East Sussex, UK, Psychology Press.

Parker, S. K., and Wu, C. (2014). Leading for Proactivity: How Leaders Cultivate Staff Who Make Things Happen. In Day, David (Ed). Oxford Handbook of Leadership and Organizations. Oxford University Press, part of the Oxford Library of Psychology series.

Parker, SK & Wang, L. (2015). Helping people to make things happen: A framework for proactivity at work. International Coaching Psychology Review, 10 (1), 62-75.

Parker, S. K., & Bindl, U. K. (2016). Proactivity at work: A big picture perspective on a construct that matters. In S. K. Parker & U. K. Bindl (Eds.), Proactivity at Work: Making Things Happen in Organizations (pp.1-20). New York: Routledge.

Parker, S. K., & Liao, J. (2016). Wise Proactivity: How to be Proactive and Wise in Building Your Career. In Enabling Career Success. Special Issue. (Ed., P. Heslin) Organizational Dynamics, 45 (3), 217-227.

Parker, S. K., & Zhang, F. (2016). Designing work that works in the contemporary world: Future directions for job design research. Shimazu, A., Bin Nordin, R., Dollard, M., & Oakman, J. Psychosocial factors at work in the Asia Pacific. Springer.

Parker, S. K., (2017) The Work Design Growth Model: How work characteristics promote learning and development. In J. E. Ellingson and R. A. Noe (Eds.). Autonomous Learning in the Workplace. Chapter 8 (pp. 137-162). SIOP Organizational Frontiers Book Series. Routledge, Taylor & Francis Group: London/ New York.

 

Sprigg, C.A., Jackson, P.R., and Parker, S. K. (2000). Production team-working: The importance of interdependence for employee strain and satisfaction. Human Relations, 53 (11), 1519-1542.

Strauss, K., Griffin, M., and Parker, S.K., (2012). Future work selves: How salient hoped-for identities motivate proactive career behaviors. Journal of Applied Psychology, 97 (3), 580-598

Strauss, K. & Parker, S.K. (2014). Effective and sustained proactivity in the workplace: A self-determination theory perspective. In Gagne, M (Ed.). The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory. Oxford Library of Psychology. IBN: 9780199794911

Teuchmann, K., Totterdell, P., and Parker, S. K. (1999). Rushed, unhappy, drained: An experience sampling study of relations between time pressure, mood and emotional exhaustion in a group of accountants. Journal of Occupational Health Psychology, 4(1), 37-54

Unsworth, K. & Parker, S. K. (2002). Proactivity, creativity, and innovation: Promoting a new workforce for the new workplace. In Holman, D., Wall, T. D., Clegg, C. W., Sparrow, P. and Howard, A. (Eds). (pp. 175 - 196). The New Workplace: A Handbook and Guide to the Human Impact of Modern Working Practices. John Wiley & Sons. ISBN 0-471-48543-8.

 

Vough, H., & Parker, S. K., (2008). Work design research: Still going strong. In C.L. Cooper & J. Barling, The Sage Handbook of Organizational Behavior, Vol 1. Micro Approaches. Sage Publications.

Warr, P. B., Bindl, U., Parker, S. K., & Inceoglu, I. (2014). Four-quadrant investigation of job-related affects and behaviours. An expanded approach to job-related affects and behaviours.  European Journal of Work and Organizational Psychology, 23(3), 342-363.

Williams, H., Parker, S. K., & Turner, N. (2007). Perceived dissimilarity and perspective taking within work teams. Group and Organization Management, 32(5), 569-597.

Williams, H.M., Parker, S.K. & Turner, N. (2010). Proactively performing teams: The role of work design, transformational leadership, and team composition Journal of Occupational and Organizational Psychology, 83(2), 301-324. (1 yr IF = 1.36, 5 yr = 2.59).

 

Weigl, M., Hornung, S., Parker, S. K., Petru, R., Glaser, J., & Angerer, P. (2010). Work engagement and accumulation of task, social, and personal resources: A three-wave structural equation model. Journal of Vocational Behavior, 77 (1), 140-153.

Wu, C., & Parker, S. K. (2012). The role of attachment styles in shaping proactive behavior: An intra-individual analysis. Journal of Occupational and Organizational Psychology, 85(3), 523-530

Wu, C., & Parker, S. K. (2012). Proactivity in the workplace: Looking back and looking forward. In Cameron, K & Spreitzer, G., (Eds). The Oxford Handbook of Positive Organizational Scholarship, Oxford University Press.

Wu, C. H., & Parker, S. K. (2013). Thinking and acting in anticipation: A review of research on proactive behavior. Advances in Psychological Science, 21(4), 679–700. https://doi.org/10.3724/SP.J.1042.2013.00679

Wu, C., Parker, S.K., & Bindl, U.K. (2013). ‘Who is proactive and why? Unpacking individual differences in employee proactivity’, in Bakker, A., (ed.), Advances in Positive Organizational Psychology, 1, 261-280. Emerald Group Publishing.

Wu, C. H., Parker, S. K., & de Jong, J. (2014). Need for cognition as an antecedent of individual innovation behavior. Journal of Management, 40(6), 1511-1534. (ABCD A* journal).

Wu, C. H., Parker, S. K., & de Jong, JPJ.  (2014). Feedback seeking from peers: A positive strategy for insecurely attached team workers. Human Relations, 67(4): 441-464. (ABCD A* journal).

Wu, C., Griffin, M. A., & Parker, S. K. (2015). Developing agency through good work: Longitudinal effects of job autonomy and skill utilization on locus of control. Journal of Vocational Behaviour, 89, 102-108 (ABCD A* journal).

Wu, C., Luksyte, A., & Parker, S. K. (2015). Overqualification and subjective well-being at work: The moderating role of job autonomy and culture. Social Indicators Research, 121 (3), 917-937.

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