PUBLICATIONS

In Press

Hay, G., Parker, S.K., & Luksyte, A. (in press). Failure and blame in organisational change: An identity lens. Human Relations 

Klonek, F. E., Meinecke, A., Hay, G., & Parker, S. K., (in press). Capturing team dynamics in the wild: The communication analysis tool. Small Group Research. 

Parker, S. K., Winslow, C., Tetrick, L. (in press). Designing meaningful, healthy, and high performing work in cybersecurity. In Zaccaro, SJ., Dalal, R.S., & Tetrick, L. (Eds.) The Psychosocial Dynamics of Cybersecurity. Psychology Press, Taylor and Francis. Acceptance date 1-10-2014.

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

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. (in press). Feasibility and preliminary effects of a peer-led motivationally-embellished workplace walking intervention: A pilot cluster randomized trial (the START Trial). Contemporary Clinical Trials.

Wang, B., Liu, Y., & Parker, S. K. In press. How does the use of information communication technology affect individuals? A work design perspective. Academy of Management Annals (ABDC A* journal).

 

Wu, C., Wang, L., Griffin, M. A., Parker, S. K. (in press). Effects of chronic job insecurity on Big Five personality change. Journal of Applied Psychology.

2020

 


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

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

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. https://doi.org/https://doi.org/10.1016/j.apergo.2020.103095

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

2019

 

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.

Klonek, F., Gerpott, F. H., Lehmann-Willenbrock, N., Parker, S. K. (2019). Time to go wild: How to conceptualize and measure process dynamics in real teams with high-resolution. Organizational Psychology Review (Special issue: The Challenges of Working With “Real” Teams: Challenges, Needs, and Opportunities).

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. Advance online publication. 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.

 

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., 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.

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.

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, R., Nesbitt, P. Badham R., Parker, S., & Vu, L. S Li. (2018). Employee engagement and self-efficacy as influences on objective 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. 

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.

Zhang, F., & Parker, S. K. (2018). Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review. Journal of Organizational Behaviour, 40(2).

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.

 

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., 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.

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.

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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The Centre for Transformative Work Design

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