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Design for Care Designing better work for the Healthcare and Social Assistance (H&SA) industry Our mission is to improve the well-being of H&SA employees through the co-creation of SMART work design interventions. JUMP TO About Showcase event 2025 Event photo highlights Our partners Project team Contact us RELATED RESEARCH Past events and reports About us Design for Care is a research project aimed at developing and assessing work design interventions to create mentally healthy work in the NSW healthcare and social assistance (H&SA) industry. The project is led by Professor Sharon Parker at Curtin University’s Centre for Transformative Work Design , with Professors Anya Johnson & Helena Nguyen at the University of Sydney, and Professor Alex Collie at Monash University. The project is supported by a team of research and professional staff across the three universities, and is funded by icare NSW. We collaborate with multiple organisations in the aged care, disability care, and out-of-home care sectors to co-create mentally healthy workplaces. Together, we're working to understand how work design can be leveraged as an intervention to prevent psychological injury (e.g., burnout). Our approach We focus on prevention and sustainability The Design for Care Program seeks to prevent psychological injury by identifying SMART work design opportunities and challenges in collaboration with individuals, teams, and team leaders in the Health Care and Social Assistance industry. Sustainability is about building the work design capabilities in individuals, teams, team leaders, and organisations to continue to co-create mentally healthy workplaces. How do we achieve this? Our research program - the PARRTH Process – involves working collaboratively with individuals, teams, and leaders to develop practical work design interventions that target prevention and sustainability and could be adapted by the H&SA industry more broadly. More about PARRTH Design for Care Showcase: A Journey to SMARTer Workplaces in the H&SA Industry Wednesday 30 April 2025 | Novotel Sydney Parramatta Designing work to better support mental health and well-being in the H&SA industry Our Design for Care Showcase brings together researchers, industry professionals, and organisational leaders to share our key findings, preview new resources and take away actionable strategies to improve work design and employee well-being in the Healthcare and Social Assistance (H&SA) industry. Read our LinkedIn post event summary See past events See past reports NEW RESEARCH REPORT Unpacking the Enablers and Hindrances on the PARRTH to SMART Work Design This report unpacks the enablers and barriers to change across partner organisations in the Healthcare and Social Assistance (H&SA) industry. It identifies factors at multiple levels: organisational, leadership, group, and individual, and provides examples of activities and actions for organisations that can help address challenges at each level. Download our latest report To download the report, please provide your details below. Name Email Company Position Personal information collected is handled in accordance with Curtin University’s Privacy Statement. Further information is available on Curtin University's privacy webpage . I agree to Curtin University's Privacy Statement and to receive updates from the project* Submit SMART animations Design for Care - SMART Tolerable - SMART Design for Care Animation Explainer Play Video Share Whole Channel This Video Facebook Twitter Pinterest Tumblr Copy Link Link Copied Now Playing Tolerable - SMART Design for Care Animation Explainer 02:55 Play Video Now Playing Mastery - SMART Design for Care Animation Explainer 03:10 Play Video Now Playing Agency - SMART Design for Care Animation Explainer 03:19 Play Video Now Playing Relational - SMART Design for Care Animation Explainer 02:37 Play Video Keynote recording Event photo highlights To see more photos from the event Click here Want to learn more about our past research findings and events? Explore our past research findings, reports and events, focused on enhancing outcomes in the HSA industry and supporting the well-being of frontline workers. Learn more Interested in knowing more about SMART Work Design? To design meaningful and motivating work, visit our SMART Work Design page to learn what SMART Work Design is and how to get the most out of your work Learn more We partner with organisations and individuals in the NSW H&SA industry Our research partners Testimonials from partner organisation senior leaders: "What a great project to be involved with. Can only see positive things eventuating from this." The PARRTH process The PARRTH process involves: Preparing an organisation for change; Assessing work design and well-being; Reflecting with the organisation staff and management about the assessment results; Redesigning work and/or organisational processes where appropriate and feasible; Tracking the effect of the redesign; and Habituating the change into the daily functioning of the organisation. Helping care workers Design for Care research project will produce work design strategies to aim to prevent psychological injury amongst care workers including but not limited to: Aged care workers Disability support Social workers Home care workers Project team Project leads Professor Sharon K. Parker CURTIN UNIVERSITY Professor Anya Johnson UNIVERSITY OF SYDNEY Professor Helena Nguyen UNIVERSITY OF SYDNEY Professor Alex Collie MONASH UNIVERSITY Project members Lucinda Iles CURTIN UNIVERSITY Cheryl Yam CURTIN UNIVERSITY Michael Chapman CURTIN UNIVERSITY Jie Yi Tang CURTIN UNIVERSITY Mina Askovic UNIVERSITY OF SYDNEY Connie Deng UNIVERSITY OF SYDNEY Jannecke Berecki-Gisolf MONASH UNIVERSITY Meredith Carr CURTIN UNIVERSITY Monica Trezise CURTIN UNIVERSITY Anu Jolly UNIVERSITY OF WESTERN AUSTRALIA Arian Kunzelmann EDITH COWAN UNIVERSITY Nate Zettna UNIVERSITY OF SYDNEY Vivien Forner UNIVERSITY OF SYDNEY Shannon Gray MONASH UNIVERSITY Asmare Gelaw MONASH UNIVERSITY Giverny de Boeck IESEG School of Management Sign up for updates Want to receive updates on the Design for Care project? Join our mailing list Or If you have any que stions or feedback on the Design for Care project, please contact u s and a member of the project team will get back to you shortly.

This project intends to develop and validate a daily intervention of work design through an experience sampling study. Top of Page A Daily Intervention Study of Work Design: An Identity-Based Motivation Perspective Project Brief This project intends to develop and validate a daily intervention of work design through an experience sampling study. Contact for more information: Yukun Liu Who's involved? Yukun Liu Sharon Parker and Maria Tims Other Projects on Future Work

This project intends to investigate the patterns of Western Australian employees’ unplanned leave (from a work design perspective) and to examine factors influencing patterns of unplanned leave. A Scientific Investigation of Employees’ Unplanned Leave in Western Australia Project Brief This project intends to investigate the patterns of Western Australian employees’ unplanned leave (from a work design perspective) and to examine factors influencing patterns of unplanned leave. Contact for more information: Yukun Liu or Karina Jorritsma Who's involved? Yukun Liu Karina Jorritsma and multiple industry partners including government agencies and consultancies Other Projects on Transforming Individuals

Innovative Research.Informed Decision-Makers. Inspired Workers.The Centre for Transformative Work Design is led by Sharon Parker and based in Western Australia Celebrating funding success: ARC Centre of Excellence for Quality Work in a Digital Age Our Director, Professor Sharon Parker has secured major funding from the Australian Research Council to establish a groundbreaking research centre dedicated to empowering workers in the digital age. Learn more The Centre for Transformative Work Design is a Research Centre where passionate organisational psychology researchers and professionals are working together to transform work under the directorship of Australian Research Council Laureate Fellow, Professor Sharon K. Parker . We conduct high-quality, independent and innovative research to understand the role of work design in generating healthy and productive work. Want to learn more about creating a healthy work environment? We produce resources about work design for educators, researchers, managers, workers, and the community. See our resources Cutting-edge research publications Explore our wide range of high-quality research, including journal articles, expertly written book publications, reports, and more. Learn about our research MARS Landmark Study in the mining industry The MARS Program Landmark Study was commissioned by the Western Australian Government to design and implement a project assessing the mining industry, regarding three focus areas: 1) mental health and well-being, 2) sexual harassment, assault, and a respectful culture, and 3) the future of work in mining. Learn more Latest news

Top of Page Leadership and Workplace Agility Project Brief Innovation—the introduction, promotion, and implementation of new ideas—is pivotal for building and maintaining organizational competitiveness. We are currently examining the role of leadership, personal agility and innovation among working adults in Australia and Germany. Our research provides two contributions. First, we seek to offer a stronger empirical foundation for theoretical innovation-specific leadership styles. Second, we assume that our research is important to advance the scholarly field of leadership as it will provide stronger causal claims for leadership innovation theory. We believe that it is necessary to replicate previous findings by using research designs with stronger confirmatory power. This is also important from a practitioner perspective. The popularization of any leadership theory in mainstream media can strongly influence managerial practice, which is problematic in case the existing evidence for a theory suffers from methodological artefacts, cannot be generalized to different populations, or does not reflect true causal relationships. This project is investigated through an immersive leadership simulation in our lab. Contact for more information: Dr. Florian Klonek Who's involved? Florian Klonek Sharon Parker Students: Cecilia Runneboom Meredith Carr Partners: Fabiola Gerpott A conceptual replication of ambidextrous leadership theory: Challenges and learnings from a 3-year journey Dr. Florian Klonek, Curtin University discusses their aim to constructively replicate previous research with an experimental design, more rigorous measures, and data analytical approaches Video: WBRC Seminar Abstract Other Projects on Future Work

Work Across Life and Careers FOCUS GROUPS Thanks for your interest in joining us for an inspiring group conversation on having it all : interesting work, successful career, and a meaningful life. Your focus group lasts 60 minutes (plus 15 min arrival & introduction) and takes place on the Curtin Bentley campus. Please click below to select from the available dates and share your contact details. I'm a student I'm professional staff I'm academic staff

Stream 5: Digitalization & the Future Workforce About stream 5 Change in technology, business, the economy, and society - such as cognitive computing, globalization, flexible work spaces, and an ageing population - all shape the ‘what/how’, ‘where/when, and ‘who’ of work. This research stream focuses on how work is changing, and in particular, addresses the question: ‘what is the role of work design in delivering the benefits (or mitigating against the detriments) of radical change occurring in work and society?' It also focuses on the “who” of work, and especially how the population is ageing creating a more mature workforce. QUICK LINKS Stream 1 Stream 2 Stream 3 Stream 4 Ongoing and Past Projects Digitalization and its impact on work. Technological change is accelerating rapidly, bringing with it both opportunities and challenges for work and society (Parker & Grote, 2020 ; Parker & Grote, 2022 ). On the positive side, there is potential for technology to replace dangerous or undesirable work, enable more efficient and cheaper public services, and augment human performance in critical tasks (such as the diagnosis of rare diseases; see Hay et al. 2020 ). Building on this, our research has explored how the use of information communication technologies (ICTs) affects the nature and quality of work, and the potential of these technologies to enhance employees’ work effectiveness and wellbeing (Wang et al., 2020 ). On the other hand, digital technologies bring substantial risks for work and workers. Our research has shown that some work practices enabled by digital technologies, such as the management of employees via algorithms, can be highly disruptive and lead to negative outcomes for workers (Parent-Rocheleau & Parker, 2021 ). Additionally, some researchers and commentators have highlighted the potential for automation and artificial intelligence to eradicate the need for human workers at all (Frey & Osbourne, 2017). While the extent to which digitalization will impact the future jobs market has been a source of contention, there is a general consensus that the overall structure of the workforce will change, particularly in regards to the less-skilled workforce (Brynjolfsson et al., 2018). Despite the clear potential for digital technologies to radically change the nature of our jobs and tasks, much of the existing research has emphasised how workers need to adapt to technology, rather than how work designs and technologies can be adapted to better meet the competencies, needs, and values of humans. A key priority of our research is to fill this deficit, providing a human-centred approach to reap the benefits of technological advancements. Aging workers. It is important to consider work design in regard to the future workforce. One significant trend here is population ageing, which increases the imperative to attract and retain older workers. We are conducting research on mature workers as part of the Centre of Excellence in Population Ageing Research, see here XXXXXX. Practical resources Animated video (Wang, Liu, & Parker, 2020): How does the use of ICT affect individuals? A work design perspective. Animated video (Parker & Andrei, 2020): How to reap the benefits of a mature workforce CEPAR report (Baird, Hamilton, Gulesserian, Williams, & Parker, 2021): An employer lens on COVID-19: Adapting to change in Australian workplaces Cepar report (Andrei, Parker, Constantin, Baird, Iles, Petery, Zozek, Williams, & Chen, 2019): Maximising potential: Findings from the Mature Workers in Organisations Survey (MWOS) Research Publications Related to Work Design and Mental Health Digitalization 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 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 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, 582. https://doi.org/10.3389/fped.2020.00582 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 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 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 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 Wang, B., Liu, Y., & Parker, S. K. (2021). Let’s get on the same page: Conceptual clarification of individual-level information and communication tec hnology use. Industrial and Organizational Psychology, 14(3), 404-408. https://doi.org/10.1017/iop.2021.80 F uture workforce including older workers 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 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 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 See our publications page Read More For further information on our research

Top of Page Working Across Life and Careers Project Brief Currently in the planning stages, WALC will be a large, on-going, nationally representative longitudinal population study consisting of approximately 3,000 participants ranging from early to late adulthood. The main aim of the study is to examine work and its impact on people’s lives over the life span. WALC especially focuses on capturing long-term effects (e.g., the effect of work over time on health, well-being, identity, memory, learning and cognition) and how the nature of work and workers is changing. Our findings are intended to support the creation of good quality work for all, and contribute to organisational and governmental policy on this topic. Contact for more information: Caroline Knight Faculty Sharon Parker Caroline Knight Yukun Liu MK Ward Florian Klonek Daniela Andrei Other Projects on Future Work

Burn surgery patient outcomes can be improved by raising ambient temperature of theatres (Bolenbaucher et al., 2016). Thermal discomfort in work spaces can affect performance by impacting those doing work (Berg et al., 2015; N. Gaoua et al., 2012). Top of Page Hot Surgery Project Project Brief Burn surgery patient outcomes can be improved by raising ambient temperature of theatres (Bolenbaucher et al., 2016). Thermal discomfort in work spaces can affect performance by impacting those doing work (Berg et al., 2015; N. Gaoua et al., 2012). High ambient heat increases demands of severe burn surgeries that are difficult, complex, and have longer durations than operating on less severe burns (Schmit et al., 2017). Research has focused on patient outcomes rather than the healthcare professionals who make recovery possible. Little is known about the effect of high ambient heat on healthcare professionals working repeatedly in such a hot environment (Rizzo, Rowan, Driscoll, Chan, & Chung, 2017). This research project will inform ways to mitigate adverse impacts of environmental stressors (e.g. high temperature) including costs (e.g., $160 billion in the United States), safety, health, and well-being. This project begins to resolve the tension between what is comfortable for burn surgery teams to work in versus higher temperatures that are better for patient outcomes (Katz, 2017). In what ways does high thermal stress in operating theatres impact healthcare professionals working in that environment? What can be done to buffer any detrimental (cognitive, physiological, and/or psychological) effects of heat exposure? Contact for more information: MK Ward Faculty MK Ward Sharon Parker and Fiona Wood Kristine Owen Fiona Stanley Hospital The University of Western Australia, School of Sport Science The University of Western Australia, Exercise and Health, Karen Wallman Zehra Palejwala More information References Berg, R. J., Inaba, K., Sullivan, M., Okoye, O., Siboni, S., Minneti, M., … Demetriades, D. (2015). The impact of heat stress on operative performance and cognitive function during simulated laparoscopic operative tasks. Surgery, 157(1), 87–95. https://doi.org/10.1016/j.surg.2014.06.012 Bolenbaucher, R., Cotner-Pouncy, T., Edwards, C., & Jackson, B. (2016). Burn Clinical Practice Guideline, 1–20. Retrieved from www. tetaf.org Gaoua, N., Grantham, J., Racinais, S., & El Massioui, F. (2012). Sensory displeasure reduces complex cognitive performance in the heat. Journal of Environmental Psychology, 32(2), 158–163. https://doi.org/10.1016/j.jenvp.2012.01.002 Katz, J. D. (2017). Control of the Environment in the Operating Room. Anesthesia & Analgesia, 125(4), 1214–1218. https://doi.org/10.1213/ANE.0000000000001626 Rizzo, J. A., Rowan, M. P., Driscoll, I. R., Chan, R. K., & Chung, K. K. (2017). Perioperative temperature management during burn care. Journal of Burn Care & Research, 38(1), e277-e283. Schmit, C., Hausswirth, C., Le Meur, Y., & Duffield, R. (2017). Cognitive Functioning and Heat Strain: Performance Responses and Protective Strategies. Sports Medicine (Auckland, N.Z.), 47(7), 1289–1302. https://doi.org/10.1007/s40279-016-0657-z Other Projects on Teams and Organisations Shaping a Nation: Fiona Wood Play Video Facebook Twitter Pinterest Tumblr Copy Link Link Copied

Stream 4: Work From Home, Flexible & Virtual Work About stream 4 In this stream, we look at new and emerging forms of how work is changing in the 21st century. Increases in working-from-home (WFH), increased flexibility where and how work is performed and virtual workspaces are changing the very nature of work. This has important implications for health, wellbeing, and performance both for individual workers and for teams. QUICK LINKS Stream 1 Stream 2 Stream 3 Stream 5 Ongoing and Past Projects Virtual teams. In a world characterized by rapid technological advancements and increasingly flexible workplaces, highly capable information and communication technologies have created the possibility of work environments strongly influenced by technology-mediated-communication. We see an increasing prevalence of virtual teams – that is, teams working on interdependent tasks under conditions of geographical and/or organizational dispersion and who have to rely on communication technology (e.g., Klonek & Parker, 2021 ). These advancements have spurred both a societal and a research interest in designing work for teams that is beneficial for performance. In our research, we focused on getting a better understanding of how team work design and team virtuality interactively affect team functioning (Handke et al., 2020 ). In reviewing the literature, we identified that virtuality does not always harm team functioning and in some cases virtual teams may even outperform traditional teams, but it depends on how their work is designed. Job resources, such as feedback, social support and job autonomy, have shown to be especially helpful for virtual teams. Feedback helps to reduce negative consequences of lacking interactivity in virtual environments, team autonomy enables team members to switch between different communication channels, and social support compensates for the lack of warmth, trust and cohesion, which is often experienced in virtual collaborations. The research also identified key work design features that are likely to be detrimental for virtual team functioning, such as, certain knowledge characteristics like work complexity, ambiguity, increased problem-solving requirements and time pressure, have shown to have significant impact on virtual team performance and trust (Handke et al., 2019 ). Based on this research, we also have contributed conceptual work on team perceptions of “virtuality” which we propose to be a cognitive-affective team emergent state which is grounded in collectively experienced feelings of distance and perceptions of information deficits (Handke et al., 2021 ). In our research, we propose that team-level work design features like team autonomy and interdependence are critical in reducing the extent to which teams experience distance and information deficits (Handke et al., 2021 ) Remote working/ working from home. We conducted empirical work in China in the early days of pandemic to better understand the challenges experienced by remote workers (Wang, Liu, Quian, & Parker, 2021 ). Our research identified four key remote work challenges (work‐home interference, ineffective communication, procrastination, and loneliness), as well as four virtual work characteristics that affected the experience of these challenges (social support, job autonomy, monitoring, and workload) and one key individual difference factor (workers’ self‐discipline). The COVID-19 pandemic impacted where and how work was done, with government mandates forcing individuals to work from home indefinitely to minimise spread of the virus. This large-scale movement to home working is set to persist. Yet, whilst working from home has benefits for some people, there are also significant challenges. For example, trying to work while homeschooling children was very difficult for many parents, while others may have found themselves at home alone and suffering from lack of social contact. At the same time, others found that managers were closely monitoring them remotely, causing anxiety and stress (Parker et al., 2020 ). In April 2020, we commenced a 15 wave longitudinal survey study to investigate the impact of the COVID-19 pandemic on work design, adaptation to the pandemic, and well-being of those working from home. Amongst a sample of nearly approximately 500 workers, we found that in April 2020, psychological distress was much higher than pre-pandemic (Knight et al., 2020 ). Over the following three months, latent growth modelling revealed a group of individuals whose distress initially increased and then plateaued, and a group of individuals whose distress gradually decreased (Knight et al., 2022 ). Source: Knight et al., 2022 Further, we observed that job demands were salient predictors of who was likely to be in which profile group, with high workload, underload, and close monitoring predicting increased distress over time. Job resources such as autonomy and support did not predict which profile a person was in. However, detaching from work was important, with those who were more able to detach being more likely to belong to the decreasing distress profile. These findings demonstrate the importance of designing work for those working from home that has manageable demands and allows people to detach and recover adequately. Our COVID study also investigated performance and found that in April 2020, the majority of employees reported being just as productive, or even more productive, than pre-pandemic (Keller et al., 2020 ). Factors promoting productivity included support from the organisation and coworkers whilst working remotely, engaging in daily planning and goal setting, and taking time to relax. Taken together, our COVID study reveals much about the role of job demands and resources in optimising work design while working from home, as well as the importance of individual proactivity in adopting helpful strategies to adapt to the new work environment. Our Thrive at Work model includes, but goes beyond, work design. Our website (thriveatwork.org.au) outlines the Thrive at Work model, survey, audit, and resources. Parker, Jorritsma, and Griffin (2022) describes the Thrive model, providing a holistic overview of mental health strategies in the workplace, including the role of work design. smartworkdesign.com.au provides details of the SMART work design model; this practical paper provides an outline of the model; and this video shows Sharon providing an overview of the model. Practical resources about virtual work/ working from home can be found on our website Practical resources 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. 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, 26(2), 142-154. 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 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 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 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 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 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 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 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 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 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 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, 91, 105969. https://doi.org/https://doi.org/10.1016/j.cct.2020.105969 Wang, B., Liu, Y., Qian, J. & Parker, S.K. (2020), 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. 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 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. https://doi.org/10.1017/iop.2019.90 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. https://doi.org/10.1002/job.2321 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). https://doi.org/10.1371/journal.pone.0222923 Key relevant papers from pre-2017 Parker, S. K., Morgeson, F., & Johns, G. (2017). One hundred years of work design research: Looking back and looking forward. Journal of Applied Psychology, 102(3), 403-420. https://doi.org/10.1037/apl0000106 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. https://doi.org/10.1007/s11205-014-0662-2 Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65, 661-691. https://doi.org/10.1108/LODJ-05-2012-0063 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. https://doi.org/10.1080/1359432X.2012.744449 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. https://doi.org/10.5465/amj.2010.0927 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 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. https://doi.org/10.1007/s10551-009-0165-2 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. https://doi.org/10.5465/ambpp.2010.54493463 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. https://doi.org/10.1037/0021-9010.88.4.620 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. https://doi.org/10.1037/1076-8998.7.3.195 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. https://doi.org/10.1111/j.1744-6570.2002.tb00126.x Parker, S. K., Axtell, C., & 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. https://doi.org/10.1037//1076-8998.6.3.211 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. https://doi.org/10.1177/00187267005311005 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. https://doi.org/10.1037/0021-9010.84.6.925 Teuchmann, K., Totterdell, P., & 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. https://doi.org/10.1037/1076-8998.4.1.37 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. https://doi.org/10.1037/1076-8998.2.4.289 Wall, T. D., Jackson, P. R., Mullarkey, S., & Parker, S. K. (1996). The demand-control model of job-strain: A more specific test. Journal of Occupational & Organizational Psychology, 69(2), 153-167. https://doi.org/10.1111/j.2044-8325.1996.tb00607 . Research publications 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 Handke, L., Klonek, F., O’Neill, T. A., & Kerschreiter, R. (2022). Unpacking the role of feedback in virtual team effectiveness. Small Group Research, 53(1), 41-87. https://doi.org/10.1177/10464964211057116 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/10.1177/1046496419863490 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/10.1177/10464964211008991 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., 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 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 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 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 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 For further information on our research See our publications page Read More

Tips for Optimal Engagement, Productivity and Mental Health while Working from Home Thrive at Work from Home Our evidenced-based guide and tips for successfully working from home Find out about our Working from Home survey We led a global longitudinal research study on your current work experiences, the Thrive at Work at Home survey. Survey results More on the Survey These are now the final results having screened out inappropriate / incomplete cases. Note that the most recent ABS data (2018) said 13% of people experience psychological distress, our survey shows has this number has doubled during the COVID-19 crisis. Media/blog articles OSH Alert article Employee productivity while working from home Improving employee mental health while working from home Additional resources for Thriving at Work at Home Remote Managers Are Having Trust Issues It seems that during the Covid-19 pandemic, some managers are having a hard time adjusting to managing employees without “line of sight.” Hand in hand with managers’ struggles, many employees are feeling the negative effects of close monitoring and distrust from their bosses. The good news is that these managers can be supported and trained to manage their employees more effectively from a distance. HBR article Need specific help or guidance for your team or organisation? Your needs for supporting your workers might be unique to your situation. We provide rapid literature reviews, pulse checks on the mental health of your workers, in-depth customised surveys, Thrive at Work audits of mental health practices, evaluations of change, and more. Contact us Thrive at Work website

The intersection between work design and entrepreneurship has been considered, but generally speaking, the two domains have progressed separately. Merging these domains may prove fruitful given their potential overlap. Top of Page Work Design and Entrepreneurship Participate in our global study Click here to begin Project Brief The intersection between work design and entrepreneurship has been considered, but generally speaking, the two domains have progressed separately. Merging these domains may prove fruitful given their potential overlap. For instance, work design can be an important factor to inspire people to venture out in search of better work. Work design may help to answer the lingering question in entrepreneurship: how do we support success in entrepreneurship? Entrepreneurship may help to answer questions regarding how people design work for themselves and others. This is an exploratory project to discover ways in which work design and entrepreneurship can learn from each other to strengthen our understanding of both. Entrepreneurs' Resilience and Well-Being in the COVID-19 Pandemic Announcing an exciting, limited-time opportunity for entrepreneurs and founders to participate in an international study of COVID-19’s impact on small businesses and those who are self-employed . We’re leading the efforts to ensure Australian entrepreneurs are represented in an international study we’re conducting about the impact of COVID on founders’ work design and wellbeing. What it means to participate: Colleagues in London set up the study protocol, and the survey is ~25 minutes, and the daily calls are ~10 minutes the first day, then ~5 minutes on subsequent days Monday to Friday, for two work weeks. Top three benefits to you: Feedback Get detailed, evidence-based feedback on your psychological resources for coping with stress, innovating, and seeing/exploiting opportunities. You’ll get individualized feedback on your well-being, experience of stress and coping strategies – benchmarked against other entrepreneurs in the UK. Based on the daily calls, you’ll get insights about how these fluctuate for you. Think fitbit feedback, except it’s free, evidence-based, and it’s about your psych health and well-being. Pay it forward Policies and support programs are based in data, and this research study aims to build out a dataset that informs better government policies for entrepreneurs during future economic downturns. Better representation in research This is part of a massive, international study. Right now, Australians (especially women) are underrepresented in this study. These studies influence thinking and conclusions will reflect Australians, only if Australian founders participate. Spread the word: Contact for more information: Click here to begin survey Retweet this Twitter post Share this LinkedIn post M.K. Ward RESEARCH FELLOW Other Projects on Future Work