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Top of Page Proactive behaviours and job crafting in teams Project Brief This project seeks to further our understanding of proactive work behaviour in teams (in the form of job crafting). Job crafting involves people altering their tasks and interactions at work to better align them with their needs, abilities, and preferences. There are four different types of job crafting, which involve increasing or decreasing certain job demands or job resources. So far, the research on job crafting has mainly focused on exploring its individual benefits. It suggests that people who job craft are more fulfilled and happier within their job roles, and that they are therefore more likely to thrive at work. To the best of our knowledge however, there is a gap in the research on the ways in which job crafting may affect others. We aim to address this gap in research by studying the role of job crafting in team contexts. In doing so, we shed light on the team dynamics affected by these behaviours, informing our understanding of pro-activity in organisations and contributing to the growing body of research on this topic. We seek to sample a minimum of about 200 adult participants who are either full-time or part-time working to take part in this study. How to participate? You can participate in this research through an online experiment. Your participation involves working on an interdependent task that can be carried out online. First, you will receive some background information about the task. You will then interact with another team member via online messaging about this task. This team member will send you email messages and you may select how you wish to respond to them. Afterwards, you will be asked about your perceptions of this co-worker (i.e. his/her behaviours, e.g. “This co-worker tries to develop him/herself professionally”), as well as some questions about yourself (your gender, age, work experience, etc.). You will only have to participate once in this study and your data will be saved electronically. The entire study should take about 30 minutes to complete. Apart from your time, there will be no extra cost to you for taking part in this research. We will use an experimental approach in this study, and each participant will be randomly assigned to their co-worker for this task. That is, your co-worker will be assigned to you by chance, like tossing a coin. Interested to participate in our simulation? If you would like to help us with this, please click the following link. Link for Online Experiment Curtin University Human Research Ethics Committee (HREC) has approved this study (HREC number HRE2019-0296 Faculty Dr Florian Klonek florian.klonek@curtin.edu.au External Dr Maria Tims m.tims@vu.nl Professor Sharon Parker s.parker@curtin.edu.au Student Investigator Jasmine Labriola jasmine.labriola@outlook.com Other Projects on Team and Organisations

The State Government has engaged the Centre for Transformative Work Design (CTWD) at Curtin University to design and implement a research and evaluation project on mental health, awareness, respect and safety - the MARS Landmark Study in the mining industry. Mental Awareness, Respect and Safety (MARS) Program in the mining industry LATEST RESEARCH Mental Awareness, Respect and Safety (MARS) Program Landmark Study Report: Insights from the worker survey and interviews The Insights from the Worker Survey and Interviews report surveyed 2,550 WA mine workers to understand their perceptions of mental health awareness, respect and safety. Sixty further workers were interviewed one-on-one. Full report Read Ministerial Statement Infographic Summary Report launch slides JUMP TO Key findings Our approach Publications Contact us RELATED RESEARCH Previous study (2018) Key findings Safety remains a strength of the industry Most WA mining workers reported high levels of safety behaviours such as safety compliance and safety participation 4 in 10 workers Reported experiencing positive aspects of mental health at work Levels of bullying are high while preliminary indicators suggest that rates of bullying have decreased since 2018, 16% of workers reported experiencing bullying at least 2-3 times per month in the last 6 months. Underreporting of notifiable safety incidents and near misses While low continue to exist in the industry Nearly 4 in 10 workers Reported feeling burnt out at work Covert forms of sexual harassment (e.g., sexism, misogyny, sexual remarks) are far more prevalent in the mining industry compared to overt forms of sexual harassment About this research The Mental Awareness, Respect and Safety (MARS) Program is a WA Government initiative that aims to improve the health, safety and wellbeing of workers and others in the mining industry. The Landmark Study is one of the many initiatives under the MARS Program . The Landmark Study was commissioned by the Western Australian Government to design and implement a research and evaluation project focused on the mining industry, regarding three focus areas: Creating mentally healthy workplaces By managing psychosocial hazards and promoting positive practices at work that support mental health and wellbeing Building a culture of safety and respect With healthy, safe, gender-equitable, respectful and inclusive workplaces Preparing workplace safety in the future mine Addressing emerging risks and fostering innovation in safety by design, automation and artificial intelligence The Landmark Study will be completed over a four year period, including: A mapping and scoping exercise of initiatives currently undertaken by the Australian mining industry, and initiatives that are applicable to the mining industry A literature review to summarise the existing research A workplace policy and practices survey to understand the initiatives related to mental health, respect, and safety that WA mining companies currently undertake One-on-one, confidential listening sessions with workers and contractors An employee survey of workers and contractors to better understand perceptions of mental health, respect and safety Survey is now closed, thank you for your participation. Our Approach Our advisory groups Industry Panel We have invited representatives from peak bodies, unions, government and public health to join the MARS Industry Expert Panel. The Industry Expert Panel includes representatives from organisations, associations and bodies who are committed to contributing to meaningful change in the mining industry. A key aim of the Industry Expert Panel is to maximise the impact of the MARS Landmark Study by ensuring that the research is guided not only by scientific evidence, but also that findings and recommendations are contextualised for the current Australian mining context and resonates with practices in the mental health sector. The industry expert members of this panel will advise the project team on the unique challenges and issues of the mining industry, to provide feedback at each stage of the project, to connect the project team to organisations in the mining industry, to contextualise findings, and assist with disseminating findings and recommendations. Academic Panel We have a team of senior academics who are subject matter experts who are established and well-respected in their fields. Members of this panel include senior academics from Curtin University (School of Population Health), Bankwest Curtin Economics Centre and the University of Western Australia (School of Psychological Science). The academic members of this panel will provide technical oversight of the methodology, contribute to selection of reliable and valid survey measures and provide advise on data analysis approaches, and review key reports. Publications NEW: Mental Awareness, Respect and Safety (MARS) Program Landmark Study Report: Insights from the worker survey and interviews This report establishes a baseline of current practices and experiences, through: a workplace policy and practices survey that assesses the initiatives that mining companies engage in to support employee well-being; an employee survey that assesses employees’ experiences in regard to the three focus areas; employee interviews to understand the lived experiences of employees in relation to the three focus areas. Access the report Mental Awareness, Respect and Safety in the mining industry – MARS Program Landmark Study: Workplace policy and practice survey This report establishes as baseline of current pracitces and experiences, through a workplace policy and practice survey. The survey asked than 100 human resources and related experts about the initiatives engaged in by their current companies. Access the report Mental Awareness, Respect and Safety in the mining industry – The Landmark Study: A review and synthesis of the literature This report provides a literature review which provides an overview and synthesis of the current literatureconcerning the three focus areas: Creating mentally healthy workplaces Building a culture of safety and respect Preparing for workplace safety in the future mine Access the report Towards a healthy and safe workforce in the mining industry: A review and mapping of current practice This report provides an assessment of employee well-being in the mining sector and develops an innovative approach to construct measures of employers’ prioritisation of three dimensions of well-being: mental health and well-being, physical health and safety, and workplace culture that protects against sexual harassment. Access the report Impact of FIFO work arrangements on the mental health and wellbeing of FIFO workers Report produced for the WA Mental Health Commission (September 2018) Access the report Learn more about our study on FIFO mental health In 2018 extensive research was conducted by expert researchers from Curtin University and the University of Western Australia on the impact of fly-in-fly-out (FIFO) arrangements on the mental health and well-being of workers. More than 3000 FIFO workers and partners were surveyed or interviewed. See our research Sign up for updates To receive invitations to the workshops and survey For any enquiries for the MARS Landmark Study, please email marslandmarkstudy@curtin.edu.au. First name Last name Email Position I currently work in the WA mining industry Subscribe to the MARS Landmark Study mailing list (Required) Submit Thank you.

FOR INDIVIDUALS Is flexible work for you? It is clear that flexible working has both benefits and challenges that may not be ideal for every employee, and this could be due to individual differences, such as in one’s personality as well as differences in one’s life situation (e.g., the space for a home office). Find more flexible work resources for workers: Download Back to main page

FOR TEAMS Virtual teams thrive on complexity Complex work can improve virtual team performance through its ability to stimulate efficient and effective communication, team reflection and learning, and better team solutions. Find more flexible work resources for managers: Download Back to main page

Attendee Terms, Conditions & Cancellations Effective as of 14 January 2024 About the policy These attendee conditions apply to the 2024 Centre for Transformative Work Design (CTWD) Conference and are applicable to any individual who has registered, enrolled or been invited to attend. Please read these attendee conditions carefully as they contain important information. You acknowledge that you have read and agree to be bound by these attendee conditions upon: submitting a completed registration; or attending or participating in the event, if you are not required to pre-register for it. Registration and payment Acceptance of registration is at the discretion of the Curtin University and all attendees who are required to register for an event, will be provided with a written confirmation upon full payment of any fees. Curtin University reserves the right to decline any registration, if so will refund or not process any monies then paid. 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For enquires please email CTWD-conference@curtin.edu.au .

SMART Work enables Agency About the model The third letter in the SMART work framework stands for 'Agency'. This aspects delves into to the extent to which you are able to organise your own schedule, while work methods refers to the extent to which you can choose the methods in which to achieve your work goals. Agency or ones degree for decision making refers to the extent to which you are able to make judgements and decisions individually. Whilst some jobs will inherently involve a higher degree of agency than others, there is always ways in which to improve this aspect of work design. JUMP TO Stimulating Mastery Relational Tolerable demands RELATED RESEARCH SMART Design for Care Watch this animated explainer video on Agency Qualities of high Agency Jobs For example, jobs with a high degree of agency allow individuals to: control the timing and scheduling of their tasks decide upon the best methods of completing a task, including the chance to show initiative make decisions independently and feel empowered in doing so “We are allowed so much freedom to use our creativity here.” - Childcare Worker “It was hard not to have any control over my job – you don’t have input, everything is set out for you.” - Call Centre Operator Qualities of low Agency jobs In contrast, jobs with a low degree of agency can involve: a lack of flexibility or limited chances in which to provide input towards the scheduling and timing of tasks excessive bureaucracy and red tape limiting the availability of different work methods retribution and criticism for mistakes and micromanagement from supervisors What are the risks of low Agency Jobs? Work that is overly restrictive, with little room for input or independent decision making poses a number of risks for individuals and organisations: One of the key risks for employees who experience a low degree of agency in their work relates to mental health. A recent study showed that employees who had jobs with minimal agency had a 20-25% increased risk of experiencing mental health issues [1]. For organisations, the risks of overly controlling work, with little room for input are extensive. Research has demonstrated that enhancing agency can lead to improved safety outcomes, employee engagement, skill development/learning, productivity and proactivity [2] [3]. Research spotlight Research shows that job autonomy (alongside communication quality) was a significant predictor for increased safety compliance. Further analysis demonstrated that this effect occurred due to individuals with a high degree of job agency feeling more committed to the organisation and therefore more likely to follow safety rules [4]. A longitudinal study over 18 months demonstrated that work design features such as high degrees of agency and social support were positively related to increased personal resources such as perceived self-efficacy, organisational based self-esteem and optimism. These were linked together in a reciprocal relationship with employee engagement [5]. Strategies to increase Agency Micromanager from hell? No way to have a say in the direction of your organisation? Fear not, there are a number of practical strategies you can implement to try and improve the overall agency of your role. Here are some practical tips for you to try out: Strategies for Employees Strategies for Managers Strategies for Organisations Here are some practical tips to try and help increase the agency of your work: Speak to your manager about any projects that in which you could take ownership. Often smaller scale projects can be a great opportunity to demonstrate value whilst still building valuable skills. If you are able to identify a more effective or efficient method of carrying out your work, develop a business case for it that you can take to your manager. Often, work is carried out in the same manner because ‘that’s how it’s always been done’. Creating a business case will help to make the switch less risky for your manager. To learn more strategies, check out our training opportunities. Explore opportunities Improving the sense of agency within your team can lead to a myriad of benefits. A few strategies you can try out are listed below: Take an active interest in developments and advancements of your field through reading articles, listening to podcasts and attending conferences. You can then use this information to help inspire your team towards using different methods in which to achieve their goals. At times when you have had to make difficult decisions or implement new organisational changes, use this as a learning opportunity. Distil key learnings and your thought processes in to short case studies to share with your team. To learn more strategies, check out our training opportunities. Explore opportunities To learn more strategies, check out our training opportunities. Explore opportunities Further resources References [1] SafeWork NSW. (2017). Review of evidence of psychosocial risks for mental ill-health in the workplace. [2] Parker, S. K., (2015). Does the evidence and theory support the ‘Good Work Design Principles’: An educational resource. Safe Work Australia. [3] Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65, 661-691. [4] Parker, S. K., Wall, T. D., & Cordery, J. L. (2001). Future work design research and practice: Towards an elaborated model of work design. Journal of occupational and organizational psychology, 74(4), 413-440. [5] Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational behavior, 74(3), 235-244.

Job crafting: A new approach of work redesign by employees Top of Page Job crafting: A new approach of work redesign by employees Project Brief This project has three main aims. Firstly, to clarify the theoretical construct of job crafting and to bring together two different job crafting perspectives; secondly, to investigate when and why employees engage in different types of job crafting, especially demands crafting; thirdly, to investigate the effects of different types of job crafting. Contact for more information: Fangfang Zhang Faculty : Fangfang Zhang Sharon Parker Other Transforming Individuals Projects

Sketching Work Design in Perth Artist in residence Lynne Chapman About the project The Centre for Transformative Work Design in 2018 worked with Lynne Chapman, a talented illustrator and urban sketcher, over a two-month Artist-in- Residence period. During this period Lynne (accompanied by one of our researchers) was immersed in workplaces across Perth and in rural and remote WA. QUICK LINKS The stories Competition outcome All competition entries Lynne Chapman As sketching allows images to be captured quickly, the sketches enabled us to illustrate real people in real work places, which when combined with narratives, provided a powerful way to communicate with the community about the importance of good work design and how it can be achieved. The Artist-in-Residence program was completed with an exhibition showcasing of the sketches and narratives. The Artist-in-Residence program will enabled the Centre to: Engage and communicate with the community – art is a powerful communication tool. We think it will be particularly useful in explaining abstract concepts such as the characteristics your work needs to have to be motivating and less stressful. Educate the community – when looking at the art, we want managers and employees to have “aha” moments about the effects of good and bad work design. We hope they apply this knowledge back at their workplaces. Foster inspiration for research – for example, by collecting people’s comments and narratives. Work Design Sketches and Stories Read our stories of good and bad work design brought to life by Lynne's insightful sketches. The Sketches About the Artist Lynne Chapman is a reportage artist, an award-winning children's illustrator with over 30 books, and UK correspondent for the international sketching organisation, Urban Sketchers. Lynne creates sketched-paintings live, on site, recording her immediate observations often at a fast and furious pace. She is interested in drawings which not only capture, but interpret or comment on the subject, telling the story of a situation or period of time. Lynne is based in Sheffield (UK). She is passionate about drawing and is founder of Urban Sketchers Yorkshire, encouraging others to draw out on-location. Her book “Sketching People” was published by Search Press and Barrons in 2016. See more of Lynne's work Sketching Competition As part of the residency project, we hosted a work design sketching competition. We were delighted by the number and qualities of the entries. Who won? View all entries

TOOLS FOR WORK DESIGN VIRTUAL TEAM SIMULATION ACTIVITY Do you want to test how effectively you and your co-workers are able to coordinate as a virtual team? Use our new team simulation to receive feedback (and benchmark comparisons) on your teamwork behaviors. The simulation includes a real-time virtual task for you and your co-workers. You have to solve collaboratively an organizational problem. The simulation takes 60 minutes. You should only run the activity if you and your co-workers can commit to that time. By engaging in this simulation you will better understand the role of communication and coordination in your team. If you run this activity, you will also help the researchers from the Centre for Transformative Work Design to conduct their research. Find out more MORE INSTRUMENTS COMING SOON

1 SMART Work Design Training For individual learners Curtin Credential: Motivation at Work Read More for individuals (Online) Motivate your workplace post-pandemic using the latest theories, strategies and tools. This credential analyses what drives people to work well, and teaches you the contemporary theory and practical skills to increase motivation in your workplace. You’ll be introduced to Self-Determination Theory and understand how to apply its principles to enhance employee well-being and productivity in your organisation. Facilitator: John Curtin Distinguished Professor Marylène Gagné Register your expression of interest for 2025 Curtin Credential: SMART Work Design Read More for individuals (Online) How can we rethink the way we work to increase job satisfaction and the wellbeing of employees, and improve productivity? You will explore the SMART framework to create and redesign jobs to increase satisfaction, reduce stress and lead to a flourishing organisation. Facilitator: Dr Cheryl Yam and Dr Madison Kho Register your expression of interest for 2025 Browse more workshops

The 2024 Work Design Conference PAST CONFERENCE Work Design for Success: Innovative Research and Leading-Edge Practice | The 2024 Centre for Transformative Work Design Conference We would like thank all attendees, speakers, volunteers and sponsors for the resounding success of the inaugural 2024 Centre for Transformative Work Design Conference. Perth, Western Australia | 13-14 February 2024 QUICK LINKS Conference recordings Event photos Sponsors Contact us CONFERENCE INFORMATION Conference booklet Attendee information Purchase conference recording $300 AUD 6-months access (1 October 2024 - 1 April 2025) Purchase access Access to conference recordings 2-days Post conference summary 1st work design conference in the world Spanning over 2-days with 1 additional day of pre-conference workshops Over 110+ presenters From expert academics and industry leaders 350 attendees 52% academics, 33% industry members and 15% government representatives From 15+ countries Connecting a global auidence 80+ presentations Shaping the future of work 100% of attendees are interested in attending a future CTWD conference Event photos River dinner cruise Want to see more photos from the event? Get behind the scenes to view and download all photos from the conference or the Swan River dinner cruise Main conference photos River dinner cruise Our conference speakers Speaker Prof Sharon Parker Curtin University Speaker Prof Evangelia Demerouti Eindhoven University of Technology Speaker Prof Arnold Bakker Erasmus University Rotterdam Speaker Prof Karina Jorritsma Curtin University Speaker Prof Maureen Dollard University of South Australia Speaker Dave Burroughs Chief Mental Health Officer Westpac Group Speaker Jim Kelly Director Health and Safe Design SafeWork NSW Speaker Prof Maria Tims Vrije Universiteit Amsterdam Guest speaker Prof Mo Wang University of Florida Guest speaker Rob Baker Tailored Thinking Guest speaker Prof Fred Zijlstra Maastricht University Key dates and conference materials 12 February 2024 Optional pre-conference workshops and networking sundowner 13 February 2024 Main conference and conference dinner cruise 14 February 2024 Main conference Some of the topics we covered The SMART Work Design model Job crafting Addressing psychosocial risks Self-managing teams Work redesign Work design for AI and other digital technologies Playful work design Work design in mining, health care, aged care and more Sponsors We would like to thank our sponsors for their valuable support. That's a wrap! To learn more about accessing conference recordings, visit the link below For further information see the terms and conditions . For enquires please email CTWD-conference@curtin.edu.au . Purchase access to session recordings View the conference booklet

Top of Page Working in virtual teams Project Brief 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. This is reflected in the high prevalence of so-called virtual teams–that is, teams working on interdependent tasks even under conditions of geographical and/or organizational dispersion. Moreover, these advancements have spurred both a societal as well as academic interest in designing future jobs and teamwork in a way that both workers and organizations can benefit from. Albeit the strong conceptual overlap of team virtuality and work design from a socio-technical systems approach, little has yet been done to build bridges between the individual-level focus on e.g., job characteristics and the team-/group-centered perspective of autonomous (virtual) work groups and socio-technical systems theory. In this research project, we aim to combine these two research streams to gain a better understanding of how team virtuality and work design affect each other as well as team - and individual-level outcomes. On 17 August 2020, our CTWD team (Dr Florian Klonek and Cecilia Runneboom) co-facilitated with Dr Lisette Kanse in a session called “Working in virtual teams” in Unit PSYC5556 (Work Design). We recorded the session and reflected on the virtual team simulation below: Contact for more information: Florian Klonek Faculty: Florian Klonek Sharon Parker Partners: Lisa Handke (Free University Berlin) Tom O’Neill (University of Calgary) Patricia Costa (University Institute of Lisbon) Lisette Kanse (UWA) Serena Wee (UWA) Publications: Klonek, F.E., Kanse, L., Wee, S., Runneboom, C., & Parker, S. (in press). Did the COVID-19 lock-down make us better at working in virtual teams? . Small Group Research. Klonek, F.E., & Parker, S. (2021). Designing SMART teamwork: How work design can boost performance in virtual teams . Organizational Dynamics. (Free publisher-copies available until April 11th 2021) 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., & Kauffeld, S. (2020). Interactive effects of team virtuality and work design on team functioning . Small Group Research , 51(1), 3-47. doi:10.1177/1046496419863490 Costa, P. L., Handke, L., & O’Neill, T. A. (2021). Are All Lockdown Teams Created Equally? Work Characteristics and Team Perceived Virtuality . Small Group Research . Advance online publication. doi: 10.1177/1046496421997897 Media and Resources Radio interview Virtual teams’ can overcome barriers to thrive How you can improve the performance of your virtual team - Psychology Today article Team Virtuality and team functioning: What is it, why should we care, and what can be done about it? Video lecture Improved collaboration a pandemic "silver lining": study - HR Daily Other Projects on Team and Organisations