Search Results

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

Publications Research spotlight The SMART model of work design: A higher order structure to help see the wood from the trees. Human Resource Management Parker, S. K. & Knight, C. (2024). Human Resource Management, 63, 265-291 Click to read Automation, algorithms, and beyond: Why work design matters more than ever in a digital world Parker, S. K., & Grote, G. (2022). Applied Psychology, 71 (4), 1171-1204. Click to read BY YEAR 2025 2021 2017 2024 2020 2016 2023 2019 2022 2018 2015 and earlier 2025 Kho, M. C., Chong, J. X., Andrei, D. M., & Parker, S. (2025). More than an intervention: the far-reaching impacts of a participatory work redesign project in aged care. Personnel Review , 1-13. https://doi.org/10.1108/PR-03-2025-0242 Karin, E., Gucciardi, D. F., Rigotti, T., Parker, S., Kalisch, R., & Crane, M. F. (2025). Understanding job demands and resources through network analysis: insights into workplace interconnectivity. Anxiety, Stress, & Coping , 1-19. https://doi.org/10.1080/10615806.2025.2564323 Lopper, E., Zhang, F. , & Tims, M. (2025). The bright and dark side of avoidance crafting: How work design matters. Journal of Occupational and Organizational Psychology, 98 (3), e70056. https://doi.org/10.1111/joop.70056 Chong, J.X.Y., Andrei, D.M., Kho, M.C., Iles, L.J. , Parker, S.K. , & Moore, H.I. (2025). Reducing Job Demands through a Participatory Work Redesign Intervention: A Quasi-Experimental Study in Aged Care. Human Resource Management Journal , 1-15. https://doi.org/10.1111/1748-8583.70012 Li, W. D., Oh, I. S., Wu, C. H., Nye, C., De Fruyt, F., Parker, S.K. , & Lievens, F. (2025). From Personality Traits to Personality Dynamics: New Approaches to Personality Research in Organizations. Journal of Organizational Behavior . https://doi.org/10.1002/job.7001 Knight, C., McLarnon, M. J., Olaru, D., Lee, J., & Parker, S. K. (2025). Hybrid work design profiles: Antecedents and well-being outcomes. Journal of Vocational Behavior , 104174. https://doi.org/10.1016/j.jvb.2025.104174 Zhang, F. , Wang, B., Liao, Y., Qian, J., & Parker, S. K. , & Wang, Y. (2025). Job crafting through the lens of exploitation and exploration: A daily diary study. Journal of Occupational and Organizational Psychology, 98 (2), e70029. https://doi.org/10.1111/joop.70029 Potter, R. E., Loh, M. Y., Dollard, M. F., Friebel, A., Neser, D., Afsharian, A., Parker, S. K. , & Iles, R. (2025). Australia’s national laws for worker psychological health: A policy evaluation and psychosocial safety climate analysis. Safety Science, 191 , 106899. https://doi.org/10.1016/j.ssci.2025.106899 Parker, S. K. (2025). Unleashing magic: A PARRTH to participatory work redesign. In Parker, S. K. , Knight, C., Klonek, F. E., & Zhang, F. (Eds.), Transformative work design: Synthesis and new directions (pp. 359-384). Oxford University Press. https://doi.org/10.1093/oso/9780197692554.003.0014 Parker, S. K. , Knight, C., Klonek, F. E., & Zhang, F. (Eds.). (2025). Transformative work Design: An integrative framework. In Parker, S. K. , Knight, C., Klonek, F. E., & Zhang, F. (Eds.), Transformative work design: Synthesis and new directions (pp. 3-26). Oxford University Press. https://doi.org/10.1093/oso/9780197692554.003.0001 Zhang, F. , Knight, C., Klonek, F. E., & Parker, S. K. (2025). Where is the future of work design research heading?: A roadmap for key topics to be investigated. In Parker, S. K. , Knight, C., Klonek, F., & Zhang, F. (Eds.), Transformative work design: Synthesis and new directions (pp. 629–650). Oxford University Press. https://doi.org/10.1093/oso/9780197692554.003.0025 Kunzelmann, A., Askovic, M., Forner, V. W., Zettna, N., Jolly, A., Dey, S., Nguyen, H., Johnson, A., & Parker, S. K. (2025). Configurations of Work Design: A Person-Centered Perspective of Job Demands and Resources in the Healthcare Sector. Human Resource Management Journal . https://doi.org/10.1111/1748-8583.70001 Klonek, F. & Parker, S. K. (2025). Does AI at Work Increase Stress? Text Mining Social Media About Human–AI Team Processes and AI Control. Journal of Organizational Behavior . https://doi.org/10.1002/job.70000 Jolly, A. A., Dunlop, P. D., Parker, S. K. , & Kanse, L. (2025). It’s Not My Responsibility: Working with Autonomy-Restricting Algorithms Facilitates Unethical Behavior and Displacement of Responsibility. Journal of Business Ethics , 1-20. https://doi.org/10.1007/s10551-025-06034-5 Parker, S. K. , Ballard, T., Billinghurst, M., Collins, C., Dollard, M., Griffin, M. A., Johal, W., Jorritsma, K., ... & Walsh, T. (2025). Quality work in the future: New directions via a co-evolving sociotechnical systems perspective. Australian Journal of Management , 03128962251331813. https://doi.org/10.1177/03128962251331813 Wang, Y., Parker, S. K. , Wu, C. H., Zhou, M., & Liao, J. (2025). Wise Proactivity: Antecedents, Outcomes, and a Mechanism. Journal of Organizational Behavior . https://doi.org/10.1002/job.2887 Chong, J. X., Andrei, D. M., Tian, A., & Parker, S. K. (2025). Include, Individualize, and Integrate HRM Practices for Successful Aging at Work: Scale Development and Test of a Model. Human Resource Management . https://doi.org/10.1002/hrm.22301 Zoszak, L. , Zellman, E. , Andrei, D. M., & Parker, S. K. (2025). Leading for Age Diversity: Evaluation of the Ascent Leadership Program. ARC Centre of Excellence in Population Ageing Research Industry Report. 2025/1. https://cepar.edu.au/publications/reports-government-submissions/leading-age-diversity-evaluation-ascent-leadership Kho, M. , Iles, L. , Chong, J., Moore, H., & Andrei, D. (2025). Interventions that impact aged care job demands: A systematic review of strategies and their evidence. International Journal of Stress Management . Advance online publication. https://doi.org/10.1037/str0000349 Handke, L., de Boeck, G., and Parker, S.K. (2025). Exploring the Use of ICTs as a Tool for Job Crafting. Journal of Vocational Behavior, 156, 104081. https://doi.org/10.1016/j.jvb.2024.104081 Parker, S.K. , Tims, M,. & Sonnentag, S. (2025). Top-Down and Bottom-Up Work Design: A Multilevel Perspective on How Job Crafting and Work Characteristics Interrelate. Journal of Business Psychology . https://doi.org/10.1007/s10869-025-10010-1 Hay, G., Ward, M. K., van Doorn, S., Parker, S. , & Schepis, D. (2025). The role of work design in entrepreneurship: A review and meta-framework. Journal of Business Research, 189 , 115156. https://doi.org/10.1016/j.jbusres.2024.115156 2024 Handke, L., De Boeck, G., & Parker, S. K. (2024). Exploring the use of ICTs as a tool for job crafting. Journal of Vocational Behavior. https://doi.org/10.1016/j.jvb.2024.104081 Grote, G., Parker, S. K. , & Crowston, K. (2024). Taming Artificial Intelligence: A Theory of Control-Accountability Alignment among AI Developers and Users. Academy of Management Review, (ja), amr-2023. https://doi.org/10.5465/amr.2023.0117 Bennett, L., Zoszak, L. , Andrei, D. M., Runneboom, C., Chong, J., & Pitt, D. (2024). Mature Workers in Organisations: Understanding Retirement in Australia. ARC Centre of Excellence in Population Ageing Research Industry Report. 2024/2. https://cepar.edu.au/sites/default/files/2024-2-Mature-Workers-in-Organisations.pdf Zoszak, L. , Zellman, E. , Andrei, D. M., & Parker, S. K. (2024). Leading an Age-Diverse Workforce: Evaluation of a Leadership Development Program Based on the ‘3I’ Model of Inclusion. ARC Centre of Excellence in Population Ageing Research. Bouckaert, Y., Vofrei, L., Jonczyk, N., Mertens, A. , Soliman, M., Venz, L., & Loschelder, D. D. (2024). Is the joke on you? The impact of sexist humour and gender dynamics on interpersonal work outcomes. European Journal of Work and Organizational Psychology , 1–16. https://doi.org/10.1080/1359432X.2024.2429850 Loh, V., Hamilton, M., Baird, M., Zettna, N., Constantin, A., Andrei, D. M., Petery, G. A., & Parker, S. K. (2024). Money matters, but what else? Mature worker motives and the importance of gender, age, socioeconomic status and age-inclusive HR practices. Australian Journal of Management, 49 (4), 790-811. https://doi.org/10.1177/03128962231176322 Mertens, A. , Kho, M. , Parker, S. K. , Baynam, G., Baker, S., & Stevens, K. (2024). The cross-sector model of care: A work design perspective. Rare, 2 , 100049. https://doi.org/10.1016/j.rare.2024.100049 Kanse, L., Stephenson, E. K., Klonek, F. E. , & Wee, S. (2024). Interdependence in Virtual Teams—A Double-Edged Sword?. Small Group Research, 55 (5), 729–762. https://doi.org/10.1177/10464964231206129 Goštautaitė, B., Liubertė. I, Parker. S. K. , & I. Bučiūnienė. (2024). Can You Outsmart the Robot? An Unexpected Path to Work Meaningfulness. Academy of Management Discoveries, 10 (3), 416-437. https://doi.org/10.5465/amd.2022.0113 Zhang, F. , Tims, M., & Parker, S. K. (2024). Combinations of approach and avoidance crafting matter: Linking job crafting profiles with proactive personality, autonomy, work engagement, and performance. Journal of Organizational Behavior . https://doi.org/10.1002/job.2836 Vrankovich, S., Burns, S., Yam, C. M. , Parker, S. K. , & Hendriks, J. (2024). Sexual harassment and sexual assault in the Western Australian mining industry: a qualitative examination of the perceptions of key stakeholders. Frontiers in Public Health, 12 , 1432990. https://doi.org/10.3389/fpubh.2024.1432990 Fruhen, L. S., & Parker, S. K. (2024). Home and away: personal autonomy limitation in the liminal work context of fly-in-fly-out camps and psychological distress. Community, Work & Family, 1-22 . https://doi.org/10.1080/13668803.2024.2379833 Zettna, N., Yam, C. , Kunzelmann, A. , Forner, V. W., Dey, S., Askovic, M., Johnson, A., Nguyen, H., Jolly, A. , & Parker, S. K. (2024). Crystal clear: How leaders and coworkers together shape role clarity and well-being for employees in social care. Human Resource Management , 1–16. https://doi.org/10.1002/hrm.22245 Marcus, J., Scheibe, S., Kooij, D., Truxillo, D. M., Zaniboni, S., Abuladze, L., Al Mursi, N., Bamberger, P. A., Balytska, M., Betanzos, N. D., Perek-Białas, J., Boehm, S. A., Burmeister, A., Cabib, I., Caon, M., Deller, J., Derous, E., Drury, L., Eppler-Hattab, R., Fasbender, U., Fülöp, M., Furunes, T., Gerpott, F. H., Goštautaitė, B., Halvorsen, C. J., Hernaus, T., Inceoglu, I., Iskifoglu, M., Ivanoska, K. S., Kanfer, R., Kenig, N., Kiran, S., Klimek, S., Kunze, F., Mertan, E. B., Varianou-Mikellidou, C., Moasa, H., Ng, Y. L., Parker, S. K. , . . . & Žnidaršič, J. (2024). LeverAge: A European network to leverage the multi-age workforce. Work, Aging and Retirement . https://doi.org/10.1093/workar/waae009 Andrei, D. M., Kho, M. , Chong, J., Parker, S. K. , Iles, L. , Moore, H., & Karin, E. (2024). Designing SMARTer work to reduce psychosocial risks: Evaluating the effectiveness of a participatory work-redesign intervention in aged care [White paper]. Future of Work Institute and Safe Work Australia. https://data.safeworkaustralia.gov.au/sites/default/files/2024-07/Designing_SMARTer_work_reduce_psychosocial_risks-aged_care-Jul24.pdf Donovan, R. J., Jalleh, G., & Drane, C. (2024). Impact of source credibility on behavioural responses to a mental health promotion social marketing campaign. Journal of Social Marketing, 14 (2), 250-263. https://doi.org/10.1108/JSOCM-07-2023-0159 Donovan, R. J., Drane, C. F. , Santini, Z. I., & Jalleh, G. (2024). Impact on help-seeking behaviours of a campaign perceived to decrease stigma and increase openness around mental health. Health Promotion Journal of Australia, 35 (4), 1378–1385. https://doi.org/10.1002/hpja.859 Gelaw, A., Parker, S. , Johnson, A., Nguyen, H., Jolly, A. , Forner, V., ... & Collie, A. (2024). Determinants of psychological injury among health and social care workers in community settings: A systematic review. Work 78 (1), 3-27 . https://doi.org/10.3233/WOR-230426 Iles, L. J ., Askovic, M., Deng, C., Trezise, M. , Graf, E., Zettna, N., Jolly, A. , Kunzelmann, A. , Thomas, C. , Carr, M. , Yam, C. , Johnson, A., Nguyen, H., Parker, S. Changing work design to improve mental health in the Healthcare and Social Assistance industry. A report by the Centre for Transformative Work Design at Curtin University and the University of Sydney Business School, funded by Insurance and Care (icare) NSW as part of the Design for Care research project. April 2024. Kho, M. , Gucciardi, D. F., Ryan, M., Hazel, G., & Crane, M. F. (2024). Implementation of a Supervisor-Led Resilience Training Extension in the Royal Military College. Journal of Military Social Work and Behavioral Health Services, 12 (2), 119–129. https://doi.org/10.1080/21635781.2024.2342254 Parker, S. K. , & Knight, C. (2024). The SMART model of work design: A higher order structure to help see the wood from the trees. Human Resource Management, 63 (2), 265-291. https://doi.org/10.1002/hrm.22200 Yeo, G. B., Celestine, N. A., Parker, S. K. , To, M. L., & Hirst, G. (2024). A neurocognitive framework of attention and creativity: Maximizing Usefulness and novelty via directed and undirected pathways. Journal of Organizational Behavior 45 (6), 912–934. https://doi.org/10.1002/job.2787 Sinclair, C., Joffe, T., Ginnivan, N., Parker, S. K. , & Anstey, K. J. (2024). A scoping review of workplace interventions to promote positive attitudes toward older workers and reduce age-based discrimination. Work, Aging and Retirement, 10 (2), 61–76. https://doi.org/10.1093/workar/waad013 Luksyte, A., Carpini, J. A., Parker, S. K. , & Griffin, M. A. (2024). Conscientiousness and perceived ethicality: Examining why hierarchy of authority diminishes this positive relationship. Human Resource Management 63 (4), 601–617. https://doi.org/10.1002/hrm.22217 Kunzelmann, A. , Rigotti, T., & Crane, M. F. (2024). Latent profiles of challenge, hindrance, and threat appraisals on time pressure and job complexity: Antecedents and outcomes. Australian Journal of Management . https://doi.org/10.1177/03128962231222825 Zhou, Y., Zou, M., Wu, C. H., Parker, S. K. , & Griffin, M. (2024). A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes. Journal of Applied Psychology, 109 (2), 293–306. https://doi.org/10.1037/apl0001121 Donovan, R. J., Drane, C. F. , Owen, J., Murray, L., Nicholas, A., & Anwar‐McHenry, J. (2024). Impact on stakeholders of a cultural adaptation of a social and emotional well‐being intervention in an Aboriginal community. Health Promotion Journal of Australia, 35 (1), 134-143. https://doi.org/10.1002/hpja.723 Parent‐Rocheleau, X., Parker, S. K. , Bujold, A., & Gaudet, M. C. (2024). Creation of the algorithmic management questionnaire: A six‐phase scale development process. Human Resource Management, 63 (1), 25-44. https://doi.org/10.1002/hrm.22185 Crane, M. F., Hazel, G., Kunzelmann, A. , Kho, M. , Gucciardi, D. F., Rigotti, T., Kalisch, R., & Karin, E. (2024). An exploratory domain analysis of deployment risks and protective features and their association to mental health, cognitive functioning and job performance in military personnel. Anxiety, Stress, & Coping, 37 (1), 16-28. https://doi.org/10.1080/10615806.2023.2228707 2023 Chapman, M. , Iles, L. , Fruhen, L., Anderson, M. , Hendriks, J., Burns, S., and Parker, S. K. (2023). The Mental Awareness, Respect and Safety (MARS) Program Landmark Study: Insights from the Worker Survey and Interviews. A report prepared by the Centre for Transformative Work Design for the Government of Western Australia. https://www.wa.gov.au/system/files/2024-03/mars_report_insights_20240312.pdf Yam, C. , Chapman, M. , Iles, L. , Fruhen, L., Anderson, M. , Hendriks, J., Burns, S., and Parker, S. K. (2023). The Mental Awareness, Respect and Safety (MARS) Program Landmark Study: Insights from the Worker Survey and Interviews. A report prepared by the Centre for Transformative Work Design for the Government of Western Australia. https://www.wa.gov.au/system/files/2024-03/mars_report_insights_20240312.pdf Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2023). Help anyone, if helped by some: Understanding generalized reciprocity through the lens of interaction ritual chain theory. Journal of Occupational and Organizational Psychology, 96 (4), 970-992. https://doi.org/10.1111/joop.12442 Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2023). How can people benefit, and who benefits most, from using socialisation‐oriented social media at work? An affordance perspective. Human Resource Management Journal, 33 (4), 1035-1052. https://doi.org/10.1111/1748-8583.12504 Kanse, L., Stephenson, E. K., Klonek, F. E. , & Wee, S. (2023). Interdependence in Virtual Teams—A Double-Edged Sword?. Small Group Research , 55 (5), 729–762. https://doi.org/10.1177/10464964231206129 Cham, B., Jorritsma, K., Griffin, M., & Parker, S.K. (2023). Thriving Sustainably: Navigating the Complex Landscape of Workplace Mental Health. A Thrive at Work Survey Insights Report. Curtin University. https://www.thriveatwork.org.au/wp-content/uploads/2023/10/Thriving-Sustainably-A-Thrive-at-Work-Survey-Insights-Report.pdf Zhang, F. & Parker, S. K. (2023). How ChatGPT can and can't help managers design better job roles. MIT Sloan Management Review 65 (1), 1-5. . Parkes, K. R., Fruhen, L. S., & Parker, S. K. (2023). Direct, indirect, and moderated paths linking work schedules to psychological distress among fly-in, fly-out workers. Work & Stress, 37 (4), 466-486. https://doi.org/10.1080/02678373.2022.2142988 Hagemann, V., Watermann, L., Klonek, F. , & Heinicke, C. (2023). Communication quality affects performance of astronauts and support teams through increased workload: Insights from the AMADEE-20 analog Mars mission. Acta Astronautica, 210 , 162-175. https://doi.org/10.1016/j.actaastro.2023.05.021 Klonek, F. E. , Gerpott, F. H., & Parker, S. K. (2023). A conceptual replication of ambidextrous leadership theory: An experimental approach. The Leadership Quarterly, 34 (4), 101473. https://doi.org/10.1016/j.leaqua.2020.101473 Klonek, F. E. , Gerpott, F. H., & Handke, L. (2023). When groups of different sizes collide: Effects of targeted verbal aggression on intragroup functioning. Group & Organization Management, 48 (4), 1203-1244. https://doi.org/10.1177/10596011221134426 Kamarova, S., Dunlop, P. D., & Parker, S. K. (2023). Trait continuity: Can parent‐rated infant temperament predict HEXACO personality in early adulthood?. Scandinavian Journal of Psychology, 64 (4), 512-526. https://doi.org/10.1111/sjop.12898 Jolly, A. , Kunzelmann, A. , Dey, S., Zettna, N., Yam, C. , Forner, V., ... & Parker, S. K. (2023). How work design shapes mental health in the Healthcare and Social Assistance industry. A report by the Centre for Transformative Work Design at Curtin University and the University of Sydney Business School, funded by Insurance and Care (icare) NSW as part of the Design for Care research project. https://espace.curtin.edu.au/bitstream/handle/20.500.11937/92822/92646.pdf?sequence=3&isAllowed=y Lebel, R. D., Yang, X., Parker, S. K. , & Kamran-Morley, D. (2023). What makes you proactive can burn you out: The downside of proactive skill building motivated by financial precarity and fear. Journal of Applied Psychology, 108 (7), 1207–1222. https://doi.org/10.1037/apl0001063 Drane, C.F. , Yam, C. , Anderson, M. , Fruhen, L. , Jorritsma, K., & Parker, S.K. (2023). Mental Awareness, Respect and Safety in the mining industry – The MARS Program Landmark Study: Workplace Policy and Practice Survey. A report prepared by the Centre for Transformative Work Design for the Government of Western Australia. https://www.wa.gov.au/system/files/2023-12/mars_workplace_policy_practice_report_2.pdf Chiu, C. Y. C., Wu, C. H., Bartram, A., Parker, S. K. , & Lee, C. (2023). Is leader proactivity enough: Importance of leader competency in shaping team role breadth efficacy and proactive performance. Journal of Vocational Behavior, 143 , 103865. https://doi.org/10.1016/j.jvb.2023.103865 Kho, M. C., Karin, E., Gucciardi, D. F., & Crane, M. F. (2023). Testing a supervisor‐led extension of self‐reflection resilience training: A controlled trial randomized by platoon at the Royal Military College. Journal of Occupational and Organizational Psychology, 96 (2), 397-428. https://doi.org/10.1111/joop.12420 Parker, S. K. , & Boeing, A. A. (2023). Workplace innovation in the digital era: a role for SMART work design. In A Research Agenda for Workplace Innovation (pp. 91-112). Edward Elgar Publishing. https://doi.org/10.4337/9781800881945.00014 Wang, B., & Parker, S. K. (2023). Embracing the digital workplace: a SMART work design approach to supporting virtual work. In Handbook of Virtual Work (pp. 403-424). Edward Elgar Publishing. https://doi.org/10.4337/9781802200508.00032 Klonek, F. , Zhang, F. , Nguyen, H., Johnson, A., Liu, Y., & Parker, S. K (2023). The role of individual goal orientations in shaping skill utilization over time: a four-year longitudinal study. European Journal of Work and Organizational Psychology, 32 (3), 346-359. https://doi.org/10.1080/1359432X.2022.2160325 Stephan, U., Zbierowski, P., Pérez-Luño, A., Wach, D., Wiklund, J., Alba Cabañas, M., Barki, E., Benzari, A., Bernhard-Oettel, C., Boekhorst, J. A., Dash, A., Efendic, A., Eib, C., Hanard, P.-J., Iakovleva, T., Kawakatsu, S., Khalid, S., Leatherbee, M., Li, J., Parker, S. K. , Qu, J., Rosati, F., Sahasranamam, S., Salusse, M. A. Y., Sekiguchi, T., Thomas, N., Torrès, O., Tran, M. H., Ward, M. K. , Williamson, A. J., & Zahid, M. M. (2023). Act or Wait-and-See? Adversity, Agility, and Entrepreneur Wellbeing across Countries during the COVID-19 Pandemic. Entrepreneurship Theory and Practice, 47 (3), 682-723. https://doi.org/10.1177/10422587221104820 Fruhen, L. S., Gilbert, J. , & Parker, S. K. (2023). Fly-in-fly-out work: A review of the impact of an extreme form of work-related travel on mental health. Organizational Psychology Review, 13 (2), 177-204. https://doi.org/10.1177/20413866221134938 Carpini, J. A., Luksyte, A., Parker, S. K. , & Collins, C. G. (2023). Can a familiar gender stereotype create a not‐so‐familiar benefit for women? Evidence of gendered differences in ascribed stereotypes and effects of team member adaptivity on performance evaluations. Journal of Organizational Behavior, 44 (4), 590-605. https://doi.org/10.1002/job.2702 Dunlop, P. D. , de Vries, R. E., Jolly, A. A. , & Parker, S. K. (2023). Three nightmare traits (TNT) and the similarity effect determine which personality traits we like and dislike. Journal of Research in Personality, 103 , 104358. https://doi.org/10.1016/j.jrp.2023.104358 Donovan, R. J., Drane, C. F. , & Anwar-McHenry, J. (2023). Impact on Students of the Act–Belong–Commit Mentally Healthy Schools Framework. Children, 10 (3), 548. https://doi.org/10.3390/children10030548 Lizzio-Wilson, M., Thomas, E. F., Louis, W. R., Crane, M. F., Kho, M. , Molenberghs, P., ... & Allen, F. (2023). Using latent profile analysis to understand health practitioners’ attitudes toward voluntary assisted dying. OMEGA-Journal of Death and Dying , 00302228221149453. https://doi.org/10.1177/00302228221149453 Gilbert, J. M. , Fruhen, L. , Burton, C. T., & Parker, S. K. (2023). The mental health of fly-in fly-out workers before and during COVID-19: a comparison study. Australian Journal of Psychology, 75 (1). https://doi.org/10.1080/00049530.2023.2170280 Drane, C. F. , Jalleh, G., Lin, C., & Donovan, R. J. (2023). Impact of the Act-Belong-Commit campaign on mental health help-seeking behaviour. Health Promotion Journal of Australia, 34 (1), 232-236. https://doi.org/https://doi.org/10.1002/hpja.605 Jongenelis, M. I., Drane, C. , Hasking, P., Chikritzhs, T., Miller, P., Hastings, G., & Pettigrew, S. (2023). Development and validation of the Alcohol Message Perceived Effectiveness Scale. Scientific Reports, 13 (1), 997. https://doi.org/10.1038/s41598-023-28141-x Ward, M. K ., & Meade, A. W. (2023). Dealing with careless responding in survey data: Prevention, identification, and recommended best practices. Annual Review of Psychology, 74, 577-596. https://doi.org/10.1146/annurev-psych-040422-045007 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 Carpini, J., & Parker, S. K. (2023). Job enlargement. In S. Johnstone, Jenny K. Rodriguez & A. Wilkinson (Eds.), Encyclopedia of Human Resource Management (pp. 218 - 219). Edward Elgar Publishing. https://doi.org/10.4337/9781800378841.J.5 Carpini, J., & Parker, S. K. (2023). Job enrichment. In S. Johnstone, Jenny K. Rodriguez & A. Wilkinson (Eds.), Encyclopedia of Human Resource Management (pp. 219 – 220). Edward Elgar Publishing. https://doi.org/10.4337/9781800378841.J.6 Carpini, J., & Parker, S. K. (2023). Job design. In S. Johnstone, Jenny K. Rodriguez & A. Wilkinson (Eds.), Encyclopedia of Human Resource Management (pp. 216 - 218). Edward Elgar Publishing. https://doi.org/10.4337/9781800378841.J.4 Carpini, J., & Parker, S. K. (2023). Job rotation. In S. Johnstone, Jenny K. Rodriguez & A. Wilkinson (Eds.), Encyclopedia of Human Resource Management (pp. 222 - 223). Edward Elgar Publishing. https://doi.org/10.4337/9781800378841.J.9 2022 De Boeck, G., & Parker, S. K. (2022). Work Design: Revisiting Lillian Gilbreth’s Fatigue Studies. In Organisational Psychology: Revisiting the Classic Studies (pp. 9-26). Sage Publishing. https://au.sagepub.com/sites/default/files/upm-assets/128694_book_item_128694.pdf Zhao, H. H., Deng, H., Chen, R. P., Parker, S. K. , & Zhang, W. (2022). Fast or slow: How temporal work design shapes experienced passage of time and job performance. Academy of Management Journal, 65 (6), 2014-2033. https://doi.org/10.5465/amj.2019.1110 Booth, L., Jongenelis, M. I., Drane, C. , Brennan, E., Wakefield, M., Chikritzhs, T., ... & Pettigrew, S. (2022). Understanding and Overcoming Barriers to Drink Counting. Substance Use & Misuse, 57 (14), 2063-2073. https://doi.org/10.1080/10826084.2022.2129998 Dunlop, P. D., Holtrop, D., Ashby, L. M., Bharadwaj, A. , & Donovan, J. J. (2022). Valence, instrumentality, expectancy, and ability as determinants of faking, and the effects of faking on criterion-related validity. Journal of Business and Psychology, 37 (6), 1215-1233. https://doi.org/10.1007/s10869-022-09797-0 Wibisono, S., Minto, K., Lizzio-Wilson, M., Thomas, E. F., Crane, M., Molenberghs, P., Kho, M. , Amiot, C. E., Decety, J., Breen, L. J., Noonan, K., Forbat, L., & Louis, W. (2022). Attitudes Toward and Experience With Assisted-Death Services and Psychological Implications for Health Practitioners: A Narrative Systematic Review. OMEGA - Journal of Death and Dying, 0 (0), 00302228221138997. https://doi.org/10.1177/00302228221138997 Gagné, M., Parent-Rocheleau, X., & Parker, S. K. (2022). Reply to ‘A cross-cultural approach to the future of work’. Nature Reviews Psychology, 1 (11), 685-685. https://doi.org/10.1038/s44159-022-00117-0/ Gagné, M., Parent-Rocheleau, X., Dunlop, P. D., & Parker, S. K. (2022). Reply to ‘Mere algorithms can be demotivating’. Nature Reviews Psychology, 1 (11), 683-683. https://doi.org/10.1038/s44159-022-00113-4 Glosenberg, A., Phillips, D., Schaefer, J., Pollack, J. M., Kirkman, B. L., McChesney, J., Noble, S. M., Ward, M. K. , & Foster, L. L. (2022). The relationship of self-efficacy with entrepreneurial success: A meta-analytic replication and extension. Journal of Business Venturing Insights, 18 , e00342. https://doi.org/https://doi.org/10.1016/j.jbvi.2022.e00342 Knight, C. , McLarnon, M. J., Wenzel, R., & Parker, S. K. (2022). The importance of relational work design characteristics: A person-centred approach. Australian Journal of Management, 47 (4), 705-728. https://doi.org/10.1177/03128962211073021 Yam, C. , Parker, S. K. , Fruhen, L. , Anderson, M. , Woodley, G., Hendriks, J., Burns, S., & Drane, C. (2022). Mental Awareness, Respect and Safety in the mining industry – The Landmark Study: A review and synthesis of the literature. https://www.wa.gov.au/system/files/2022-11/MARS_LMS_Preliminary_Report_2A.pdf Zhang, F. , Kaur, S., & Parker, S. K. (2022). Job Crafting. In The Oxford Research Encyclopedia . Oxford University Press. https://doi.org/10.1093/acrefore/9780190236557.013.832 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 Bindl, U. K., Parker, S. K. , Sonnentag, S., & Stride, C. B. (2022). Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance‐related outcomes at work. Journal of Organizational Behavior, 43 (7), 1251-1270. https://doi.org/10.1002/job.2628 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 Andrei, D. , Chong, J. , Parker, S. K. , Zoszak, L. , Petery, G. , & Baird, M. (2022, August 5). How COVID-19 shaped the perception of work of mature Australian employees: Insights from a large-scale survey of work during the pandemic. The 82nd Meeting of the Academy of Management, Seattle, WA, USA. Fruhen, L. S. , Andrei, D. M. , & Griffin, M. A. (2022). Leaders as motivators and meaning makers: How perceived leader behaviors and leader safety commitment attributions shape employees’ safety behaviors. Safety science, 152 , 105775. https://doi.org/10.1016/j.ssci.2022.105775 Ng, T. W., Koopmann, J., & Parker, S. K. (2022). Promoting idea exploration and harmonization in the creative process: cultivating interdependence and employees’ perspective-Taking are key. European Journal of Work and Organizational Psychology, 31 (4), 567-582. https://doi.org/10.1080/1359432X.2021.2014454 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/10.1038/s44159-022-00056-w Gelaw, A. Y., Parker, S., Johnson, A., Nguyen, H., Jolly, A. , Forner, V., & Collie, A. (2022). Risk factors associated with psychological injuries among health care and social assistance industry workers in non-hospital settings: Summary report. Healthy Working Lives Research Group, School of Public Health and Preventive Medicine, Monash University (2022). https://www.transformativeworkdesign.com/_files/ugd/8bd0f0_bde759ca52334868b1ccc4d99693dce5.pdf Anwar-McHenry, J., Murray, L., Drane, C. F. , Owen, J., Nicholas, A., & Donovan, R. J. (2022). Impact on community members of a culturally appropriate adaptation of a social and emotional well-being intervention in an aboriginal community. Journal of Public Mental Health, 21 (2), 108-118. https://doi.org/10.1108/JPMH-09-2021-0109 Knight, C. , Olaru, D., Lee, J., & Parker, S. K. (2022). The loneliness of the hybrid worker. MIT Sloan Management Review, 63(4), 10-12. https://espace.curtin.edu.au/bitstream/handle/20.500.11937/89229/89053.pdf?sequence=2&isAllowed=y 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 Kunzelmann, A. , & Rigotti, T. (2022). Challenge Demands and Resilience. Zeitschrift für Arbeits- und Organisationspsychologie A&O, 66 (2), 59-71. https://doi.org/10.1026/0932-4089/a000363 Luksyte, A., Avery, D. R., Parker, S. K. , Wang, Y., Johnson, L. U., & Crepeau, L. (2022). Age diversity in teams: Examining the impact of the least agreeable member. Journal of Organizational Behavior, 43 (3), 546-565. https://doi.org/10.1002/job.2570 Zhang, F. , & Parker, S. K. (2022). Reducing demands or optimizing demands? Effects of cognitive appraisal and autonomy on job crafting to change one’s work demands. European journal of work and organizational psychology, 31 (5), 641-654. https://doi.org/10.1080/1359432X.2022.2032665 Parker, S. K. , & Fisher, G. G. (2022). How Well-Designed Work Makes Us Smarter. MIT Sloan Management Review, 63 (3). Wang, D., Sheng, Z. , Wang, X., Griffin, M. A. , Zhang, Y., & Wang, Z. (2022). How team safety stressors affect proactive and prosocial safety behaviors: Felt safety responsibility and affective commitment as mediators. Safety science, 147 , 105625. https://doi.org/10.1016/j.ssci.2021.105625 Parker, S. K ., Jorritsma, K., & Griffin, M. A. (2022). Shifting the Mental Health Conversation: Present and Future Applications of the “Thrive at Work” Framework: Present and Future Applications. In Handbook on Management and Employment Practices (pp. 727-747). Cham: Springer International Publishing. https://doi.org/10.1007/978-3-030-29010-8_37 Parker, S. K. (2022). The Future of Work: Emerging Risks and Opportunities for Health and Well-Being. Safety and Health at Work, 13 , S10. https://doi.org/10.1016/j.shaw.2021.12.732 Pettigrew, S., Dana, L. M., McAleese, A., Bastable, A., Drane, C. , & Sapountsis, N. (2022). Brief report: a latent class analysis of guideline compliance across nine health behaviors. International Journal of Behavioral Medicine, 29 , 110-115. https://doi.org/10.1007/s12529-021-09988-8 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 Andrei, D. M. , & Parker, S. K. (2022). Organizational metastrategies for younger and older workers. In Age and Work (pp. 310-327). Routledge. Knight, C. , Kaur, S. & Parker, S. K. (2022). Work Design in the Contemporary Era. In The Oxford Research Encyclopedia (pp. 1-1) Oxford, United Kingdom: Oxford University Press. https://doi.org/10.1093/acrefore/9780190224851.013.353 Wang, Y., Dunlop, P. D., Parker, S. K. , Griffin, M. A., & Gachunga, H. (2022). The moderating role of honesty‐humility in the association of agreeableness with interpersonal competency: a study of managers in two countries. Applied Psychology, 71 (1), 219-242. https://doi.org/10.1111/apps.12318 Crane, M. F., Falon, S. L., Kho, M. , Moss, A., & Adler, A. B. (2022). Developing resilience in first responders: Strategies for enhancing psychoeducational service delivery. Psychological services, 19 (S2), 17. https://doi.org/10.1037/ser0000439 2021 O’Shea, S., Koshy, P., & Drane, C. (2021). The implications of COVID-19 for student equity in Australian higher education. Journal of Higher Education Policy and Management, 43 (6), 576-591. https://doi.org/10.1080/1360080X.2021.1933305 Ward, M. K. , Yam, C. M. H. , Palejwala, Z., Wallman, K., Taggart, S. M., Wood, F. M., & Parker, S. K. (2021). An Experimental Simulation of Heat Effects on Cognition and Workload of Surgical Team Members. Annals of Surgery, 274 (5), e395-e402. https://doi.org/10.1097/sla.0000000000004598 Donovan, R. J., Koushede, V. J., Drane, C. F. , Hinrichsen, C., Anwar-McHenry, J., Nielsen, L., Nicholas, A., Meilstrup, C., & Santini, Z. I. (2021). Twenty-One Reasons for Implementing the Act-Belong-Commit—‘ABCs of Mental Health’ Campaign. International Journal of Environmental Research and Public Health, 18 (21), 11095. https://www.mdpi.com/1660-4601/18/21/11095 Cham, B. S., Andrei, D. M. , Griffin, M. A., Grech, M., & Neal, A. (2021). Investigating the joint effects of overload and underload on chronic fatigue and wellbeing. Work & Stress, 35 (4), 344-357. https://doi.org/10.1080/02678373.2021.1888822 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, 51 (6), 951-968. https://doi.org/10.1002/ejsp.2795 Endrejat, P. C., Klonek, F. E. , Müller-Frommeyer, L. C., & Kauffeld, S. (2021). Turning change resistance into readiness: How change agents’ communication shapes recipient reactions. European Management Journal, 39 (5), 595-604. https://doi.org/10.1016/j.emj.2020.11.004 Wang, B. , Liu, Y. , & Parker, S. K. (2021). Let’s get on the same page: Conceptual clarification of individual-level information and communication technology use. Industrial and Organizational Psychology, 14 (3), 404-408. https://doi.org/10.1017/iop.2021.80 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 Booth, L., Jongenelis, M. I., Drane, C. , Miller, P. G., Chikritzhs, T., Hasking, P., Hastings, G., Thorn, M., & Pettigrew, S. (2021). Attitudinal factors associated with drink counting. Drug and Alcohol Review, 40 (6), 1056-1060. https://doi.org/10.1111/dar.13277 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/10.1016/j.jsr.2021.06.003 Drane, C. F. , Vernon, L., & O’Shea, S. (2021). Vulnerable learners in the age of COVID-19: A scoping review. The Australian Educational Researcher, 48 (4), 585-604. https://doi.org/10.1007/s13384-020-00409-5 Kunzelmann, A. , & Rigotti, T. (2021). How time pressure is associated with both work engagement and emotional exhaustion: The moderating effects of resilient capabilities at work. German Journal of Human Resource Management, 35 (3), 309-336. https://doi.org/10.1177/2397002220952741 Güntner, A. V., Klasmeier, K. N., Klonek, F. E. , & Kauffeld, S. (2021). The power of followers that do not follow: Investigating the effects of follower resistance, leader implicit followership theories and leader negative affect on the emergence of destructive leader behavior. Journal of Leadership & Organizational Studies, 28 (3), 349-365. https://doi.org/10.1177/15480518211012408 Kunzelmann, A. , & Rigotti, T. (2021, July 15). How employees resilience capacity is associated with appraisal processes of job demands. Results from a latent profile analysis. 7th International Positive Psychology Association World Congress. Parker, S. K. , Ward, M. K. , & Fisher, G. G. (2021). Can high-quality jobs help workers learn new tricks? A multidisciplinary review of work design for cognition. Academy of Management Annals, 15 (2), 406-454. https://doi.org/10.5465/annals.2019.0057 Holtrop, D., Oostrom, J. K., Dunlop, P. D., & Runneboom, C. (2021). Predictors of faking behavior on personality inventories in selection: Do indicators of the ability and motivation to fake predict faking?. International Journal of Selection and Assessment, 29 (2), 185-202. https://doi.org/10.1111/ijsa.12322 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. https://doi.org/10.1037/ocp0000205 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, 42 (5), 587-603. https://doi.org/10.1002/job.2517 Knight, C. , Keller, A., & Parker, S. K. (2021, May 27). Job demands, not resources, predicted psychological distress trajectories during COVID-19. European Association of Work & Organizational Psychology (EAWOP) Virtual Conference. University of Manchester, UK. Iles, L. J. , & Parker, S. K. (2021). Age bias in the time of Coronavirus: Implications for research and practice. Industrial and Organizational Psychology, 14 (1-2), 66-70. https://doi.org/10.1017/iop.2021.15 Petery, G. A. , Parker, S. K. , & Zoszak, L. (2021). The importance of psychological contracts for safe work during pandemics. Industrial and Organizational Psychology, 14 (1-2), 290-295. http://doi.org/10.1017/iop.2021.52 Vernon, L., & Drane, C. F. (2021). Influencers: The importance of discussions with parents, teachers and friends to support vocational and university pathways. International Journal of Training Research, 18 (2), 155-173. https://doi.org/10.1080/14480220.2020.1864442 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 Stephan, U., Zbierowski, P., Pérez-Luño, A., Klausen, A., Alba Cabañas, M., Barki, E., Benzari, A., Bernhard-Oettel, C., Boekhorst, J., Dash, A., Efendic, A., Eib, C., Hanard, P.-J., Holienka, M., Iakovleva, T., Kawakatsu, S., Khalid, S., Kovacicová, Z., Leatherbee, M., Li, J., Parker, S. , Qu, J., Rosati, F., Sahasranamam, S., Salusse, M. A. Y., Sekiguchi, T., Thomas, N., Torres, O., Tran, M. H., Wach, D., Ward, M. K. , Wiklund, J., Williamson, A. J., Zahid, M. (2021). Entrepreneurship during the Covid-19 Pandemic: A global study of entrepreneurs' challenges, resilience, and well-being. (King's Business School Impact Papers). https://www.kcl.ac.uk/business/assets/pdf/research-papers/global-report-entrepreneurship-during-the-covid-19-pandemic-a-global-study-of-entrepreneurs'-challenges-resilience-and-well-being.pdf Dunlop, P. D., Bharadwaj, A. A. , & Parker, S. K. (2021). Two-year stability and change among the honesty-humility, agreeableness, and conscientiousness scales of the HEXACO100 in an Australian cohort, aged 24–29 years. Personality and Individual Differences, 172 , 110601. https://doi.org/10.1016/j.paid.2020.110601 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. https://doi.org/10.1037/ocp0000265 Parker, S. K. (2021, March 3). Thriving at work and at home: a flexible approach. The Doherty Institute, Faculty of Medicine, Dentistry and Health Sciences, University of Melbourne. Melbourne, VIC, Australia. 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 Hay, G. J. , Parker, S. K. , & Luksyte, A. (2021). Making sense of organisational change failure: An identity lens. Human relations, 74 (2), 180-207. https://doi.org/10.1177/0018726720906211 Baird, M., Hamilton, M., Gulesserian, L., Williams, A., & Parker, S. K. (2021). An employer lens on COVID-19: adapting to change in Australian workplaces. ARC Center of Excellence in Populaton Ageing Research, University of Sydney, Sydney. https://www.cepar.edu.au/sites/default/files/employers-lens-on-covid-19.pdf Urbach, T., Den Hartog, D. N., Fay, D., Parker, S. K. , & Strauss, K. (2021). Cultural variations in whether, why, how, and at what cost people are proactive: A followership perspective. Organizational Psychology Review, 11 (1), 3-34. https://doi.org/10.1177/2041386620960526 Ng, T. W., Hsu, D. Y., & Parker, S. K. (2021). Received respect and constructive voice: The roles of proactive motivation and perspective taking. Journal of Management, 47 (2), 399-429. https://doi.org/10.1177/0149206319834660 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 Baird, M., Hamilton, M., Gulesserian, L., Williams, A., & Parker, S. (2021). An employer lens on COVID-19: adapting to change in Australian workplaces. ARC Centre of Excellence in Population Ageing Research Industry Report. February 2021. https://www.cepar.edu.au/sites/default/files/employers-lens-on-covid-19.pdf Gagné, M., Parker, S. K. , & Griffin, M. A. (2021). How does future work need to be designed for optimal engagement?. In A research agenda for employee engagement in a changing world of work (pp. 137-153). Edward Elgar Publishing. https://doi.org/10.4337/9781789907858.00017 Knight, C. , & Parker, S. K. (2021). How work redesign interventions affect performance: An evidence-based model from a systematic review. Human relations, 74 (1), 69-104. https://doi.org/10.1177/0018726719865604 2020 Güntner, A. V., Klonek, F. E. , Lehmann-Willenbrock, N., & Kauffeld, S. (2020). Follower behavior renders leader behavior endogenous: The simultaneity problem, estimation challenges, and solutions. The Leadership Quarterly, 31 (6), 101441. https://doi.org/10.1016/j.leaqua.2020.101441 Anwar-McHenry, J., Drane, C. F. , Joyce, P., & Donovan, R. J. (2020). Impact on staff of the mentally healthy schools framework. Health Education, 120 (5/6), 289-296. https://doi.org/10.1108/HE-07-2020-0052 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 Hay, G. J. , Klonek, F. E. , Thomas, C. S., Bauskis, A., Baynam, G., & Parker, S. K. (2020). SMART work design: Accelerating the diagnosis of rare diseases in the Western Australian Undiagnosed Diseases Program. Frontiers in Pediatrics, 8 , 561240. https://doi.org/10.3389/fped.2020.00582 Klonek, F. E. , Volery, T., & Parker, S. K. (2021). Managing the paradox: Individual ambidexterity, paradoxical leadership and multitasking in entrepreneurs across firm life cycle stages. International Small Business Journal, 39 (1), 40-63. https://doi.org/10.1177/0266242620943371 Boeing, A. A., Jorristma, K., Griffin, M. A., & Parker, S. K. (2020). Surfacing the social factors early: A sociotechnical approach to the design of a future submarine. Australian Journal of Management, 45 (3), 527-545. https://doi.org/10.1177/0312896220920338 Collins, C., Earl, J., Parker, S. , & Wood, R. (2020). Looking back and looking ahead: Applying organisational behaviour to explain the changing face of work. Australian Journal of Management, 45 (3), 369-375. https://doi.org/10.1177/0312896220934857 Klonek, F. , Will, T., Ianiro-Dahm, P., & Kauffeld, S. (2020). Opening the career counseling black box: Behavioral mechanisms of empathy and working alliance. Journal of Career Assessment, 28 (3), 363-380. https://doi.org/10.1177/1069072719865159 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 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/10.1016/j.apergo.2020.103095 Sijbom, R. B., & Parker, S. K. (2020). When are leaders receptive to voiced creative ideas? Joint effects of leaders’ achievement goals and personal sense of power. Frontiers in Psychology, 11 , 497790. https://doi.org/10.3389/fpsyg.2020.01527 Thøgersen-Ntoumani, C., Quested, E., Smith, B. S., Nicholas, J., McVeigh, J., Fenton, S. A. M., Stamatakis, E., Parker S. K. , ... & 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/10.1016/j.cct.2020.105969 Klonek, F. E. , Meinecke, A. L., Hay, G. , & Parker, S. K. (2020). Capturing team dynamics in the wild: The communication analysis tool. Small Group Research, 51 (3), 303-341. https://doi.org/10.1061/(ASCE)ME.1943-5479.0000787 Li, K. , & Cheung, S. O. (2020). Embracing debiasing in mediator’s tactic of reality testing. Journal of Legal Affairs and Dispute Resolution in Engineering and Construction, 12 (1), 04519046. https://doi.org/10.1061/(ASCE)LA.1943-4170.0000359 Tims, M., & Parker, S. K. (2020). How coworkers attribute, react to, and shape job crafting. Organizational Psychology Review, 10 (1), 29-54. https://doi.org/10.1177/2041386619896087 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 Lee, A., Legood, A., Hughes, D., Tian, A. W., Newman, A., & Knight, C. (2020). Leadership, creativity and innovation: A meta-analytic review. European Journal of Work and Organizational Psychology, 29 (1), 1-35. https://doi.org/10.1080/1359432X.2019.1661837 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 Wu, C. H., Wang, Y., Parker, S. K. , & Griffin, M. A. (2020). Effects of chronic job insecurity on Big Five personality change. Journal of Applied Psychology, 105 (11), 1308. https://doi.org/10.1037/apl0000488 Cortina, J. M., Sheng, Z. , Keener, S. K., Keeler, K. R., Grubb, L. K., Schmitt, N., ... & Banks, G. C. (2020). From alpha to omega and beyond! A look at the past, present, and (possible) future of psychometric soundness in the Journal of Applied Psychology. Journal of Applied Psychology, 105 (12), 1351. https://doi.org/10.1037/apl0000815 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. https://doi.org/10.1037/ocp0000198 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 2019 Andrei, D.M. , Parker, S.K. , Constantin, A., Baird, M., Iles, L. , Petery, G. , Zoszak, L. , Williams, A., & Chen, S. (2019). Maximising Potential: Findings from the Mature Workers in Organisations Survey (MWOS). (Industry Report). ARC Centre for Excellence in Population Ageing Research Industry Report 2019. https://cepar.edu.au/sites/default/files/Findings-from-Mature-Workers-in-Organisations-Survey-Dec-2019.pdf 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, 9 (4), 245-275. https://doi.org/10.1177/2041386619886674 Palejwala, Z., Wallman, K., Ward, M. K. , Yam, C. , Maroni, T., Parker, S. , & 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 Fruhen, L. S., Griffin, M. A., & Andrei, D. M. (2019). What does safety commitment mean to leaders? A multi-method investigation. Journal of safety research, 68 , 203-214. https://doi.org/10.1016/j.jsr.2018.12.011 Ouyang, K., Cheng, B. H., Lam, W., & Parker, S. K. (2019). Enjoy your evening, be proactive tomorrow: How off-job experiences shape daily proactivity. Journal of Applied Psychology, 104 (8), 1003. https://doi.org/10.1037/apl0000391 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, 104 (7), 907. https://doi.org/10.1037/apl0000383 Ward, M. K. , & Parker, S. K. (2019). Connecting workspace, work characteristics, and outcomes through work design: Themes, models, and directions. In Organizational Behaviour and the Physical Environment (pp. 149-166). Routledge. https://doi.org/10.4324/9781315167237-8 Knight, C. , Patterson, M., & Dawson, J. (2019). Work engagement interventions can be effective: a systematic review. European Journal of Work and Organizational Psychology, 28 (3), 348-372. https://doi.org/10.1080/1359432X.2019.1588887 De Boeck, G. , Dries, N., & Tierens, H. (2019). The experience of untapped potential: Towards a subjective temporal understanding of work meaningfulness. Journal of Management Studies, 56 (3), 529-557. https://doi.org/10.1111/joms.12417 Jorritsma, K., Parker, S. , & Griffin, M. (2019). Thrive at Work Toolkit. Published by the Future of Work Institute, Curtin University funded by the Mental Health Commission of WA, 2017. https://www.thriveatwork.org.au/wp-content/uploads/2019/05/Thrive-at-Work-Toolkit.pdf Curcuruto, M., Parker, S. K. , & Griffin, M. A. (2019). Proactivity towards workplace safety improvement: An investigation of its motivational drivers and organizational outcomes. European Journal of Work and Organizational Psychology, 28 (2), 221-238. https://doi.org/10.1080/1359432X.2019.1572115 Zhang, F. , & Parker, S. K. (2019). Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review. Journal of organizational behavior, 40 (2), 126-146. https://doi.org/10.1002/job.2332 Cai, Z., Parker, S. K. , Chen, Z., & Lam, W. (2019). How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis. Journal of Organizational Behavior, 40 (2), 209-230. https://doi.org/10.1002/job.2347 Nichols, G., Hogg, E., Knight, C. , & Storr, R. (2019). Selling volunteering or developing volunteers? Approaches to promoting sports volunteering. Voluntary Sector Review, 10 (1), 3-18. https://doi.org/10.1332/204080519X15478200125132 Parker, S. K. , Wang, Y., & Liao, J. (2019). When is proactivity wise? A review of factors that influence the individual outcomes of proactive behavior. Annual Review of Organizational Psychology and Organizational Behavior, 6, 221-248. https://doi.org/10.1146/annurev-orgpsych-012218-015302 Tims, M. , & Knight, C. (2019). Job crafting: An individual strategy to develop oneself. In Creating psychologically healthy workplaces (pp. 152-170). Edward Elgar Publishing. https://doi.org/10.4337/9781788113427.00015 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. B. (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 Liu, W., Tangirala, S., Lee, C., & 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. https://doi.org/10.1002/job.2334 2018 Wang, Y., Wu, C. H., Parker, S. K. , & Griffin, M. A. (2018). Developing goal orientations conducive to learning and performance: An intervention study. Journal of Occupational and Organizational Psychology, 91(4), 875-895. https://doi.org/10.1111/joop.12227 Gucciardi, D. F., Crane, M., Ntoumanis, N., Parker, S. K. , Thøgersen‐Ntoumani, C., Ducker, K. J., ... & Temby, P. (2018). The emergence of team resilience: A multilevel conceptual model of facilitating factors. Journal of Occupational and Organizational Psychology, 91(4), 729-768. https://doi.org/10.1111/joop.12237 Pollack, J. M., Barr, S. H., Michaelis, T. L., Ward, M. K. , Carr, J. C., Sheats, L., & Gonzalez, G. (2018). Entrepreneurship at North Carolina State University. In Annals of Entrepreneurship Education and Pedagogy–2018 (pp. 247-255). Edward Elgar Publishing. https://doi.org/10.4337/9781788114950.00023 Quigley, N. R., Collins, C. G., Gibson, C. B., & Parker, S. K. (2018). Team performance archetypes: Toward a new conceptualization of team performance over time. Group & Organization Management, 43(5), 787-824. https://doi.org/10.1177/1059601118794344 Carter, W. R., Nesbit, P. L., Badham, R. J., Parker, S. K. , & Sung, L. K. (2018). The effects of employee engagement and self-efficacy on job performance: a longitudinal field study. The international journal of human resource management, 29(17), 2483-2502. https://doi.org/10.1080/09585192.2016.1244096 Parker, S. K. , Knight, C. , & Ohly, S. (2017). The changing face of work design research: Past, present, and future directions. The SAGE handbook of human resource management, 402-413. Hay, G. (2018). Lessons learnt from innovation: Red Cross volunteers. Australian Journal of Emergency Management, The, 33(3), 12. Güntner, A. V., Klonek, F. E. , & Kauffeld, S. (2018). A socio-motivational perspective on energy conservation in the workplace: the potential of motivational interviewing. In Research Handbook on Employee Pro-Environmental Behaviour (pp. 287-312). Edward Elgar Publishing. https://doi.org/10.4337/9781786432834.00021 Klonek, F. E. , & Parker, S. K. (2018). Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings. Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO), 49, 167-175. https://doi.org/10.1007/s11612-018-0410-1 Harrison, H. F., Griffin, M. A., Gagne, M., & Andrei, D. (2018). Assessing shortened safety climate measures: Simulating a planned missing data design in a field setting. Safety science, 104, 189-201. https://doi.org/10.1016/j.ssci.2017.11.004 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. https://doi.org/10.1177/0149206315602531 De Boeck, G. , Meyers, M. C., & Dries, N. (2018). Employee reactions to talent management: Assumptions versus evidence. Journal of Organizational Behavior, 39(2), 199-213. https://doi.org/10.1002/job.2254 Wu, C. H., Parker, S. K. , Wu, L. Z., & Lee, C. (2018). When and why people engage in different forms of proactive behavior: Interactive effects of self-construals and work characteristics. Academy of Management Journal, 61(1), 293-323. https://doi.org/10.5465/amj.2013.1064 Ward, M. (2018). Robert A. Snyder. The social cognitive neuroscience of leading organizational change: TiER 1 performance solutions’ guide for managers and consultant. New York: Routledge, 2016, 214 pages. https://doi.org/10.1111/peps.12256 Andrei, D. M. , Ochoa, P., & Griffin, M. A. (2018). Safety and employee health and wellbeing. In Wellbeing for Sustainability in the Global Workplace (pp. 58-75). Routledge. Andrei, D. M. , & Parker, S. K. (2018). Work design for performance: Expanding the criterion domain. N. Anderson, DS Ones, HK Sinangil, & C. Viswesvaran, The SAGE handbook of industrial, work & organisational psychology: Organisational psychology, 357-377. 2017 Ward, M. K. , Meade, A. W., Allred, C. M., Pappalardo, G., & Stoughton, J. W. (2017). Careless response and attrition as sources of bias in online survey assessments of personality traits and performance. Computers in Human Behavior, 76, 417-430. https://doi.org/10.1016/j.chb.2017.06.032 Yeo, G., & Parker, S. (2017). Time and thinking: An alternative to traditional learning and development activities. In The Cambridge Handbook of Workplace Training and Employee Development (pp. 318-344). https://doi.org/10.1017/9781316091067.016 Vough, H. C., Bindl, U. K., & Parker, S. K. (2017). Proactivity routines: The role of social processes in how employees self-initiate change. Human Relations, 70(10), 1191-1216. https://doi.org/10.1177/0018726716686819 Buengeler, C., Klonek, F. , Lehmann-Willenbrock, N., Morency, L. P., & Poppe, R. (2017). Killer apps: Developing novel applications that enhance team coordination, communication, and effectiveness. Small group research, 48(5), 591-620. https://doi.org/10.1177/1046496417721745 Ward, M. K. , Reeck, C., & Becker, W. (2017). A brief primer on using functional magnetic resonance imaging (fMRI) in entrepreneurship research. In Handbook of Research Methodologies and Design in Neuroentrepreneurship (pp. 120-149). Edward Elgar Publishing. https://doi.org/10.4337/9781785365041.00014 Gloss, A., Pollack, J. M., & Ward, M. K. (2017). A risky shift? An exploration of the measurement equivalence of entrepreneurial attitudes and entrepreneurial orientation across socioeconomic gradients. Journal of Business Venturing Insights, 7, 32-37. https://doi.org/10.1016/j.jbvi.2017.01.003 Strauss, K., Parker, S. K. , & O'Shea, D. (2017). When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain. Journal of Vocational Behavior, 100, 15-26. https://doi.org/10.1016/j.jvb.2017.02.001 Knight, C. , Patterson, M., Dawson, J., & Brown, J. (2017). Building and sustaining work engagement–a participatory action intervention to increase work engagement in nursing staff. European Journal of Work and Organizational Psychology, 26(5), 634-649. https://doi.org/10.1080/1359432X.2017.1336999 Meinecke, A. L., Klonek, F. E. , & Kauffeld, S. (2017). Appraisal participation and perceived voice in annual appraisal interviews: Uncovering contextual factors. Journal of Leadership & Organizational Studies, 24(2), 230-245. https://doi.org/10.1177/1548051816655990 Nguyen, H., Johnson, A., Collins, C., & Parker, S. K. (2017). Confidence matters: Self‐efficacy moderates the credit that supervisors give to adaptive and proactive role behaviours. British Journal of Management, 28(2), 315-330. https://doi.org/10.1111/1467-8551.12149 Wu, C. H., & Parker, S. K. (2017). The role of leader support in facilitating proactive work behavior: A perspective from attachment theory. Journal of Management, 43(4), 1025-1049. https://doi.org/10.1177/0149206314544745 Drane, C. F. , Modecki, K. L., & Barber, B. L. (2017). Disentangling development of sensation seeking, risky peer affiliation, and binge drinking in adolescent sport. Addictive behaviors, 66, 60-65. https://doi.org/10.1016/j.addbeh.2016.11.001 Parker, S. K. , Morgeson, F. P., & Johns, G. (2017). One hundred years of work design research: Looking back and looking forward. Journal of applied psychology, 102(3), 403. https://doi.org/10.1037/apl0000106 Carpini, J. A., Parker, S. K. , & Griffin, M. A. (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. https://doi.org/10.5465/annals.2015.0151 Parker, S. K. , Van den Broeck, A., & Holman, D. (2017). Work design influences: A synthesis of multilevel factors that affect the design of jobs. Academy of Management Annals, 11(1), 267-308. https://doi.org/10.5465/annals.2014.0054 Waldman, D. A., Ward, M. K. , & Becker, W. J. (2017). Neuroscience in organizational behavior. Annual Review of Organizational Psychology and Organizational Behavior, 4, 425-444. https://doi.org/10.1146/annurev-orgpsych-032516-113316 Johnson, A., Nguyen, H., Parker, S. K. , Groth, M., Coote, S., Perry, L., & Way, B. (2017). “That was a good shift” Interprofessional collaboration and junior doctors’ learning and development on overtime shifts. Journal of Health Organization and Management, 31(4), 471-486. https://doi.org/10.1108/JHOM-01-2017-0008 Parker, S. K. (2017). 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. 2016 Knight, C. , Patterson, M., & Dawson, J. (2017). Building work engagement: A systematic review and meta‐analysis investigating the effectiveness of work engagement interventions. Journal of organizational behavior, 38(6), 792-812. https://doi.org/10.1002/job.2167 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. De Stobbeleir, K., De Boeck, G. , & Dries, N. (2016). Feedback-seeking behavior: A person-environment fit perspective. In Proactivity at work (pp. 41-66). Routledge. Paulsen, H. F. K., Klonek, F. E. , Schneider, K., & Kauffeld, S. (2016). Group affective tone and team performance: A week-level study in project teams. Frontiers in Communication, 1, 7. https://doi.org/10.3389/fcomm.2016.00007 Drane, C. F. , & Barber, B. L. (2016). Who gets more out of sport? The role of value and perceived ability in flow and identity-related experiences in adolescent sport. Applied Developmental Science, 20(4), 267-277. https://doi.org/10.1080/10888691.2015.1114889 Parker, S. K. , Winslow, C. J., & Tetrick, L. E. (2016). Designing meaningful, healthy, and effective cyber security work. In Psychosocial dynamics of cyber security (pp. 240-266). Routledge. Klonek, F. E. , Quera, V., Burba, M., & Kauffeld, S. (2016). Group interactions and time: Using sequential analysis to study group dynamics in project meetings. Group Dynamics: Theory, Research, and Practice, 20(3), 209. https://doi.org/10.1037/gdn0000052 Meinecke, A. L., Klonek, F. E. , & Kauffeld, S. (2016). Using observational research methods to study voice and silence in organizations. German Journal of Human Resource Management, 30(3-4), 195-224. https://doi.org/10.1177/2397002216649862 Klonek, F. , & Kauffeld, S. (2016). Watch your language! Analyzing active ingredients of client speech in a motivational interviewing intervention for environmental behavior change. Umwelt Psychologie, 20(1), 62-84. Parker, S. K., & Liao, J. (2016). Wise proactivity: How to be proactive and wise in building your career. In P. Heslin (Ed.), Enabling Career Success [Special issue]. Organizational Dynamics, 45 (3), 217-227. https://doi.org/10.1016/j.orgdyn.2016.07.007 Klonek, F. E. , Wunderlich, E., Spurk, D., & Kauffeld, S. (2016). Career counseling meets motivational interviewing: A sequential analysis of dynamic counselor–client interactions. Journal of Vocational Behavior, 94, 28-38. https://doi.org/10.1016/j.jvb.2016.01.008 Parker, S. K. , & Fuller, J. (2016). Are nurses well placed as care co‐ordinators in primary care and what is needed to develop their role: a rapid review?. Health & Social Care in the Community, 24(2), 113-122. https://doi.org/10.1111/hsc.12194 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. The Journal of Applied Behavioral Science, 52(1), 124-151. https://doi.org/10.1177/0021886315573023 Collins, C. G., Gibson, C. B., Quigley, N. R., & Parker, S. K. (2016). Unpacking team dynamics with growth modeling: An approach to test, refine, and integrate theory. Organizational Psychology Review, 6(1), 63-91. https://doi.org/10.1177/2041386614561249 Parker, S. K. , & Zhang, F. (2016). Designing work that works in the contemporary world: Future directions for job design research. Psychosocial factors at work in the Asia pacific: From theory to practice, 135-150. https://doi.org/10.1007/978-3-319-44400-0_7 2015 and earlier Sprigg, C.A., Jackson, P.R., & 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. A., & 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., & Parker, S. K. (1999). Rushed, unhappy, drained: An experience sampling study of relations between time pressure, mood and emotional exhaustion in a group of accountants. Journal of Occupational Health Psychology, 4(1), 37-54 Unsworth, K. & Parker, S. K. (2002). Proactivity, creativity, and innovation: Promoting a new workforce for the new workplace. In Holman, D., Wall, T. D., Clegg, C. W., Sparrow, P. and Howard, A. (Eds). (pp. 175 - 196). The New Workplace: A Handbook and Guide to the Human Impact of Modern Working Practices. John Wiley & Sons. ISBN 0-471-48543-8. Vough, H., & Parker, S. K., (2008). Work design research: Still going strong. In C.L. Cooper & J. Barling, The Sage Handbook of Organizational Behavior, Vol 1. Micro Approaches. Sage Publications. Warr, P. B., Bindl, U., Parker, S. K., & Inceoglu, I. (2014). Four-quadrant investigation of job-related affects and behaviours. An expanded approach to job-related affects and behaviours. European Journal of Work and Organizational Psychology, 23(3), 342-363. Williams, H., Parker, S. K., & Turner, N. (2007). Perceived dissimilarity and perspective taking within work teams. Group and Organization Management, 32(5), 569-597. Williams, H.M., Parker, S. K. & Turner, N. (2010). Proactively performing teams: The role of work design, transformational leadership, and team composition Journal of Occupational and Organizational Psychology, 83(2), 301-324. Weigl, M., Hornung, S., Parker, S. K., Petru, R., Glaser, J., & Angerer, P. (2010). Work engagement and accumulation of task, social, and personal resources: A three-wave structural equation model. Journal of Vocational Behavior, 77(1), 140-153. Wu, C., & Parker, S. K. (2012). The role of attachment styles in shaping proactive behavior: An intra-individual analysis. Journal of Occupational and Organizational Psychology, 85(3), 523-530 Wu, C., & Parker, S. K. (2012). Proactivity in the workplace: Looking back and looking forward. In Cameron, K & Spreitzer, G., (Eds). The Oxford Handbook of Positive Organizational Scholarship, Oxford University Press. Wu, C. H., & Parker, S. K. (2013). Thinking and acting in anticipation: A review of research on proactive behavior. Advances in Psychological Science, 21(4), 679–700. https://doi.org/10.3724/SP.J.1042.2013.00679 Wu, C., Parker, S.K., & Bindl, U.K. (2013). ‘Who is proactive and why? Unpacking individual differences in employee proactivity’ , in Bakker, A., (ed.), Advances in Positive Organizational Psychology, 1, 261-280. Emerald Group Publishing. Wu, C. H., Parker, S. K., & de Jong, J. (2014). Need for cognition as an antecedent of individual innovation behavior . Journal of Management, 40(6), 1511-1534. 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. 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 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.

Online surveys are widely used due to their many advantages compared to other modes of data collection. Unfortunately, careless responding, responses that do not reflect true scores (Ward, Meade, Allred, Pappalardo & Stoughton, 2017), is prevalent in online surveys and can cause a range of psychometric problems. Top of Page Careless Responding Project Brief Online surveys are widely used due to their many advantages compared to other modes of data collection. Unfortunately, careless responding, responses that do not reflect true scores (Ward, Meade, Allred, Pappalardo & Stoughton, 2017), is prevalent in online surveys and can cause a range of psychometric problems. Researchers recently began to focus on developing useful ways to identify and remove CR from online survey data (Curran, 2016). However, trimming careless respondents non-randomly alters the original sample, thereby threatening external validity. Thus, prevention is needed in addition to identification and removal. Results across studies suggest that no prevention strategy previously studied prevents all forms of CR (Ward & Meade, 2017; Ward & Pond, 2015). The underwhelming findings from previous prevention interventions strongly suggest a new approach to prevention is needed, preferably one that is grounded in empirically tested and robust theory. Work design has high potential to be a particularly useful theoretical area in which a new approach to CR prevention can develop. How can work design theory be applied to prevent careless responding during online surveys? Contact for more information: MK Ward Faculty MK Ward References Curran, P. G. (2016). Methods for the detection of carelessly invalid responses in survey data. Journal of Experimental Social Psychology, 66, 4–19. https://doi.org/10.1016/j.jesp.2015.07.006 Ward, M. K., & Meade, A. W. (2017). Applying Social Psychology to Prevent Careless Responding during Online Surveys. Applied Psychology, 0(0). https://doi.org/10.1111/apps.12118 Ward, M. K., Meade, A. W., Allred, C. M., Pappalardo, G., & Stoughton, J. W. (2017). Careless response and attrition as sources of bias in online survey assessments of personality traits and performance. Computers in Human Behavior, 76, 417–430. https://doi.org/10.1016/j.chb.2017.06.032 Ward, M. K., & Pond, S. B. (2015). Using virtual presence and survey instructions to minimize careless responding on Internet-based surveys. Computers in Human Behavior, 48, 554–568. https://doi.org/10.1016/j.chb.2015.01.070 More information https://www.psychologicalscience.org/observer/careless-responding-on-internet-based-surveys Other Projects on Future Work Laura Fruhen Jia-Xin Tay Sharon Parker

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

Top of Page The role and effectiveness of organisational-led work redesign interventions on performance: A systematic review Project Brief Work redesign is often assumed to enhance performance yet the evidence for this assumption has not been synthesised in recent times. Our review of 49 top-down work redesign interventions showed that 71% reported a positive effect on performance, 25% reported mixed effects, and 4% showed negative effects. Relational interventions were particularly effective, and involved developing the significance and meaning of jobs through, for example, contact with beneficiaries and developing supportive work relationships. Participative and non-participative job enrichment and enlargement interventions also offered consistent evidence, showing how improving the quality of jobs by offering autonomy and stimulating work which plays to individuals’ strengths and interests, is important for performance. Importantly, changes in work design drove performance through improving work motivation, efficiency, and learning, and these mechanisms were impacted by intervention implementation and context, as well as person factors such as prosocial values and conscientiousness. We integrated our findings into a multilevel framework which can be used by researchers and practitioners to plan and implement work redesigns. Contact for more information: Caroline Knight Faculty : Caroline Knight Sharon Parker Cindy Burton and Lisa Jooste Hannah Brown Presentation slides from 2018 Academy of Management Conference Review by UK CIPD Other Projects on Teams and Organisations

Resources Click here to edit the text and include the information you would like to feature. SMART Work Design Click here to edit the text and include the information you would like to feature. Thrive at Work Click here to edit the text and include the information you would like to feature. Flexible Work Click here to edit the text and include the information you would like to feature. Working from Home Click here to edit the text and include the information you would like to feature. Sketching Work Click here to edit the text and include the information you would like to feature. Videos Click here to edit the text and include the information you would like to feature. Podcasts and Interviews Click here to edit the text and include the information you would like to feature. What is Work Design Click here to edit the text and include the information you would like to feature. For Educators and Professionals Click here to edit the text and include the information you would like to feature. SMART Work Design Survey Items

Strategies for Employees Strategies for Managers Strategies for Organisations Here are some tips to help you increase challenge and variety in your job: Meet with your manager and ask for new challenges and skill development opportunities. Ask for a career counselling and brainstorming session to come up with ideas for moving forward. Try a rotation program, to learn about the tasks of your co-workers and hopefully alternate your day to day responsibilities with them to improve the variety of your work. They will probably enjoy the opportunity to learn new skills themselves. Make a list of your job variety in different areas: skills, activities, people interactions, etc. Try to focus on a different area each day. Given the risks of low stimulating jobs as well as the benefits of highly stimulating jobs, it is a good idea to apply strategies that increase challenge and variety for your employees: Provide opportunities for job shadowing or job rotation, so your employees can learn something new in a different part of the company. Check in with your employees to understand if they are sufficiently challenged by the tasks they have been given. Ensure your employees are allocated a variety of tasks. Regularly ask your employees what skills they would like to develop that could benefit their role. Be sure to allow time for skill development. Support your employees if they wish to take part in one of your organisation’s fellowship programs. Some companies offer short-term fellowship programs that last three to six months and may take place in other parts of the country or even offices abroad. Browse through and get inspired by our selection of resources available. Explore resources

Resources for Professionals and Educators Work design refers to the nature and organisation of individuals' and teams' tasks, responsibilities, activities, and decisions. When thinking about whether a person has a mentally healthy work design, this means considering questions like: Who makes decisions in the work place? How many responsibilities do people have in their jobs, and are they reasonable? Are the activities that people are assigned varied or repetitive? Sometimes, the answers to these questions indicate that the work has "psychosocial risks", or 'stressors' , that need to be addressed to ensure work is mentally healthy . For example, if all of the work decisions are made by a manager rather than the worker - even down to when the worker can have a restroom break- this means the worker might experience a very low level of job control. A great deal of research shows that if people have low job control, then they are likely to experience stress . Preventing and addressing psychosocial risks is part of legally complying with Work Health and Safety laws about "preventing harm" in the work place. This means that work design is a very important way to prevent harm at work. Sometimes the answers to these questions affect how productive or innovative a person can do , and so they need to be addressed to ensure that work is high performing . For example, if a person's work lacks variety or doesn't use their skills, it can be very demotivating, which means they put in less effort . Or if a worker has to defer every decision to their boss, it can slow things down and make responses to customers very ineffective. This means that work design is a very important way to promote performance in the work place. The topic of work design is important because - when an organisation is wanting to achieve healthy and productive work - it puts the emphasis on the work itself, rather than the worker. Of course both are important! But sometimes, for people to be healthy and high performing at work, it is important to change the work itself. This video shows a real life example of how the work can be changed to ensure a healthier work design, where a person is not overloaded. To help guide you as to which are the most important psychosocial aspects of work design that will keep a worker healthy and productive, please refer to our SMART Work Design model. SMART Work Design website As well as psychosocial aspects of work design, work design also encompasses cognitive, physical, biomechanical characteristics of work (see Figure opposite). Work design questions one might raise for each category are as follows: Cognitive: How cognitively challenging is the work? Does the job involve long hours of concentration with little opportunities for breaks? Psychosocial: Does the job offer the worker a chance to engage in decisions that affect them? Do staff use a variety of skills? Is the level of time pressure reasonable? Physical: What physical hazards are staff exposed to? Are the physical demands manageable by all workers, including mature staff? Bio-mechanical: Is the individual repetitively using the same muscle groups over and over? How much sitting is there in the job? In the Centre for Transformative Work Design, we mostly focus on psychosocial aspects of work, although all the elements are often inter-related. Work Design in Practice - Slide deck A slide deck including information about who we are, SMART Work Design Recap and a Class Case Study Activity. Work Design in Practice Case Study A case study: Redesigning work to improve communication and efficiency in Perth hospitals Download We've created some freely available work design teaching content .

Top of Page The CAT (Communication Analysis Tool) Project Brief At least on some intuitive level, everyone knows that underneath the structures, processes, and technicalities, organisations are fundamentally made up of people and their interactions – and that these can make or break an organisation. For example, the contribution of poor teamwork and miscommunication to error in the operating theatre is now a hot topic in the medical profession. Despite this, for many professionals, managers, and executives, things like communication and teamwork are seen to be intangible and difficult to measure. Simultaneously, scholars with expertise on these topics are limited by the outdated methods available to conduct and translate their field-based research, usually relying on inaccurate notes hastily scribbled on paper, which then need to be laboriously digitised, analysed, and transformed into digestible feedback for the organisations involved. These issues mean that the wealth of evidence on communication and teamwork is rarely translated into practice in a timely and effective way. We have developed a prototype of a web-based application – the Communication Analysis Tool (CAT) – which allows its users to swiftly measure, analyse, and visualise data on communication patterns. We are looking for people to test the CAT, in any way they see fit. If you are interested in finding out more about the CAT – its features, potential applications, or anything else – please get in touch. Contact for more information: Georgia Hay and Florian Klonek Faculty More about the CAT Media Release Journal Article Florian Klonek Sharon Parker Student Georgia Hay Collaborators working with us to test the CAT: Fabiola Gerpott & Sofia Schlamp (VU Amsterdam); Thomas O’Neill (University of Calgary); With interest from researchers and teachers from UWA (Australia), Hamburg University (Germany) , TU Braunschweig (Germany), York University (Canada), Bielefeld University (Germany), and Kassel University (Germany) With support from the UWA Research Development and Innovation Office Publications: Klonek, F.E., Meinecke, A., Hay, G., & Parker, S. (2020). Capturing team dynamics in the wild: The communication analysis tool. Small Group Research, 51(3) , 303-341. Doi: 10.1177/1046496420904126 Klonek, F.E., Gerpott, F., Lehmann-Willenbrock, N., & Parker, S. (2019). Time to go wild: How to conceptualize and measure process dynamics in real teams with high resolution? Organizational Psychology Review, 9(4), 245–275. Doi: 10.1177/2041386619886674 Research projects that have used CAT: Schlamp, S., Gerpott, F. H., & Voelpel, S. C. (in press). Same talk, different reaction? Communication, emergent leadership, and gender. Journal of Managerial Psychology Kanse, L., Muhammad Farid, H., & Klonek, F.E. (2020). Facilitating the tasks of observers and observees. In R. Charles & D. Golightly (Eds.), Proceedings of Contemporary Ergonomics & Human Factors Conference 2020 & the 13th International Symposium on Human Factors in Organisational Design and Management (ODAM2020) (pp. 332-333), 28-29 April 2020, Stratford-upon-Avon / virtual. Birmingham, UK: Chartered Institute of Ergonomics and Human Factors. More about CAT in our Blog Baking a cake without a recipe: The study of teamwork processes - Part 3 Decoding a diagnostic riddle, wrapped in a medical mystery, inside an enigma - Part 2 The claws are out! Introducing the CAT (Communication Analysis Tool) – Part 1 Watch our CAT Playlist

Sketching Work Design Stories

Flexible Work Resources About this research This project, funded by the Western Australian State Government (details below), has as one of its aims to provide evidence-based and practical resources that inform and enhance the experience of flexible working. JUMP TO Bite sized resources Presentation slides Additional resources Hybrid work blog posts Project scope The resources provide strategies for employees, teams, and managers. Maximising the benefits and reduce the risks of flexible work, and thereby help to support businesses, government, and not-for-profit agencies. The project is part of the Centre for Transformative Work Design ’s research program and supports the Thrive at Work initiative ; both of which are part of Curtin University’s Future of Work Institute . Visit, Thrive at Work Guides Evidence-based and practical resources developed for individuals, teams and managers How to make my Flexible Work SMART This guide provides practical, evidence-based strategies on how the worker can optimise their performance and well-being when working flexibly. Guide for Workers Up How to Manage Virtual Teams This guide provides evidence-based recommendations on how to effectively lead virtual teams to optimise team member performance and wellbeing. Guide for Managers Up How to Lead Flexible Work This guide provides evidence-based recommendations on how to effectively lead and manage flexible working to optimise the well-being and productivity of employees. Policy and Practice guide Up Research Grant Details: Parker, S. K., Griffin, M. A., Jorritsma, K., and Knight, C. (Chief Investigators). Supporting health and productive flexible working. Project funded by the Western Australian State Government Department of Jobs, Tourism, Science and Innovation. 2020. C1128000380. Bite sized resources Read our short guides below, tailored for busy professionals Is flexible work for you? 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). Teams are ideal for problem solving Tips to foster problem solving in virtual teams: Review what kind of tasks your team/s are working on to ensure that sufficient levels of problem-solving are involved. Maximise the advantages of the virtual setting and encourage team brainstorming to be carried out using email or text-based chat. If you manage a hybrid team, identify which tasks are better suited to be carried out virtually vs face-to-face, keeping in mind that face-to-face communication is superior for tasks that involve negotiation and/or require high interdependence among team members. Work-home segmentation preference brainstorming to be carried out using email or text-based chat. If you manage a hybrid team, identify which tasks are better suited to be carried out virtually vs face-to-face, keeping in mind that face-to-face communication is superior for tasks that involve negotiation and/or require high interdependence among team members. Stay connected with your hybrid team Flexible work can affect how much contact you have with colleagues. If you need social contact (high need for relatedness); this can be done by going into the office when needing social contact to achieve work or to get support, or using ICTs to connect with people. Six benefits of high role clarity According to research, high levels of role clarity benefit both virtual and non-virtual teams in a number of ways, including: Higher levels of employee job satisfaction Reduced turnover, higher collective well-being of team members, especially in relation to understaffed teams. Increased extra-role performance and team engagement Fostering the development of team trust, better team coordination. 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. Basic psychological needs According to Self-determination theory (SDT), there are three universal psychological needs: autonomy; competence; and relatedness, and SDT suggests that the satisfaction of these three basic psychological needs is essential for individuals to thrive at work. SDT focuses on the degree to which individuals experience need satisfaction in different contexts, as such, it is recommended that: You understand your need for autonomy, relatedness and competence at work; Whether these needs are likely to be satisfied in a flexible work arrangement, and; Any strategies to increase your needs satisfaction in a flexible work arrangement. High-quality team charters for effective virtual teams The creation of high-quality team charters, which clearly lay out team roles, responsibilities, and processes, have been found to lead to more effective team performance over time, especially in combination with high quality team performance planning. Autonomy preferences If you like to have a lot of autonomy, you might be a good candidate for a flexible work arrangement. However, a risk of flexible working is that it can lead to an increase in managerial control “micromanagement” type behaviours, which can decrease one’s autonomy, leading to greater frustration in individuals attempts at satisfying their need for autonomy at work. Embrace complexity Allow your virtual team to embrace complexity: Avoid breaking down complex tasks into piecemeal ones. Provide your virtual team with enough time to master the complexity of a project. Facilitate learning and growth by allowing time for your team to reflect on the process once a project is complete. Home office setup A separate workspace in the house is important firstly due to potential greater work-home conflict associated with a lack of a physical boundary and secondly, for your recovery and ability to switch off from work during non-work time. Four ways to create role clarity within virtual teams Ensure the team has clear expectations around its duties, responsibilities, and the tasks of each team member. Allow time to explain what tasks need to be completed and what the objectives are: Encourage team members to share information about their tasks and responsibilities to increase transparency across the team and provide team-level role clarity. Remember that providing role clarity isn’t a ‘one off thing– make sure to check in with your team occasionally to ensure that your expectations still match up. Be careful not to define roles too tightly. Consider defining objectives and responsibilities at the team-level and then encouraging team members to autonomously define their own roles Flexible Work Resources Launch 26 November 2020 Download presentation slides Additional Resources Mentally Healthy Workplaces during COVID-19 These guides have been created by experts to provide practical tips and advice on helping employers and employees look out for the signs that someone may need support, and assist them to find help when they need it. Click to learn more Flexible work deep dive Read our extensive list of blog posts and articles 1 2 3 4

Sketching Work Competition Exhibition All entires We were so pleased with the calibre of the competition entries that we decide to host an online exhibition of the sketches. Thank you again to all the participants for sharing their artwork as well as the story of behind the worker they featured. Abeleda, Diana FIFO Girl Read the Story Aska Science Presenter Read the Story Azarenko, Ania The Author Read the Story Azarenko, Ania Jewellery Master Read the Story Baxter, Katie Amy the Waitress Read the Story Baxter, Katie Sam the Mechanic Read the Story Bhatia, Anita Fresh and Organic Read the Story Blomqvist, Sabine Watercolor Artist and Instructor - Painting in Tuscany Read the Story Blomqvist, Sabine B&B Ancora del Chianti Read the Story Blomqvist, Sabine Wedding Planner Read the Story Chan, Rufina T My Split Worlds of Optometry Read the Story Clapp, Noreen Tracy Finds Fulfillment in Caring Read the Story Cortez de Matos, Rita The Last Bookbinder of Beja Read the Story Dittbenner, Jyl Math and Science Teacher Read the Story Peanut, Sophie Hairdresser Read the Story Peanut, Sophie Sam - Car Mechanic Read the Story peanut, Sophie Amy - Waitress/Barista Read the Story powell, D. kate Upholsterer Read the Story rodriques, Tanya m Ophthalmic Technician Read the Story starr, sarah M.R. Starr Family Butcher Read the Story Dittbenner, Jyl Food Pantry Volunteer and Greenhouse Worker Read the Story Eichi, Dominique We are Dog Walkers Read the Story Stephens, ottilia English-Japanese Translator Read the Story Tan, bee Education Officer Read the Story Tan, bee Coordinator of Women's and Early Childhood Programmes Read the Story waechter, monique Story of a Writer/Illustrator Read the Story williams, angela The Last Jar - Carlton Read the Story wilson, peggy Box Turtle Tattoo Studio Read the Story gates-stuart, eleanor Headspace Read the Story gates-stuart, eleanor Under the Surface Read the Story gates-stuart, eleanor Sudio Lab Read the Story Goldenberg, Eileen P. Ceramic Artist Read the Story haldane, chris Concord Florist Read the Story khashchina, nina Martial Arts School - Taekwondo Read the Story khashchina, Nina The Cellist Read the Story kulkarni, rohit Crown Mutton Shop - Bangalore Butcher Read the Story kulkarni, rohit The Almost Fairy-Tale Workforce at Garmenting Unit Read the Story lesage, marla In-Home Nursing Read the Story Menon, Urmila Usha - The Super Homemaker Read the Story Newman, Kathleen Cattle Buyer Read the Story