The State Government has engaged the Centre for Transformative Work Design (CTWD) at Curtin University to design and implement a research and evaluation project on mental health, awareness, respect and safety - the MARS Landmark Study in the mining industry. MARS Landmark Study The Mental Awareness, Respect and Safety (MARS) Landmark Study is a research project focused on improving the health, safety and wellbeing of workers across Western Australia’s mining industry. MARS Landmark Study: Have your say and help shape the future of WA's mining industry As part of the first Mental Awareness, Respect and Safety (MARS) Landmark Study in 2023, the research team received input from over 2500 mining workers, who provided insight into their experiences and perceptions of work in the WA mining industry. It is now time to conduct a follow up study, to understand how workers’ experiences have changed, where progress has been made and where more work remains. Your feedback will help the research team to make evidence-based recommendations to the State Government to help create and sustain positive work in this critical industry. Participation is open until Sunday 18 October 2026 JUMP TO Key findings Our approach Publications Contact us RELATED RESEARCH Previous study (2018) How can I take part? Complete an online survey Time commitment: 30 minutes Share your views on mental health, safety and respect in WA's mining industry via a confidential survey. Prefer a paper survey? You can request a paper copy to be mailed to you by contacting marslandmarkstudy@curtin.edu.au . Complete the survey Register your interest for an interview Time commitment: 60 minutes Share about your experiences further with a member of the research team. Due to the broad scope of the Landmark Study, we will be running two interview streams, focusing on: Mental awareness and safety Respect in mining Register your interest Learn more about the follow-up study About this research The Mental Awareness, Respect and Safety (MARS) Program is a WA Government initiative that aims to improve the health, safety and wellbeing of workers and others in the mining industry. The Landmark Study is one of the many initiatives under the MARS Program . The Landmark Study was commissioned by the Western Australian Government to design and implement a research and evaluation project focused on the mining industry, regarding three focus areas: Creating mentally healthy workplaces By managing psychosocial hazards and promoting positive practices at work that support mental health and wellbeing Building a culture of safety and respect With healthy, safe, gender-equitable, respectful and inclusive workplaces Preparing workplace safety in the future mine Addressing emerging risks and fostering innovation in safety by design, automation and artificial intelligence The Landmark Study will be completed over a four year period, including: A mapping and scoping exercise of initiatives currently undertaken by the Australian mining industry, and initiatives that are applicable to the mining industry A literature review to summarise the existing research A workplace policy and practices survey to understand the initiatives related to mental health, respect, and safety that WA mining companies currently undertake One-on-one, confidential listening sessions with workers and contractors An employee survey of workers and contractors to better understand perceptions of mental health, respect and safety LATEST RESEARCH Mental Awareness, Respect and Safety (MARS) Program Landmark Study Report: Insights from the worker survey and interviews The Insights from the Worker Survey and Interviews report surveyed 2,550 WA mine workers to understand their perceptions of mental health awareness, respect and safety. Sixty further workers were interviewed one-on-one. Read Ministerial Statement Full report Infographic Summary Report launch slides Key findings Safety remains a strength of the industry Most WA mining workers reported high levels of safety behaviours such as safety compliance and safety participation 4 in 10 workers Reported experiencing positive aspects of mental health at work Levels of bullying are high while preliminary indicators suggest that rates of bullying have decreased since 2018, 16% of workers reported experiencing bullying at least 2-3 times per month in the last 6 months. Underreporting of notifiable safety incidents and near misses While low continue to exist in the industry Nearly 4 in 10 workers Reported feeling burnt out at work Covert forms of sexual harassment (e.g., sexism, misogyny, sexual remarks) are far more prevalent in the mining industry compared to overt forms of sexual harassment Our Approach Our advisory groups Industry Panel We have invited representatives from peak bodies, unions, government and public health to join the MARS Industry Expert Panel. The Industry Expert Panel includes representatives from organisations, associations and bodies who are committed to contributing to meaningful change in the mining industry. A key aim of the Industry Expert Panel is to maximise the impact of the MARS Landmark Study by ensuring that the research is guided not only by scientific evidence, but also that findings and recommendations are contextualised for the current Australian mining context and resonates with practices in the mental health sector. The industry expert members of this panel will advise the project team on the unique challenges and issues of the mining industry, to provide feedback at each stage of the project, to connect the project team to organisations in the mining industry, to contextualise findings, and assist with disseminating findings and recommendations. Academic Panel We have a team of senior academics who are subject matter experts who are established and well-respected in their fields. Members of this panel include senior academics from Curtin University (School of Population Health), Bankwest Curtin Economics Centre and the University of Western Australia (School of Psychological Science). The academic members of this panel will provide technical oversight of the methodology, contribute to selection of reliable and valid survey measures and provide advise on data analysis approaches, and review key reports. Publications Mental Awareness, Respect and Safety (MARS) Program Landmark Study Report: Insights from the worker survey and interviews This report establishes a baseline of current practices and experiences, through: a workplace policy and practices survey that assesses the initiatives that mining companies engage in to support employee well-being; an employee survey that assesses employees’ experiences in regard to the three focus areas; employee interviews to understand the lived experiences of employees in relation to the three focus areas. Access the report Mental Awareness, Respect and Safety in the mining industry – MARS Program Landmark Study: Workplace policy and practice survey This report establishes as baseline of current pracitces and experiences, through a workplace policy and practice survey. The survey asked than 100 human resources and related experts about the initiatives engaged in by their current companies. Access the report Mental Awareness, Respect and Safety in the mining industry – The Landmark Study: A review and synthesis of the literature This report provides a literature review which provides an overview and synthesis of the current literatureconcerning the three focus areas: Creating mentally healthy workplaces Building a culture of safety and respect Preparing for workplace safety in the future mine Access the report Towards a healthy and safe workforce in the mining industry: A review and mapping of current practice This report provides an assessment of employee well-being in the mining sector and develops an innovative approach to construct measures of employers’ prioritisation of three dimensions of well-being: mental health and well-being, physical health and safety, and workplace culture that protects against sexual harassment. Access the report Impact of FIFO work arrangements on the mental health and wellbeing of FIFO workers Report produced for the WA Mental Health Commission (September 2018) Access the report Learn more about our original study on FIFO mental health In 2018 extensive research was conducted by expert researchers from Curtin University and the University of Western Australia on the impact of fly-in-fly-out (FIFO) arrangements on the mental health and well-being of workers. More than 3000 FIFO workers and partners were surveyed or interviewed. See our research Sign up for updates To receive invitations to the workshops and survey For any enquiries for the MARS Landmark Study, please email marslandmarkstudy@curtin.edu.au. First name Last name Email Position I currently work in the WA mining industry Subscribe to the MARS Landmark Study mailing list (Required) Submit Thank you.

The State Government has engaged the Centre for Transformative Work Design (CTWD) at Curtin University to design and implement a research and evaluation project on mental health, awareness, respect and safety - the MARS Landmark Study in the mining industry. MARS Landmark Study Worker Survey Have your say and help shape the health, safety and wellbeing of workers across Western Australia’s mining industry. MARS Landmark Study: Have your say and help shape the future of WA's mining industry As part of the first Mental Awareness, Respect and Safety (MARS) Landmark Study in 2023, the research team received input from over 2500 mining workers, who provided insight into their experiences and perceptions of work in the WA mining industry. It is now time to conduct a follow up study, to understand how workers’ experiences have changed, where progress has been made and where more work remains. Your feedback will help the research team to make evidence-based recommendations to the State Government to help create and sustain positive work in this critical industry. Participation is open until Sunday 18 October 2026 How can I take part? Complete an online survey Time commitment: 30 minutes Share your views on mental health, safety and respect in WA's mining industry via a confidential survey. Prefer a paper survey? You can request a paper copy to be mailed to you by contacting marslandmarkstudy@curtin.edu.au . Complete the survey Register your interest for an interview Time commitment: 60 minutes Share about your experiences further with a member of the research team. Due to the broad scope of the Landmark Study, we will be running two interview streams, focusing on: Mental awareness and safety Respect in mining Register your interest Frequently asked questions What is the aim of the research? The Mental Awareness, Respect and Safety in the Future Mine (MARS) Landmark Study is a large-scale research and evaluation project focused on the future of safety, wellbeing and work in the mining industry, led independently by the Centre for Transformative Work Design at Curtin University.The study focuses on three key areas:creating mentally healthy workplaces, by managing psychosocial hazards and promoting positive workplace practices that support mental health and wellbeingbuilding a culture of safety and respect, by supporting safe, gender-equitable, respectful and inclusive workplacespreparing for safety in the future mine, by addressing emerging risks and fostering innovation in safety by design, automation and artificial intelligence Why are you doing the study again? Who is doing the research? Why does this research matter? Who can take part? Why am I being asked to take part? What will I have to do? Are there any benefits to being in the research project? Are there any risks, side-effects, discomforts or inconveniences from being in the research project? Who will have access to my information? What happens to the data collected? Do I have to take part in the research project? Who can I contact about the research?

Innovative Research.Informed Decision-Makers. Inspired Workers.The Centre for Transformative Work Design is led by Sharon Parker and based in Western Australia Have your say and help inform the future of the WA mining industry! WA mining workers are invited to share their experiences as part of the follow-up Mental Awareness, Respect and Safety (MARS) Landmark Study. Participation is open until 18 October 2026. 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

Professional Development and Training Backed by research The Centre for Transformative Work Design offers a range of evidence-based professional development programs and bespoke training solutions designed to improve work design, support workplace wellbeing and enhance organisational productivity. For individuals Online Curtin Credential: SMART Work Design How can we rethink the way we work to increase job satisfaction and the wellbeing of employees, and improve productivity? You will explore the SMART framework to create and redesign jobs to increase satisfaction, reduce stress and lead to a flourishing organisation. Intake dates: 1 June, 7 September Learn more For organisations Online, In-person SMART Work Design Essentials We partner with you. Your organisation is unique, with its own context, structure, and goals. We work collaboratively with you to tailor the program from start to finish, so it meets the specific needs of your organisation. Flexible start date Learn more

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

Design for Care Masterclass Series Apply SMART work design principles in real organisational settings, and implement practical work design change using the PARRTH process. About the masterclass series Over the past few years, we have worked closely with NSW H&SA organisations to test and refine a participatory work design change process, one that involves employees in the redesign of their work. We are now expanding our reach, so more organisations can take this on independently in the future. The Leading Work Design Change Masterclass Series is a facilitated program that supports HR, People & Culture, Work Health & Safety, and Organisational Development professionals, as well as senior managers, to take actions on work design challenges or psychosocial risks, with support and guidance from the experts in the field. By participating in the masterclass series, you will: Strengthen your professional toolkit with a powerful, evidence-based approach to work design Learn directly from leading researchers and experts in work design Build meaningful connections with peers across the NSW Health & Social Assistance sector who are navigating similar challenges Gain the practical skills, tools, and confidence to independently lead effective work redesign initiatives Eligibility criteria A NSW H&SA service provider Insured by icare NSW In a position to apply learning directly - with access to a team and the organisational support to carry out work redesign Able to provide 2 learners per organisation Program details Dates Cohort 1 starting October 2026 Time Commitment 5 full-day, in person sessions across 6 months Self-paced activities between sessions Drop-in support session (optional) Pre- and post- surveys and interviews (voluntary) Who Should Participate Ideal for HR, P&C, WHS, and OD professionals. Senior managers are also welcome. Location University of Sydney Business School Cost Free for eligible H&SA professionals – fully funded by icare NSW Register your interest in the Design for Care Masterclass Series Limited places available! Expressions of interest are reviewed on a rolling basis and places are allocated as organisations are confirmed. We'd encourage you to register early to secure a spot for your team. Register your interest

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

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

Stream 5: Digitalization & the Future Workforce About stream 5 Change in technology, business, the economy, and society - such as cognitive computing, globalization, flexible work spaces, and an ageing population - all shape the ‘what/how’, ‘where/when, and ‘who’ of work. This research stream focuses on how work is changing, and in particular, addresses the question: ‘what is the role of work design in delivering the benefits (or mitigating against the detriments) of radical change occurring in work and society?' It also focuses on the “who” of work, and especially how the population is ageing creating a more mature workforce. QUICK LINKS Stream 1 Stream 2 Stream 3 Stream 4 Ongoing and Past Projects Digitalization and its impact on work. Technological change is accelerating rapidly, bringing with it both opportunities and challenges for work and society (Parker & Grote, 2020 ; Parker & Grote, 2022 ). On the positive side, there is potential for technology to replace dangerous or undesirable work, enable more efficient and cheaper public services, and augment human performance in critical tasks (such as the diagnosis of rare diseases; see Hay et al. 2020 ). Building on this, our research has explored how the use of information communication technologies (ICTs) affects the nature and quality of work, and the potential of these technologies to enhance employees’ work effectiveness and wellbeing (Wang et al., 2020 ). On the other hand, digital technologies bring substantial risks for work and workers. Our research has shown that some work practices enabled by digital technologies, such as the management of employees via algorithms, can be highly disruptive and lead to negative outcomes for workers (Parent-Rocheleau & Parker, 2021 ). Additionally, some researchers and commentators have highlighted the potential for automation and artificial intelligence to eradicate the need for human workers at all (Frey & Osbourne, 2017). While the extent to which digitalization will impact the future jobs market has been a source of contention, there is a general consensus that the overall structure of the workforce will change, particularly in regards to the less-skilled workforce (Brynjolfsson et al., 2018). Despite the clear potential for digital technologies to radically change the nature of our jobs and tasks, much of the existing research has emphasised how workers need to adapt to technology, rather than how work designs and technologies can be adapted to better meet the competencies, needs, and values of humans. A key priority of our research is to fill this deficit, providing a human-centred approach to reap the benefits of technological advancements. Aging workers. It is important to consider work design in regard to the future workforce. One significant trend here is population ageing, which increases the imperative to attract and retain older workers. We are conducting research on mature workers as part of the Centre of Excellence in Population Ageing Research, see here XXXXXX. Practical resources Animated video (Wang, Liu, & Parker, 2020): How does the use of ICT affect individuals? A work design perspective. Animated video (Parker & Andrei, 2020): How to reap the benefits of a mature workforce CEPAR report (Baird, Hamilton, Gulesserian, Williams, & Parker, 2021): An employer lens on COVID-19: Adapting to change in Australian workplaces Cepar report (Andrei, Parker, Constantin, Baird, Iles, Petery, Zozek, Williams, & Chen, 2019): Maximising potential: Findings from the Mature Workers in Organisations Survey (MWOS) Research Publications Related to Work Design and Mental Health Digitalization Gagné, M., Parker, S. K., Griffin, M. A., Dunlop, P. D., Knight, C., Klonek, F. E., & Parent-Rocheleau, X. (2022). Understanding and shaping the future of work with self-determination theory. Nature Reviews Psychology, 1(7), 378-392. https://doi.org/10.1146/annurev-orgpsych-032516-113108 Parker, S. K., & Grote, G. (2022). More than ‘more than ever’: Revisiting a work design and sociotechnical perspective on digital technologies. Applied Psychology, 71(4), 1215-1223. https://doi.org/10.1111/apps.12425 Hay, G. J., Klonek, F. E., Thomas, C. S., Bauskis, A., Baynam, G., & Parker, S. K. (2020). SMART work design: Accelerating the diagnosis of rare diseases in the Western Australian Undiagnosed Diseases Program. Frontiers in Pediatrics, 582. https://doi.org/10.3389/fped.2020.00582 Knight, C., Kaur, S., & Parker, S. K. (2021). Work Design in the Contemporary Era. In Oxford Research Encyclopedia of Business and Management. Oxford University Press. https://doi.org/10.1093/acrefore/9780190224851.013.353 Parker, S. K., & Grote, G. (2022). Automation, algorithms, and beyond: Why work design matters more than ever in a digital world. Applied Psychology, 71(4), 1171-1204. https://doi.org/10.1111/apps.12241 Parent-Rocheleau, X., & Parker, S. K. (2022). Algorithms as work designers: How algorithmic management influences the design of jobs. Human Resource Management Review, 32(3), 100838. https://doi.org/10.1016/j.hrmr.2021.100838 Wang, B., Liu, Y., & Parker, S. K. (2020). How does the use of information communication technology affect individuals? A work design perspective. Academy of Management Annals, 14(2), 695-725. https://doi.org/10.5465/annals.2018.0127 Wang, B., Liu, Y., & Parker, S. K. (2021). Let’s get on the same page: Conceptual clarification of individual-level information and communication tec hnology use. Industrial and Organizational Psychology, 14(3), 404-408. https://doi.org/10.1017/iop.2021.80 F uture workforce including older workers Parker, S. K., & Andrei, D. M. (2020). Include, individualize, and integrate: Organizational meta-strategies for mature workers. Work, Aging and Retirement, 6(1), 1-7. https://doi.org/10.1093/workar/waz009 Petery, G., Andrei, D., & Parker, S. (2019). Mature workers in organisations: Insights from CEPAR's benchmarking survey of the Australian workforce. In the 5th Age in the Workplace Meeting. http://hdl.handle.net/20.500.11937/76910 Petery, G. A., Iles, L. J., & Parker, S. K. (2020). Putting successful aging into context. Industrial and Organizational Psychology, 13(3), 377-382. https://doi.org/10.1017/iop.2020.69 Petery, G. A., Wee, S., Dunlop, P. D., & Parker, S. K. (2020). Older workers and poor performance: Examining the association of age stereotypes with expected work performance quality. International Journal of Selection and Assessment, 28(4), 510-521. https://doi.org/10.1111/ijsa.12309 See our publications page Read More For further information on our research

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

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

Top of Page Lifetime Influences of Work Design on Health and Well-Being Project Brief This project utilizes some existing longitudinal datasets to examine the lifetime effects of certain work characteristics on employees’ health and well-being as well as some personal or contextual factors that could either buffer or intensify the undesirable influences of unhealthy work. Contact for more information: Yukun Liu Faculty: Yukun Liu Sharon Parker M.K. Ward Other Projects on Team and Organisations