Sharon K Parker

Sharon K Parker
Curtin University · Faculty of Business and Law

University of Sheffield, PhD

About

270
Publications
451,695
Reads
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21,639
Citations
Introduction
I am a Professor at Curtin University with research interests in work design, proactivity, organisational change, employee development, and related topics. I am a current ARC Laureate Fellow and a previous ARC Future Fellow. I currently teach MBA students on the topic of Leading Self and Leading Others.
Additional affiliations
June 2015 - May 2016
University of Western Australia
Position
  • Professor (Full)
January 2011 - May 2015
University of Western Australia
Position
  • ARC Future Fellow
January 2010 - May 2011
University of Western Australia
Position
  • Professor (Full)
Education
October 1990 - June 1994
The University of Sheffield
Field of study
  • Occupational Psychology
January 1984 - December 1988
University of Western Australia
Field of study
  • Science with honours in Psychology

Publications

Publications (270)
Article
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Researchers have proposed that leader support helps employees behave proactively at work. Leader support can facilitate the opportunities for employees to bring about change, as well as their motivation to do so. Nevertheless, empirical studies have shown mixed effects of leader support on employees’ proactive behavior. In this study, to reconcile...
Article
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High-quality work design is a key determinant of employee well-being, positive work attitudes, and job/organizational performance. Yet, many job incumbents continue to experience deskilled and demotivating work. We argue that there is a need to understand better where work designs come from. We review research that investigates the factors that inf...
Article
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In this article we take a big picture perspective on work design research. In the first section of the paper we identify influential work design articles and use scientific mapping to identify distinct clusters of research. Pulling this material together, we identify five key work design perspectives that map onto distinct historical developments:...
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Individual work performance has been a central topic for scholars over the past century. There is a mass of research on performance but it is embodied in a variety of disconnected literatures each using their own set of constructs and theoretical lenses. In this paper, we synthesize this disparate literature to better understand individual work per...
Chapter
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It has long been recognized that work design affects individual learning and development, and an emerging body of evidence supports this long-held idea. Nevertheless, there is much scope to develop this perspective further. In the mainstream work design literature, work design is mostly considered as a vehicle for motivation and health, rather than...
Article
Self-determination theory has shaped our understanding of what optimizes worker motivation by providing insights into how work context influences basic psychological needs for competence, autonomy and relatedness. As technological innovations change the nature of work, self-determination theory can provide insight into how the resulting uncertainty...
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Affect regulation matters in organizations, but research has predominantly focused on how employees regulate their feelings. Here, we investigate the motives for why employees regulate their feelings. We assess employees’ engagement in affect regulation based on distinct motives and investigate their implications for performance‐related outcomes. W...
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Adopting a person-centred approach, we integrate the job demands-control-support model with relational work design theory to investigate employee work design profiles involving autonomy, workload, social support and prosocial characteristics (representing the combined influence of task significance and beneficiary contact). For a sample of Australi...
Article
While the creative approach of idea exploration (e.g., consideration of multiple alternatives, doing in-depth research) has been identified to be important in the creative process, another approach, idea harmonization (e.g., avoidance of disruptive ideas, endorsement of co-worker ideas), has been largely overlooked. This study is the first to exami...
Article
Our research examined how team age diversity can be either detrimental or beneficial for team performance depending on team agreeableness minimum. In age diverse teams, a disagreeable teammate may trigger age-based stereotypes about his/her social group, thereby activating social categorization. This would result in decreased relational team functi...
Article
We conducted a longitudinal (3-month) qualitative study to examine elite military personnel's (N = 32) experiences and perspectives of team resilience emergence following two team-oriented training courses within an 18-month high-stakes training program where personnel are required to operate in newly formed tactical teams for extended periods. Our...
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Responding to the call to investigate the positive side of overqualification, we drew on the job crafting perspective to theorize that overqualified employees can proactively regulate the discrepancies between their actual and ideal jobs via two different job crafting strategies: job crafting towards strengths (JC-strengths) and job crafting toward...
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There is intuitive and practical appeal to the idea of emergent resilience, that is, sustaining healthy levels of functioning or recovering quickly after some degree of deterioration following exposure to heightened risk or vulnerability. Scholars typically utilize mean levels of functioning indices to identify qualitatively distinct latent subgrou...
Article
We review the literature on algorithmic management (AM) to bridge the gap between this emerging research area and the well-established theory and research on work design. First, we identify six management functions that algorithms are currently able to perform: monitoring, goal setting, performance management, scheduling, compensation, and job term...
Article
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Workplace mistreatment regularly occurs in the presence of others (i.e., observers). The reactions of observers toward those involved in the mistreatment episode have wide-reaching implications. In the current set of studies, we draw on theories of perspective-taking to consider how this form of interpersonal sensemaking influences observer reactio...
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The COVID-19 pandemic was a key event forcing an increase in virtual work. Drawing on event system theory, we examined whether virtual teams showed enhanced processes in later stages of the pandemic compared to the early stages of the pandemic. We collected data from 54 virtual teams (N = 152 individuals) who worked on a 30-minute task. We measured...
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A surge in longitudinal personality research has yielded insights into how our personalities change over life stages. Very little of this research, however, has employed the HEXACO model of personality, and thus little is known about the life-course of, especially, the honesty-humility dimension, nor of the longitudinal psychometric properties of t...
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The honesty‐humility factor from the HEXACO model of personality has been found to offer incremental validity in predicting several work‐related criteria over the remaining factors, yet its interplay with other personality factors is rarely examined. In this study, we examined how honesty‐humility (the tendency to be sincere, fair, non‐materialisti...
Article
Introduction This study investigated the extent to which five human resource management (HRM) practices—systematic selection, extensive training, performance appraisal, high relative compensation, and empowerment—simultaneously predicted later organizational-level injury rates. Methods Specifically, the association between these HRM practices (ass...
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With advancing technological capabilities, as well as a global economy, many organizations increasingly use virtual teamwork to accomplish their goals. Virtual teams are those in which team members use technology to work from different locations. How can managers and organizations leverage knowledge from work design to help virtual teams achieve hi...
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Given that existing knowledge on remote working can be questioned in an extraordinary pandemic context, we conducted a mixed-methods investigation to explore the challenges remote workers at this time are struggling with, as well as what virtual work characteristics and individual differences affect these challenges. In Study 1, from semi-structure...
Article
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Job crafting refers to self-initiated, proactive strategies to change work characteristics to better align one's job with personal needs, goals, and skills. This study evaluated the conditions under which job crafting interventions are effective for increasing job crafting behaviours. We assessed the impact of initial workload on the effectiveness...
Article
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In the light of mental health issues amongst the workforce, as well as future of work challenges ahead, it is more important than ever to create well-designed work. In this article, as researchers and practitioners, we share our approaches to influencing work design practice and policy. We draw on research on the antecedents of work design to ident...
Article
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Objective: To isolate heat exposure as a cause of cognitive impairment and increased subjective workload in burns surgical teams. Summary background data: Raising ambient temperature of the operating room can improve burns patient outcomes, but risks increased cognitive impairment and workload of surgical team members. Prior research indicates a...
Article
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Although proactive behavior is an important determinant of individual work performance, its consequences for employee well-being and other personal outcomes have been largely neglected. In this study, we adopted a within-person perspective to investigate how taking charge behavior (a form of proactivity) affects employees' life outside of work by e...
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The objective of this conceptual article is to illustrate how differences in societal culture may affect employees’ proactive work behaviors (PWBs) and to develop a research agenda to guide future research on cross-cultural differences in PWBs. We propose that the societal cultural dimensions of power distance, individualism–collectivism, future or...
Article
Ambidextrous leadership theory proposes that a leader's interplay between opening behaviors and closing behaviors enhances followers' exploration and exploitation behaviors, which ultimately increases innovative outcomes. Unfortunately, previous research suffers from problems with causal interpretation and endogeneity concerns threatening the valid...
Article
We investigated how age‐based worker stereotypes correspond with attributes of expected work performance. Participants (N = 220) rated 86 stereotypical descriptors of older (e.g., ‘resistant to change’) and younger workers (e.g., ‘savvy with technology’). Each descriptor was rated on both the extent that it was a common stereotype about younger (vs...
Article
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The rapid changes of work, the ease of mobility, and ubiquitous use of virtual tools have fundamentally changed the way that teamwork in modern organizations is accomplished. Although these developments have elicited a broad range of studies focusing on the phenomenon of team virtuality, the construct itself is still tied to conceptual ambiguities,...
Article
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People design and use technology for work. In return, technology shapes work and people. As information communication technology (ICT) becomes ever more embedded in today’s increasingly digital organizations, the nature of our jobs, and employees’ work experiences, are strongly affected by ICT use. This cross-disciplinary review focuses on work des...
Article
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Ambidexterity requires both exploration and exploitation, but our understanding of the individual ambidexterity concept, its association with multitasking behaviours and paradoxical leadership across the firm life cycle of entrepreneurs is still very limited. In this study, we examined N= 4,355 behavioural activities (exploration and exploitation)...
Article
How do complex healthcare systems that are organised into distinct speciality areas achieve effective patient care transitions when patients present with a rare constellation of symptoms that affect multiple body systems? How do these patients challenge existing ways of organising tasks, clinical activities, and interdependent responsibilities? The...
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Why do some workers experience less insecurity than others even when facing the same objectively insecure work situation? Combining appraisal theory with the construct of proactive coping, we propose that proactive career behavior represents a form of resource accumulation that mitigates the extent to which insecure work situations result in percei...
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Voiced suggestions for improvement and constructive change (i.e., voiced creative ideas) by employees are important for organizations. In order to reap the benefits of these ideas, leaders need to be receptive. Drawing on achievement goal theory and approach-inhibition theory of power, we examined the joint effects of leader achievement goals and p...
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Socially oriented approaches to work systems design are increasingly important as new and disruptive technologies become more prevalent. Existing approaches used by organisations to integrate such technologies are often techno-centric and do not adequately consider human issues. Sociotechnical systems (STS) tools are intended to ensure that the tec...
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This study investigates how employees craft narratives of organisational change failure through the lens of their work identity. We analysed change recipients’ retrospective sensemaking accounts of an organisational re-structuring in a university, finding these accounts to be filled with widely varying descriptions of failure – of errors, dysfuncti...
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Objectives This study investigates perceived barriers towards the implementation of multiprofessional team briefings (MPTB) in operating theatres, as well as ways to overcome these perceived barriers. Previous research shows that MPTB can enhance teamwork and communication, but are underused in operating theatres. By adopting a multilevel systems p...
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Walking interventions can be effective in increasing physical activity amongst physically inactive employees. However, despite their promising potential regarding sustainability and scalability, peer-led workplace walking interventions have not been tested. We evaluated a peer-led workplace group walking intervention designed to engage physically i...
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“Future of work” is one of the hottest topics across a number of scientific disciplines. For example, such research is strongly supported by the National Science Foundation (NSF). This proposed Special Issue links future of work to well-being and entrepreneurship. It asks the broad question: “what are the implications of the expansive and rapid cha...
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Drawing on Cybernetic Big Five Theory, we propose that chronic job insecurity is associated with an increase in neuroticism and decreases in agreeableness and conscientiousness (the three traits that reflect stability). Data collected from 1,046 employees participating in the Household, Income and Labor Dynamics in Australia survey over a nine-year...
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In this commentary, we synthesize the literature on mature workers in organizations to support the development of an intervention-focused research program. We identify 3 broad approaches, or “meta-strategies,” which theory and research suggest organizations can use to reap the benefits associated with a mature and age-diverse workforce. “Include” i...
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Job crafting, or proactive changes that individuals make in their job design, can influence and be influenced by coworkers. Although considerable research has emerged on this topic, overall, the way job crafting is responded to by coworkers has received little theoretical attention. The goal of this article is to develop a model that allows for a b...
Article
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We propose a central role for work design in understanding the effects of digital technologies. We give examples of how new technologies can – depending on various factors ‐ positively and negatively affect job resources (autonomy/control, skill use, job feedback, relational aspects) and job demands (e.g., performance monitoring), with consequences...
Article
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Good work, poor work? We need to go far beyond capitalism to answer this question - Volume 12 Issue 4 - Daniela M. Andrei, Anja Van den Broeck, Sharon K. Parker
Conference Paper
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Team resilience reflects a team’s ability to maintain or return quickly to optimal functioning following adversity exposure and is believed to be essential for military success (Gilmore, 2016). Unsurprisingly, military training programs commonly include adversities that are designed to test individual and team capacities, yet there is little knowle...
Article
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Capturing team processes, which are often highly dynamic and quickly unfold over time, requires methods that go beyond standard self-report measures. However, quantitative observational methods are challenging when teams are observed ‘in the wild’, that is, in their full-situated context. Technologically advanced tools that enable high-resolution m...
Article
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Objectives Hot environmental conditions can result in a high core-temperature and dehydration which can impair physical and cognitive performance. This study aimed to assess the effects of a hot operating theatre on various performance, physiological and psychological parameters in staff during a simulated burn surgery. Methods Due to varying acti...
Article
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Team processes are interdependent activities amongst team members that transform inputs into outputs, vary over time and are critical for team effectiveness. Understanding the temporal dynamics of team processes and related team phenomena with a high resolution lens (i.e., methods with high sampling rates) is particularly challenging when going “in...
Article
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It is not yet clear whether work redesigns actually affect individual-, team- or organizational-level performance. In a synthesis of this literature, we conclude there is good overall evidence, with the most promising evidence at the individual level. Specifically, our systematic review assessed whether top-down work redesign interventions affect p...
Article
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This review study aimed to investigate how team work design shapes the impact of team virtuality on team functioning. Based on 48 studies, we identified key work design variables that influence both team functioning, that is, team performance and intermediary outcomes (i.e., team processes and emergent states), under conditions of high virtuality (...
Chapter
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In the current fast-changing and highly uncertain workplace, it has become especially important for employees to actively anticipate challenges, identify opportunities, and take corresponding action. As a result, the subject of proactive behavior has received an increasing amount of attention among scholars in the past decade. Specifically, scholar...