Stacey L ParkerThe University of Queensland | UQ · School of Psychology
Stacey L Parker
PhD Organizational Psychology
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48
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Introduction
I am an organisational psychologist and academic at UQ’s School of Psychology. I research, teach, and consult. My research aims to help organisations and their employees devise new strategies to work healthier while still being productive. More specifically, I study how employees manage their energy during the work day, how employees recover from work stress in off-the-job time, and how jobs and careers can be designed to maximise well-being, motivation, and performance.
Additional affiliations
July 2013 - September 2015
Publications
Publications (48)
Organizational researchers and practitioners are increasingly interested in self-regulatory strategies employees can use at work to sustain or improve their occupational well-being. A recent cross-sectional study on energy management strategies suggested that many work-related strategies (e.g., setting a new goal) are positively related to occupati...
Drawing on conservation of resources theory and self-determination theory, coworker support and work motivation were investigated as resources that should buffer or mitigate the negative consequences of career insecurity for professional musicians. We surveyed 200 professional musicians. Analyses revealed that only those musicians with low career i...
Being able to psychologically relax after work in the evening is important to the day-to-day recovery process and should enable employees to wake up feeling energized for the next workday. Drawing on affective events theory and allostatic load theory, we expected that employees will be able to psychologically relax when they get home from work if d...
Drawing on stress appraisal and self-determination theories, we hypothesized that the more requirements of performance-based pay are appraised as a challenge, the more individuals will feel less strain and be more prosocial, and that these effects will be explained by autonomous motivations. Conversely, the more requirements of performance-based pa...
Human energy is often viewed as a limited resource, that is depleted through effort expenditure at work, and subsequently needs to be replenished either during or after working. Self-determination theory, however, argues that individuals vary in the degree to which work is experienced as draining: autonomous motivation makes work seem effortless; w...
Supervisor support is widely studied in the organizational literature, yet existing measures tend to exclusively focus on either the provision or the seeking of support, while overlooking instances where employees seek support but do not receive it – an experience termed unanswered supervisor support (USS). In Study 1 (N = 312 employees), we develo...
Algorithmic HR systems are becoming a more prevalent interface between organizations and employees. Yet little research has examined how automated HR processes impact employee motivation. In a three‐wave study ( N Time1 = 401; N Time2 = 379; N Time3 = 303), we investigated the motivational effects of HR systems that automatically capture—and make d...
Employees are frequently interrupted when doing their work, sometimes with tasks that seem unreasonable or unnecessary. Drawing on stress-as-offense-to-self and stress appraisal theories, we expected that perceived illegitimacy of an interrupting task is detrimental to employees’ affective (i.e., anxiety, fatigue, vitality) and cognitive (i.e., tas...
Despite their prevalence, workplace diversity and inclusion (D&I) practices continue to produce inconsistent effects on employee attitudes and behaviors. This shines a light on the need for evidence‐based approaches in understanding how employees enact D&I goals. Drawing on self‐determination theory, we argue that employee D&I motivation is an unta...
Adults living in larger bodies (Body Mass Index > 30) often experience body weight shame, are highly self-critical, and are at increased risk for anxiety and depression. To date, there have been no RCTs examining the efficacy of Compassion-Focused Therapy (CFT) to help those experiencing body weight shame. The aim of the current study was to invest...
Unwinding and recovering from everyday work is important for sustaining employees’ well-being, motivation, and job performance. Accordingly, research on work recovery has grown tremendously in the past few decades. This article summarizes research on recovery during work breaks, leisure-time evenings, weekends, and vacations. Focusing on day-level...
Previous literature that views social support from a supervisor as a job resource tends to cast employees as passive entities who either receive support or do not. In contrast, literature on proactive employee behaviour views employees as agents who are capable of increasing their own access to supervisor support; however, this literature neglects...
While the consequences of not having access to supervisor support have been well established, little is known about the repercussions of actively asking a supervisor for social support but failing to receive it. Our research examines this phenomenon, termed unanswered support. Drawing from Self-Determination Theory, we expected that lower need sati...
Building on self-regulation research and self-determination theory, the present research investigates the causal effects of job demands and job control on physical activity after work. In two experiments (total N = 251), participants completed a work simulation that was followed by a physical activity task (cycling on a bicycle ergometer). We simul...
A marker of engaging in compassion meditation and related processes is an increase in heart-rate variability (HRV), typically interpreted as a marker of parasympathetic nervous system response. While insightful, open questions remain. For example, which timescale is best to examine the effects of meditation and related practices on HRV? Furthermore...
Risk taking is typically viewed through a lens of individual deficits (e.g., impulsivity) or normative influence (e.g., peer pressure). An unexplored possibility is that shared group membership, and the trust that flows from it, may play a role in reducing risk perceptions and promoting risky behavior. We propose and test a Social Identity Model of...
The scientific study of compassion is burgeoning, however the putative neurophysiological markers of programs which actively train distress tolerance, such as Compassionate Mind Training (CMT), are less well known. Herein we offer an integrative, multi-method approach which investigated CMT at neural, physiological, self-report, and behavioural lev...
Purpose: This study examined central propositions of conservation of resources theory in a unique work context, specifically, the associations of franchisee personal and contextual resources with franchisee performance. Methods: Data were collected from 1,570 Australian franchisees from 35 different franchise networks, with franchisee financial per...
Abusive supervision is associated with many detrimental consequences. In this theory-review chapter, we extend the abusive supervision literature in two ways. First, we argue that more attention needs to be given to the emotion contagion processes between the leader and followers. More specifically, leaders’ negative affect can lead to followers’ e...
We examine the relationships among employees’ use of energy management strategies and two occupational well-being outcomes: job satisfaction and emotional exhaustion. Based on conservation of resources theory, it was hypothesized that employees with high job demands would benefit more from using energy management strategies (i.e., including prosoci...
We expected a positive boosting effect of a performance-based extrinsic reward on motivation and performance for those with higher control-related resources (i.e., perceived task control and trait self-control), and a positive compensating effect for those who lacked these resources. Study 1 supported compensation. Those with lower resources experi...
We test if the motivating potential of active work and the demotivating consequences of high-strain work can be explained by the " quality " of motivation experienced. Study 1, an experiment (N=205), revealed active work maintained intrinsic motivation and identified regulation (compared to baseline). High-strain work decreased these motivations. M...
This research examined the direct and indirect relationships between core self-evaluations (via mental health) and emotional exhaustion originating from both the work and caregiving domains. The extent to which these relationships were moderated by control over work and care also was examined. Data came from 142 employed mothers in Australia who co...
How do employees’ perceptions and interpretations of organizational policies, practices, and procedures affect the enactment of their behavioral intentions? In a daily diary study, we examined the between-persons relationship of corporate environmental strategy and pro-environmental or “green” psychological climate; and whether green psychological...
We investigate the extent to which individuals' global motivation (self-determined and non-self-determined types) influences adjustment (anxiety, positive reappraisal) and engagement (intrinsic motivation, task performance) in reaction to changes to the level of work control available during a work simulation. Participants (N = 156) completed 2 tri...
As longevity increases, so does the need for care of older relatives by working family members. This research examined the interactive effect of core self-evaluations and supervisor support on turnover intentions in two samples of employees with informal caregiving responsibilities. Data were obtained from 57 employees from Australia (Study 1) and...
Purpose: We examine the interaction between trait resilience and control in predicting coping and performance. Drawing on a person–environment fit perspective, we hypothesized resilient individuals would cope and perform better in demanding work situations when control was high. In contrast, those low in resilience would cope and perform better whe...
We propose a conceptual model based on person–environment interaction, job performance, and motivational theories to structure a multilevel review of the employee green behavior (EGB) literature and agenda for future research. We differentiate between required EGB prescribed by the organization and voluntary EGB performed at the employees’ discreti...
The chapter describes six prominent measures of coping that are broken into two categories covering (1) trait coping and (2) state coping. The measures reviewed are The Miller Behavioral Style Scale (Miller, 1987); The Mainz Coping Inventory (Krohne, 1993); The Coping Inventory for Stressful Situations (Endler & Parker, 1990, 1994); The COPE Invent...
This experiment examined whether trait regulatory focus moderates the effects of task control on stress reactions during a demanding work simulation. Regulatory focus describes two ways in which individuals self-regulate toward desired goals: promotion and prevention. As highly promotion-focused individuals are oriented toward growth and challenge,...
Reports an error in "Self-Determination, Control, and Reactions to Changes in Workload: A Work Simulation" by Stacey L. Parker, Nerina L. Jimmieson and Catherine E. Amiot (Journal of Occupational Health Psychology, Advanced Online Publication, Mar 4, 2013, np). There are errors in Hypothesis 2 (a) and Hypothesis 4 (a). Hypothesis 2 (a) should read,...
The objective of this experimental study is to capture the dynamic temporal processes that occur in changing work settings and to test how work control and individuals' motivational predispositions interact to predict reactions to these changes. To this aim, we examine the moderating effects of global self-determined and non-self-determined motivat...
Abstract This study investigated the effects of workload, control, and general self-efficacy on affective task reactions (i.e., demands-ability fit, active coping, and anxiety) during a work simulation. The main goals were (1) to determine the extent general self-efficacy moderates the effects of demand and control on affective task reactions and (...
Does job control act as a stress-buffer when employees’ type and level of work self-determination is taken into account? It was anticipated that job control would only be stress-buffering for employees high in self-determined and low in non-self-determined work motivation. In contrast, job control would be stress-exacerbating for employees who were...
The purpose of the present study was to examine the extent to which Desire for Control (DFC) interacts with experimental manipulations of demand and control, and the consequences of these interactions on task satisfaction and perceived goal attainment (i.e. task performance and task mastery). It was expected that the proposed stress-buffering effec...