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Sharon K. Parker

Summary

Sharon Kaye Parker FASSA is an Australian academic and John Curtin Distinguished Professor in organisational behaviour at Curtin University.[1] Parker is best known for her research in the field of work design, as well as other topics such as proactivity, mental health and job performance.[2] She is a Fellow of the Academy of the Social Sciences in Australia,[3] a Fellow of the Society for Industrial and Organisational Psychology, and in 2016 received the Kathleen Fitzpatrick Australian Laureate Fellowship.[4] Parker's research has been cited over 28,000 times internationally and she has been recognised as one of the world's most influential scientists in the 2019 Highly Cited Researchers list by Clarivate,[5] as well as the 2020 World's Top 2% Scientists list by Stanford University.[6]

Sharon K. Parker

FASSA
Parker in 2018
Born
Australia
Alma mater
Awards
Kathleen Fitzpatrick Australian Laureate Fellowship (2016)
Academy of Management Organizational Behaviour Division Mentoring Award (2016)
Scientific career
FieldsWork design
Organizational behaviour
Industrial and organizational psychology
Training and development
Organizational change
Proactivity
Mental health
Job performance
Institutions
The Centre for Transformative Work Design (2016–present)
Curtin University (2018–present)
CEPAR (2018–present)
Academy of Management Annals (2016–present)
University of Western Australia (2011–2015)
Journal of Applied Psychology (2008–2013)
University of Sheffield (2006–2009)
University of New South Wales (1999–2006)
ThesisTowards a new approach to job design research within modern manufacturing: The investigation of employee work orientations (1994)

Parker is currently the Director of the Centre for Transformative Work Design within the Future of Work Institute at the Curtin Business School at Curtin University.[2] Additionally, she is the Chief Investigator of the Organisations & Mature Workforce stream of the ARC Centre of Excellence in Population Ageing Research (CEPAR).[7] She has served on numerous editorial boards and is a former Associate Editor for the Academy of Management Annals and the Journal of Applied Psychology.[2]

Parker is the co-founder of the Thrive at Work initiative designed to improve mental health at work.[8] She has also published articles in the Harvard Business Review, The Conversation, and other practitioner outlets and has contributed to various government inquiries and policy reviews.[2] Parker was the lead consultant on the national Good Work Design initiative, SafeWork Australia, and is a member of the National Mental Health Commission National Workplace initiative. She established the Women in Research initiative to support academic women.[2]

Awards and honours edit

Notable publications edit

  • Parker, S. K., Chmiel, N., & Wall, T. D. (1997). Work characteristics and employee well-being within a context of strategic downsizing. Journal of Occupational Health Psychology, 2(4), 289. https://doi.org/10.1037/1076-8998.2.4.289
  • Parker, S. K., Wall, T. D., & Jackson, P. R. (1997). “That's not my job”: Developing flexible employee work orientations. Academy of Management Journal, 40(4), 899–929. https://doi.org/10.5465/256952
  • Parker, S. K. (1998). Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interventions. Journal of Applied Psychology, 83(6), 835–852. https://doi.org/10.1037/0021-9010.83.6.835
  • Parker, S. K., & Wall, T. D. (1998). Job and work design: Organizing work to promote well-being and effectiveness. Sage.
  • Parker, S. K., & Sprigg, C. A. (1999). Minimizing strain and maximizing learning: The role of job demands, job control, and proactive personality. Journal of Applied Psychology, 84(6), 925. https://doi.org/10.1037/0021-9010.84.6.925
  • Parker, S. K. (2000). From passive to proactive motivation: The importance of flexible role orientations and role breadth self‐efficacy. Applied Psychology, 49(3), 447–469. https://doi.org/10.1111/1464-0597.00025
  • Parker, S. K., & Axtell, C. M. (2001). Seeing another viewpoint: Antecedents and outcomes of employee perspective taking. Academy of Management Journal, 44(6), 1085–1100. https://doi.org/10.5465/3069390
  • Parker, S. K., Axtell, C. M., & Turner, N. (2001). Designing a safer workplace: Importance of job autonomy, communication quality, and supportive supervisors. Journal of Occupational Health Psychology, 6(3), 211. https://doi.org/10.1037/1076-8998.6.3.211
  • Parker, S. K., Wall, T. D., & Cordery, J. L. (2001). Future work design research and practice: Towards an elaborated model of work design. Journal of Occupational and Organizational Psychology, 74(4), 413–440. https://doi.org/10.1348/096317901167460
  • Parker, S. K., Griffin, M. A., Sprigg, C. A., & Wall, T. D. (2002). Effect of temporary contracts on perceived work characteristics and job strain: A longitudinal study. Personnel Psychology, 55(3), 689–719. https://doi.org/10.1111/j.1744-6570.2002.tb00126.x
  • Parker, S. K. (2003). Longitudinal effects of lean production on employee outcomes and the mediating role of work characteristics. Journal of Applied Psychology, 88(4), 620–634. https://doi.org/10.1037/0021-9010.88.4.620
  • Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636. https://doi.org/10.1037/0021-9010.91.3.636
  • Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36(4), 827–856. https://doi.org/10.1177/0149206310363732
  • Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65. https://doi.org/10.1146/annurev-psych-010213-115208
  • 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
  • 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), 907–928. https://doi.org/10.1037/apl0000383
  • Parker, S. K., & Grote, G. (2020). Automation, algorithms, and beyond: Why work design matters more than ever in a digital world. Applied Psychology. https://doi.org/10.1111/apps.12241
  • Parker, S. K., & Jorritsma, K. (2020). Good work design for all: Multiple pathways to making a difference. European Journal of Work and Organizational Psychology, 1-13. https://doi.org/10.1080/1359432X.2020.1860121
  • Parker, S., Ward, M. K., & Fisher, G. (2021). Can High-Quality Jobs Help Workers Learn New Tricks? A Multi-Disciplinary Review of Work Design For Cognition. Academy of Management Annals. https://doi.org/10.5465/annals.2019.0057

References edit

  1. ^ "Professor Sharon Parker". Research at Curtin. Retrieved 13 May 2021.
  2. ^ a b c d e "Professor Sharon K Parker | Centre for Transformative Work Design". Work Design Research. Retrieved 13 May 2021.
  3. ^ a b "Academy Fellow: Professor Sharon Parker FASSA". Academy of the Social Sciences in Australia. Archived from the original on 15 February 2021. Retrieved 13 May 2021.
  4. ^ "Selection Report: Australian Laureate Fellowships 2016". www.arc.gov.au. 13 June 2018. Retrieved 13 May 2021.
  5. ^ "Sharon Kaye Parker's Publons profile". publons.com. Retrieved 13 May 2021.
  6. ^ a b Ioannidis, John P. A.; Baas, Jeroen; Klavans, Richard; Boyack, Kevin W. (12 August 2019). "A standardized citation metrics author database annotated for scientific field". PLOS Biology. 17 (8): e3000384. doi:10.1371/journal.pbio.3000384. ISSN 1545-7885. PMC 6699798. PMID 31404057.
  7. ^ "Professor Sharon K. Parker | CEPAR". cepar.edu.au. Retrieved 13 May 2021.
  8. ^ "About Us". Thrive at work. Retrieved 13 May 2021.
  9. ^ "Highly Cited Researchers". publons.com. Retrieved 19 May 2021.

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