Sharon K. Parker Explained

Sharon K. Parker
Birth Place:	Australia
Thesis Title:	Towards a new approach to job design research within modern manufacturing: The investigation of employee work orientations
Thesis Url:	https://etheses.whiterose.ac.uk/1838/1/DX193723.pdf
Thesis Year:	1994
Field:	Work design Organizational behaviour Industrial and organizational psychology Training and development Organizational change Proactivity Mental health Job performance

Sharon Kaye Parker 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. She is a Fellow of the Academy of the Social Sciences in Australia,^[2] a Fellow of the Society for Industrial and Organisational Psychology, and in 2016 received the Kathleen Fitzpatrick Australian Laureate Fellowship.^[3] 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,^[4] as well as the 2020 World's Top 2% Scientists list by Stanford University.^[5]

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.^[6] 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.

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. 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.

Awards and honours

2013: Elected Fellow of the Society for Industrial and Organizational Psychology
2014: Elected Fellow of the Academy of Social Sciences in Australia
2016: Academy of Management Organizational Behaviour Division Mentoring Award
2016: Australian Laureate Fellowship (Kathleen Fitzpatrick Award)
2019: Web of Science Highly Cited Researcher 2019 (top 0.1% in the category of "Economics and Business")^[9]
2020: Ranked #119 in Stanford University's World's Top 2% Scientists List in the sub-area "Business and Management".

Notable publications

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

Notes and References

Web site: Professor Sharon Parker. 2021-05-13. Research at Curtin.
Web site: Academy Fellow: Professor Sharon Parker FASSA. live. https://web.archive.org/web/20210215014035/https://socialsciences.org.au/academy-fellow/?sId=0032v000033l9YRAAY. 2021-02-15. 2021-05-13. Academy of the Social Sciences in Australia. en-AU.
Web site: 2018-06-13. Selection Report: Australian Laureate Fellowships 2016. 2021-05-13. www.arc.gov.au.
Web site: Sharon Kaye Parker's Publons profile. 2021-05-13. publons.com. en.
Ioannidis. John P. A.. Baas. Jeroen. Klavans. Richard. Boyack. Kevin W.. 2019-08-12. A standardized citation metrics author database annotated for scientific field. PLOS Biology. 17. 8. e3000384. 10.1371/journal.pbio.3000384. 31404057 . 6699798 . 1545-7885. free.
Web site: Professor Sharon K Parker Centre for Transformative Work Design. 2021-05-13. Work Design Research. en.
Web site: Professor Sharon K. Parker CEPAR. 2021-05-13. cepar.edu.au.
Web site: About Us. 2021-05-13. Thrive at work. en-US.
Web site: Highly Cited Researchers. 2021-05-19. publons.com.