Sharon K. Parker

Sharon K. Parker
FASSA
Sharon K. Parker FASSA
	Parker in 2018
Born	Australia
Alma mater	The University of Sheffield (PhD); The University of Western Australia (BSc (Hons));
Awards	Kathleen Fitzpatrick Australian Laureate Fellowship (2016); Academy of Management Organizational Behaviour Division Mentoring Award (2016)
	Scientific career
Fields	Work 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)
Thesis	Towards a new approach to job design research within modern manufacturing: The investigation of employee work orientations (1994)

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]

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

2013: Elected Fellow of the Society for Industrial and Organizational Psychology
2014: Elected Fellow of the Academy of Social Sciences in Australia^[3]
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".^[6]

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

References

^ "Professor Sharon Parker". Research at Curtin. Retrieved 13 May 2021.
^ ^a ^b ^c ^d ^e "Professor Sharon K Parker | Centre for Transformative Work Design". Work Design Research. Retrieved 13 May 2021.
^ ^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.
^ "Selection Report: Australian Laureate Fellowships 2016". www.arc.gov.au. 13 June 2018. Retrieved 13 May 2021.
^ "Sharon Kaye Parker's Publons profile". publons.com. Retrieved 13 May 2021.
^ ^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.
^ "Professor Sharon K. Parker | CEPAR". cepar.edu.au. Retrieved 13 May 2021.
^ "About Us". Thrive at work. Retrieved 13 May 2021.
^ "Highly Cited Researchers". publons.com. Retrieved 19 May 2021.

[1] "Professor Sharon Parker". Research at Curtin. Retrieved 13 May 2021.

[:0-2] "Professor Sharon K Parker | Centre for Transformative Work Design". Work Design Research. Retrieved 13 May 2021.

[:1-3] "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.

[:2-6] 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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Sharon K. Parker

Awards and honours

Notable publications

References

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