K Parker
Biographic Data
| ID | 12301 |
|---|---|
| NAME | K Parker |
| GIVEN NAMES | K |
| FAMILY NAME | Parker |
| SIGNATURE | PARKER K |
| AFFILIATIONS | Curtin University |
| ORCID | 0000-0002-0978-1873 |
| VERIFIED | Yes |
| TOTAL WORKS | 68 |
| TOTAL CITATIONS | 198 |
| AUTHOR COUNT | 68 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1993 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 8 |
It’s Not My Responsibility: Working with Autonomy-Restricting Algorithms Facilitates Unethical Behavior and Displacement of Responsibility
While algorithmic decision-making technology can greatly improve efficiency at work, it has the potential to promote unethical decision making in humans who work with the technology. In this paper, we test how the moral disengagement mechanism, displacement of responsibility arises, as an outcome of working with autonomy-restrictive algorithmic decision-making (ADM) technology. We draw upon the tenets of the job characteristics model and moral di…
Job Complexity and the Aging Workforce: Causal Effects on Learning Performance and Change Self-Efficacy
As technological change accelerates, designing work that supports older workers’ learning is a critical organizational challenge. Drawing on cognitive aging and work design literature, we investigate whether job complexity acts as a hindrance or as a catalyst for learning. We examine both objective learning performance and change self-efficacy as two key facets of successful learning and adaptation, and whether age moderates the effect of job com…
Exploring the use of ICTs as a tool for job crafting
In this paper, we integrate Action-Regulation Theory into job crafting research to explore workers' agency in using information and communication technologies (ICTs) to redesign their work. Specifically, using a sequential mixed-methods design, we investigate workers' proactive use of ICTs for job crafting. In Study 1, we explore workers' use of ICTs to change their job demands and job resources using interviews and identify seven underlying ICT …
Hybrid work design profiles: Antecedents and well-being outcomes
Hybrid work is fast emerging as the future of work. Yet, it is not clear how key work design characteristics that are salient in hybrid work, namely scheduling autonomy, social support, workload, and close monitoring, are experienced in the home compared to the workplace for hybrid workers, and how these work characteristics combine holistically to influence well-being. We adopted a novel approach and measured work characteristics as experienced …
Leadership, follower age, and age-diversity: A systematic review and future directions
Do older workers benefit from different leadership behaviors to younger workers? Should age-diverse workforces be managed differently? Research addressing these and related questions is fragmented, characterized by diverse yet often overlapping leadership constructs as well as varied conceptualizations of age-related constructs. In this article, we provide a comprehensive systematic review of the literature linking leadership, follower age, and a…
Integrating job design and cognitive-emotional processes using latent network analysis: Associations with performance and emotional well-being in navy personnel
Findings underscore the value of multivariate approaches to capture the nuanced effects of job design elements and cognitive-emotional processes on diverse employee outcomes. This approach provides a flexible framework that can be adapted to other organizational contexts, helping inform targeted future longitudinal research to advise intervention targets
Investigating the impact of age-differentiated leadership on retention and performance-related outcomes: A moderated dual pathway model
Although research indicates that age-differentiated leadership (ADL) is positively associated with wellbeing outcomes for both younger and older workers, the ways in which it relates to performance and retention-related outcomes, and the mechanisms through which these effects occur, remain an important focus for further examination. Based on the Categorization-Elaboration Model (CEM), this study proposes and tests a dual pathway model suggesting …
Does AI at Work Increase Stress? Text Mining Social Media About Human–AI Team Processes and AI Control
With rising use of artificial intelligence (AI) in organizations, alongside increasing mental health issues, we seek to understand how AI use affects human stress. Drawing on the automation–augmentation perspective, we propose that AI control over decision‐making thwarts human autonomy and thus contributes to stress. Drawing on models of teamwork and augmentation, we expect that human–AI team processes (i.e., transition, action, and interpersonal…
Wise Proactivity: Antecedents, Outcomes, and a Mechanism
Being proactive involves taking personal initiative to change a situation or oneself. While research to date has paid considerable attention to the frequency with which individuals engage in proactive behaviors, less attention has been given to the ways in which people act proactively to garner positive outcomes. In this paper, we draw on the conceptualization of wise proactivity developed by Parker, Wang, and Liao in 2019 to construct a measure …
From Personality Traits to Personality Dynamics: New Approaches to Personality Research in Organizations
Sexual harassment and sexual assault in the Western Australian mining industry: A qualitative examination of the perceptions of key stakeholders
Introduction: The prevalence, pervasiveness, and minimization of sexual harassment and sexual assault (SHSA) within the Western Australian mining industry has been revealed in recent Australian reports and inquiries. However, there remains a gap in scholarship focusing on SHSA within the mining sector, specifically that engages with mining employees to understand this issue. Methods: 30) from various industry roles (e.g., front-line operations, a…
A Scoping Review of Workplace Interventions to Promote Positive Attitudes Toward Older Workers and Reduce Age-Based Discrimination
Population aging trends have created a need for effective policies to extend adult working lives. Previous research has identified the prevalence of negative attitudes (age-related stereotypes, prejudice, and discriminatory behaviors) directed toward older workers in the workplace context. The current scoping review aimed to describe and assess the current evidence in support of different types of interventions aimed at promoting positive attitud…
LeverAge: A European network to leverage the multi-age workforce
Bringing together 150+ scholars and practitioners from 50+ countries, and funded by the European Commission, COST Action LeverAge (https://www.cost.eu/actions/CA22120/) is the first network-building project of its kind in the work and organizational psychology and human resource management (WOP/HRM) aspects of work and aging. Focused on the aging workforce, the Action aims to foster interdisciplinary and multinational scientific excellence and th…
Home and away: Personal autonomy limitation in the liminal work context of fly-in-fly-out camps and psychological distress
Fly-in-fly-out (FIFO) camps are liminal work environments in which work and personal life are blended. In such context, an important characteristic is the limitation to one's freedom to carry out actions that usually occur outside of work contexts (e.g., choosing when to eat dinner), which we refer to as 'personal autonomy limitation'. The role of personal autonomy limitation for FIFO workers' mental health has not been systematically investigate…
A neurocognitive framework of attention and creativity: Maximizing usefulness and novelty via directed and undirected pathways
Coming up with creative ideas is not easy. In this conceptual article, we integrate organizational behavior, cognitive psychology, and neuroscience literatures to propose that different forms of attention may be a key to maximizing creative usefulness and novelty. Specifically, we develop a neurocognitive framework of attentional control to propose differential pathways from creative goal‐directed attention (a narrow and selective focus) to delib…
Combinations of approach and avoidance crafting matter: Linking job crafting profiles with proactive personality, autonomy, work engagement, and performance
Traditional variable‐centered job crafting research typically examines individual job crafting behaviors in isolation. This study builds upon existing person‐centered job crafting research, aiming to further validate job crafting profiles based on the job demands‐resources model. By testing profile similarity across different samples and time points, we identify three consistent job crafting profiles: proactive crafters, characterized by a high u…
A conceptual replication of ambidextrous leadership theory: An experimental approach
Trait continuity: Can parent‐rated infant temperament predict Hexaco personality in early adulthood
Examining the Raine cohort study, we tested the trait continuity hypothesis by examining the extent that young adults' (25–29 years old) self‐reported HEXACO personality can be statistically predicted from multi‐dimensional parental temperament ratings collected in infancy (1–2 years old). The study incorporated a lagged design (two waves), a large sample size ( n = 563), and examined both temperament and personality as both dimensions and profil…
Is leader proactivity enough: Importance of leader competency in shaping team role breadth efficacy and proactive performance
Black Women’s Sexual Communication: Retrospective Accounts of Messages from Male and Female Family Members
The study used Black feminist theory and methods to examine messages about the composition of, and potential differences in the sexual health that Black women received from male and female loved ones. Black feminist theory grounded the study by ensuring Black women were involved in research team composition, design, recruitment, and data analysis. Our inductive thematic analysis of focus group data from 24 Black women revealed seven themes: Indir…
Exploring the racial gradient in reproductive health: An examination of challenges to sexual health care faced by black female college students
Reproductive and sexual health disparities can be mitigated with attention to diversity in medical school, affordable care, and teaching young women to prioritize their care for long-term reproductive health
Can a familiar gender stereotype create a not‐so‐familiar benefit for women? Evidence of gendered differences in ascribed stereotypes and effects of team member adaptivity on performance evaluations
Our research examines the differential effects of stereotypically feminine work behavior—team member adaptivity—on performance evaluations. Team member adaptivity requires being accommodating to changing relational and situational demands to achieve interdependent work goals. As such, women who engage in team member adaptivity will be recognized and rewarded more in their performance evaluations compared to men. We tested our model across three s…
Three nightmare traits (TNT) and the similarity effect determine which personality traits we like and dislike
Understanding and shaping the future of work with self-determination theory
More than ‘more than ever’: Revisiting a work design and sociotechnical perspective on digital technologies
We respond to commentaries on our 2020 article ‘Automation, algorithms, and beyond: Why work design matters more than ever in a digital world’ and report on research on the topic since that publication. A top‐down work design perspective on digital technologies appears even more important than ever yet still neglected, as suggested by recent studies. The opportunities and challenges of new technologies have been addressed somewhat more successful…
Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review
Two dominant perspectives of job crafting—the original theory from Wrzesniewski and Dutton ( ) and the job demands resources perspective from Tims, Bakker, and Derks ( )—remain separate in research. To synthesize these perspectives, we propose a three‐level hierarchical structure of job crafting, and we identify the aggregate/superordinate nature of each major job crafting construct. The first level of the structure is job crafting orientation, o…
Automation, Algorithms, and Beyond: Why Work Design Matters More Than Ever in a Digital World
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 for employee well-being, safety, and performance. We identify four intervention strategies. First, work…
The rich get richer: Predicting participation in voluntary diversity training
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture
Proactivity routines: The role of social processes in how employees self-initiate change
Proactive work behaviors are self-initiated, future-focused actions aimed at bringing about changes to work processes in organizations. Such behaviors occur within the social context of work. The extant literature that has focused on the role of social context for proactivity has focused on social context as an overall input or output of proactivity. However, in this article we argue that the process of engaging in proactive work behavior (proact…
That is my job: How employees' role orientation affects their job performance
Findings from two field studies support the proposition that the way individuals define their role, or their role orientation, is a powerful influence on their behaviour, resulting in more or less effective job performance. The first study showed that, within a relatively self-managing context, flexible role orientation predicted supervisory assessments of overall job performance, as well as a change in job performance. The second study showed fl…
Promoting Role Breadth Self-Efficacy Through Involvement, Work Redesign and Training
This article examines the influence of organizational practices on role breadth self-efficacy (RBSE); a person’s confidence in performing proactive, interpersonal tasks that go beyond traditional boundaries. A longitudinal study showed that increased task control, membership of an active improvement group, and breadth of training were associated with increased RBSE. Providing a stronger basis for causal inference, membership of active improvement…
Production Teamworking: The Importance of Interdependence and Autonomy for Employee Strain and Satisfaction
A UK manufacturer introduced a common model of teamworking which achieved quite different performance results in wire-mills and roperies. Survey data (n = 231) showed higher job-related strain and lower job satisfaction in the wire-mills, where teamworking was not a success. Findings indicated that the differences in employee well-being could be accounted for by contrasting levels of process inter-dependence in the two production areas. Teamworki…
Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects
In response 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 towards interests (JC‐interests). We expected distinct positive outcomes for JC‐strengths and JC‐interest…
Feedback seeking from peers: A positive strategy for insecurely attached team-workers
Feedback inquiry is a proactive behaviour that is instrumental for gaining information about job performance. However, feedback inquiry also has a social component, especially in the context of flexible team-work environments. Feedback inquiry implies interacting with others, suggesting that relational considerations might affect whether individuals accept and apply feedback to improve their performance. Drawing on this relational perspective, we…
Policing Women Police: Uniform Patrol, Promotion and Representation in the CID
Using data from a survey conducted within a northern constabulary, women officers' experience of police employment is discussed. It is argued that it is necessary to take into account both wider structural, engendered inequalities and occupational cultural processes to explain differences between men and women officers' experience of employment. Evidence of women officers' apparent acceptance and reinforcement of views associated with the police …
Correlates of Employee Attitudes Toward Functional Flexibility
Public service employees (3044) completed a questionnaire seeking information on their expectations regarding a proposal to increase their functional flexibility. It was proposed that beliefs concerning the unfavorability of outcomes of the intervention would be correlated with a range of biographical, affective, and job content variables. Multivariate analyses revealed that the scope of an employees' existing job and biographical variables (apar…
Include, Individualize, and Integrate: Organizational Meta-strategies for Mature Workers
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” involves strategies to create an inclusive climate in which mature workers are welcomed and fairly tr…
Putting job design in context: Introduction to the special issue
This special issue introduces new cross‐disciplinary, cross‐level, and cross‐cultural perspectives on job design. The authors examine job design from the viewpoints of organizational behavior, sociology, economics, corporate strategy, entrepreneurship, and evolutionary psychology. They consider job design in the context of interpersonal interactions, teams, leadership, networks, occupations, organizational structures, national cultures, and insti…
Making sense of organisational change failure: An identity lens
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, dysfunction, and loss. We explored how employees’ organisational, professional, and work-group identities wer…
Does daily proactivity affect well‐being? The moderating role of punitive supervision
Proactive behavior (self‐initiated and future‐oriented actions to bring about change) has largely positive consequences for organizationally oriented outcomes such as job performance. Yet the outcomes of proactivity from a well‐being perspective have not been clearly considered. Drawing on self‐determination theory and the stressor‐detachment model, we propose two distinct paths by which proactivity affects individuals' daily well‐being. The firs…
A multiple climates approach to understanding business unit effectiveness
We propose four theoretically competing climates that are important for business-unit performance: climates for external control, internal control, internal flexibility, and external flexibility. Using a sub-sample of 620 business units from multiple companies across different industries and countries, we identified mechanisms by which climates influence business performance, accounting for different stakeholder interests. Climate for external co…
Combinations of approach and avoidance crafting matter: Linking job crafting profiles with proactive personality, autonomy, work engagement, and performance
Traditional variable‐centered job crafting research typically examines individual job crafting behaviors in isolation. This study builds upon existing person‐centered job crafting research, aiming to further validate job crafting profiles based on the job demands‐resources model. By testing profile similarity across different samples and time points, we identify three consistent job crafting profiles: proactive crafters, characterized by a high u…
Black Women’s Sexual Communication: Retrospective Accounts of Messages from Male and Female Family Members
The study used Black feminist theory and methods to examine messages about the composition of, and potential differences in the sexual health that Black women received from male and female loved ones. Black feminist theory grounded the study by ensuring Black women were involved in research team composition, design, recruitment, and data analysis. Our inductive thematic analysis of focus group data from 24 Black women revealed seven themes: Indir…
Three nightmare traits (TNT) and the similarity effect determine which personality traits we like and dislike
New directions for exploring the consequences of proactive behaviors: Introduction to the special issue
This special issue introduces new directions for exploring the consequences of proactive behaviors. The authors summarize the new scopes of consequences, new social contexts, and new methods in this exploration. They also identify several limitations of the existing literature and call for more future research in this stream
Wise Proactivity: Antecedents, Outcomes, and a Mechanism
Being proactive involves taking personal initiative to change a situation or oneself. While research to date has paid considerable attention to the frequency with which individuals engage in proactive behaviors, less attention has been given to the ways in which people act proactively to garner positive outcomes. In this paper, we draw on the conceptualization of wise proactivity developed by Parker, Wang, and Liao in 2019 to construct a measure …
Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance‐related outcomes at work
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. We develop a framework and measure for distinct types of motivated affect regulation at work, compris…
Age diversity in teams: Examining the impact of the least agreeable member
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 functioning and worsened team performance. When the least agreeable member scores high on agreeableness, n…
Correlates of Employee Attitudes Toward Functional Flexibility
Public service employees (3044) completed a questionnaire seeking information on their expectations regarding a proposal to increase their functional flexibility. It was proposed that beliefs concerning the unfavorability of outcomes of the intervention would be correlated with a range of biographical, affective, and job content variables. Multivariate analyses revealed that the scope of an employees' existing job and biographical variables (apar…
Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interventions.
Role breadth self-efficacy (RBSE) refers to employees' perceived capability of carrying out a broader and more proactive set of work tasks that extend beyond prescribed technical requirements. A newly developed scale of RBSE was internally consistent and distinct from the related concepts of proactive personality and self-esteem. In an initial cross-sectional study (N = 580), work design variables (job enrichment, job enlargement, and membership …
Policing Women Police: Uniform Patrol, Promotion and Representation in the CID
Using data from a survey conducted within a northern constabulary, women officers' experience of police employment is discussed. It is argued that it is necessary to take into account both wider structural, engendered inequalities and occupational cultural processes to explain differences between men and women officers' experience of employment. Evidence of women officers' apparent acceptance and reinforcement of views associated with the police …
Production Teamworking: The Importance of Interdependence and Autonomy for Employee Strain and Satisfaction
A UK manufacturer introduced a common model of teamworking which achieved quite different performance results in wire-mills and roperies. Survey data (n = 231) showed higher job-related strain and lower job satisfaction in the wire-mills, where teamworking was not a success. Findings indicated that the differences in employee well-being could be accounted for by contrasting levels of process inter-dependence in the two production areas. Teamworki…
Seeing Another Viewpoint: Antecedents and Outcomes of Employee Perspective Taking.
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Promoting Role Breadth Self-Efficacy Through Involvement, Work Redesign and Training
This article examines the influence of organizational practices on role breadth self-efficacy (RBSE); a person’s confidence in performing proactive, interpersonal tasks that go beyond traditional boundaries. A longitudinal study showed that increased task control, membership of an active improvement group, and breadth of training were associated with increased RBSE. Providing a stronger basis for causal inference, membership of active improvement…
Modeling the antecedents of proactive behavior at work.
Using a sample of U.K. wire makers (N = 282), the authors tested a model in which personality and work environment antecedents affect proactive work behavior via cognitive-motivational mechanisms. Self-reported proactive work behaviors (proactive idea implementation and proactive problem solving) were validated against rater assessments for a subsample (n = 60) of wire makers. With the exception of supportive supervision, each antecedent was impo…
A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts
We propose that interdependence in a work context determines to what extent work roles are embedded within a broader social system and, further, that uncertainty determines whether work roles can be formalized or whether they emerge through adaptive and proactive behavior. Cross-classification of task, team member, and organization member behaviors with proficiency, adaptivity, and proactivity produced nine subdimensions of work role performance.…
The rich get richer: Predicting participation in voluntary diversity training
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
That is my job: How employees' role orientation affects their job performance
Findings from two field studies support the proposition that the way individuals define their role, or their role orientation, is a powerful influence on their behaviour, resulting in more or less effective job performance. The first study showed that, within a relatively self-managing context, flexible role orientation predicted supervisory assessments of overall job performance, as well as a change in job performance. The second study showed fl…
Getting Credit for Proactive Behavior: Supervisor Reactions Depend on What You Value and How You Feel
Although proactive behavior is important in organizations, it is not always appreciated by supervisors. To explain when supervisors reward proactivity with higher overall performance evaluations, we draw on attribution theory. We propose that employees’ values and affect send signals about their underlying intentions, which influence supervisors’ attributions about whether employees deserve credit for proactive behaviors. More specifically, we hy…
Redesigning Work Design Theories: The Rise of Relational and Proactive Perspectives
Many scholars assume that the fundamental questions about work design have been answered. However, a global shift from manufacturing economies to service and knowledge economies has dramatically altered the nature of work in organizations. To keep pace with these important and rapid changes, work design theory and research is undergoing a transformation. We trace the highlights of two emerging viewpoints on work design: relational perspectives an…
Making Things Happen: A Model of Proactive Motivation
Being proactive is about making things happen, anticipating and preventing problems, and seizing opportunities. It involves self-initiated efforts to bring about change in the work environment and/or oneself to achieve a different future. The authors develop existing perspectives on this topic by identifying proactivity as a goal-driven process involving both the setting of a proactive goal (proactive goal generation) and striving to achieve that…
Taking Stock: Integrating and Differentiating Multiple Proactive Behaviors
The authors aimed to clarify the similarities, differences, and interrelationships among multiple types of proactive behavior. Factor analyses of managers’ self-ratings (N = 622) showed concepts were distinct from each other but related via a higher-order structure. Three higher-order proactive behavior categories were identified—proactive work behavior, proactive strategic behavior, and proactive person-environment fit behavior—each correspondin…
Putting job design in context: Introduction to the special issue
This special issue introduces new cross‐disciplinary, cross‐level, and cross‐cultural perspectives on job design. The authors examine job design from the viewpoints of organizational behavior, sociology, economics, corporate strategy, entrepreneurship, and evolutionary psychology. They consider job design in the context of interpersonal interactions, teams, leadership, networks, occupations, organizational structures, national cultures, and insti…
A multiple climates approach to understanding business unit effectiveness
We propose four theoretically competing climates that are important for business-unit performance: climates for external control, internal control, internal flexibility, and external flexibility. Using a sub-sample of 620 business units from multiple companies across different industries and countries, we identified mechanisms by which climates influence business performance, accounting for different stakeholder interests. Climate for external co…
White Body: Animating feminine pleasure
Link to Performance Following Luce Irigaray’s perspective that femininity ‘may be recovered only in secret, in hiding’ (1985a: 30), my paper investigates the relationship between the moving image screen, feminine pleasure and the body, through critical reflection as an artist film-maker on the plasticine animation White Body (2009): in this practice-as-research film, I manipulate modeling clay, sugar and dust with my fingers under the animation r…
Future work selves: How salient hoped-for identities motivate proactive career behaviors.
The term future work self refers to an individual's representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the future work self. An initial study with 2 samples (N = 397; N = 103) showed that future work self salience was distinct from established career concepts and positively related to individuals' proactive car…
Fuel of the self-starter: How mood relates to proactive goal regulation.
The authors consider how multiple dimensions of affect relate to individual proactivity. They conceptualized proactivity within a goal-regulatory framework that encompasses 4 elements: envisioning, planning, enacting, and reflecting. In a study of call center agents (N = 225), evidence supported the distinctiveness of the 4 elements of proactive goal regulation. Findings further indicated that high-activated positive mood was positively associate…
Four-quadrant investigation of job-related affects and behaviours
Emphasizing differences in activation as well as valence, six studies across a range of situations examined relations between types of job-related core affect and 13 self-reported work behaviours. A theory-based measure of affect was developed, and its four-quadrant structure was found to be supported across studies. Also consistent with hypotheses, high-activation pleasant affect was more strongly correlated with positive behaviours than were lo…
Beyond Motivation: Job and Work Design for Development, Health, Ambidexterity, and More
Much research shows it is possible to design motivating work, which has positive consequences for individuals and their organizations. This article reviews research that adopts this motivational perspective on work design, and it emphasizes that it is important to continue to refine motivational theories. In light of continued large numbers of poor-quality jobs, attention must also be given to influencing practice and policy to promote the effect…
Feedback seeking from peers: A positive strategy for insecurely attached team-workers
Feedback inquiry is a proactive behaviour that is instrumental for gaining information about job performance. However, feedback inquiry also has a social component, especially in the context of flexible team-work environments. Feedback inquiry implies interacting with others, suggesting that relational considerations might affect whether individuals accept and apply feedback to improve their performance. Drawing on this relational perspective, we…
Job Design
Job design concerns the content and organization of tasks and activities into jobs and roles, and includes individual‐ and group‐level characteristics such as autonomy, variety, significance, and demands. The way that jobs are designed can have a significant impact on employee job attitudes and behaviors. Early theories relevant to job enrichment and autonomous work groups have been expanded to keep pace with wider social and technological develo…
Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture
The Role of Leader Support in Facilitating Proactive Work Behavior: A Perspective From Attachment Theory
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 the inconsistent findings on the impact of leader support on employees’ proactive behavior, the auth…
Psychology (57 works) · Social Psychology (49 works) · Job Satisfaction and Organizational Behavior (42 works) · Computer Science (27 works) · Political science (24 works) · Social Psychology (24 works) · Knowledge management (17 works) · Engineering (14 works) · Proactivity (14 works) · Work (physics) (14 works)