Caroline Knight
Biographic Data
| ID | 6733076 |
|---|---|
| NAME | Caroline Knight |
| GIVEN NAMES | Caroline |
| FAMILY NAME | Knight |
| SIGNATURE | KNIGHT C |
| AFFILIATIONS | Curtin University |
| ORCID | 0009-0000-9485-344X |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 7 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2017 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 0 |
Hybrid work design profiles
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 …
Understanding and shaping the future of work with self-determination theory
When do job crafting interventions work? The moderating roles of workload, intervention intensity, and participation
How work redesign interventions affect performance
It is not yet clear whether work redesigns actually affect individual-, team- or organizational-level performance. In a synthesis of this literature, we conclude there is good overall evidence, with the most promising evidence at the individual level. Specifically, our systematic review assessed whether top-down work redesign interventions affect performance and, if so, why (mechanisms) and when (boundary conditions). We identified 55 heterogeneo…
Servant leadership
Research suggests that when leaders, as servant leaders, focus on their followers’ needs, this can have a positive effect on organizational functioning. Yet results are inconsistent in establishing the strength of the relationships, limiting understanding of the theoretical impact and practical reach of the servant leadership ( SL ) construct. Using a quantitative meta‐analysis based on 130 independent studies, the current research provides evide…
Leadership, creativity and innovation
This paper reports the most comprehensive meta-analytic examination of the relationship between leadership and both followers’ creative and innovative performance. Specifically, we examined 13 leadership variables (transformational, transactional, ethical, humble, leader-member exchange, benevolent, authoritarian, entrepreneurial, authentic, servant, empowering, supportive, and destructive) using data from 266 studies. In addition to providing ro…
Building work engagement
Low work engagement may contribute towards decreased well‐being and work performance. Evaluating, boosting and sustaining work engagement are therefore of interest to many organisations. However, the evidence on which to base interventions has not yet been synthesised. A systematic review with meta‐analysis was conducted to assess the evidence for the effectiveness of work engagement interventions. A systematic literature search identified contro…
No prominent works on this page.
Building work engagement
Low work engagement may contribute towards decreased well‐being and work performance. Evaluating, boosting and sustaining work engagement are therefore of interest to many organisations. However, the evidence on which to base interventions has not yet been synthesised. A systematic review with meta‐analysis was conducted to assess the evidence for the effectiveness of work engagement interventions. A systematic literature search identified contro…
Servant leadership
Research suggests that when leaders, as servant leaders, focus on their followers’ needs, this can have a positive effect on organizational functioning. Yet results are inconsistent in establishing the strength of the relationships, limiting understanding of the theoretical impact and practical reach of the servant leadership ( SL ) construct. Using a quantitative meta‐analysis based on 130 independent studies, the current research provides evide…
Leadership, creativity and innovation
This paper reports the most comprehensive meta-analytic examination of the relationship between leadership and both followers’ creative and innovative performance. Specifically, we examined 13 leadership variables (transformational, transactional, ethical, humble, leader-member exchange, benevolent, authoritarian, entrepreneurial, authentic, servant, empowering, supportive, and destructive) using data from 266 studies. In addition to providing ro…
When do job crafting interventions work? The moderating roles of workload, intervention intensity, and participation
How work redesign interventions affect performance
It is not yet clear whether work redesigns actually affect individual-, team- or organizational-level performance. In a synthesis of this literature, we conclude there is good overall evidence, with the most promising evidence at the individual level. Specifically, our systematic review assessed whether top-down work redesign interventions affect performance and, if so, why (mechanisms) and when (boundary conditions). We identified 55 heterogeneo…
Understanding and shaping the future of work with self-determination theory
Hybrid work design profiles
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 …
Job Satisfaction and Organizational Behavior (5 works) · Psychology (5 works) · Social Psychology (5 works) · Applied Psychology (3 works) · Management (3 works) · Work (physics) (3 works) · Engineering (2 works) · Job design (2 works) · Job performance (2 works) · Job satisfaction (2 works)