Intervening to Enhance Proactivity in Organizations: Improving the Present or Changing the Future

By K. Strauss, Sharon K. Parker. 2018

127 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/38ecff1423652bfe843ff511501e08f153d29aae

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. P. M. Bal
2. Caroline Knight
3. J. Dawson

In Organizational Behavior and Human Resource Management

1. J. Dawson
2. P. M. Bal
3. Malcolm Patterson
4. Caroline Knight
5. E. Dóci
6. Violet T. Ho
7. Dejun Kong
8. Alyssa K. McGonagle

In Social Psychology

1. P. M. Bal
2. Malcolm Patterson
3. Caroline Knight
4. E. Dóci
5. J. Dawson

Citations in the corpus

• Neoliberal ideology in work and organizational psychology (2018, background): “Social engineering entails the notion that reality and societal relations can be changed through interventions (e.g., Kooij et al., 2017; Strauss & Parker, 2018), and that in the absence of fairness, the WOP researcher should engage in research and collaborative activity with practitioners and…”
• Work engagement interventions can be effective: a systematic review (2019, background): “…or train, proactivity through other kinds of training and development programmes such as problem-focused interventions, where aspects of the current work environment are changed, or vision-focused interventions, where individuals work towards future work goals (e.g. Strauss & Parker, 2018).”