`That is my job'
By Sharon K. Parker. 2007
153 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/ae3fce8a272ffb451a6950485d2195e78eb88ba9
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Organizational Behavior and Human Resource Management
- Thomas W. H. Ng
- D. Feldman
- Lei Vincent Huang
- Melissa Carsten
- Mary Uhl‐Bien
- Inmaculada Beltrán Martín
- A. B. E. Tena
- V. R. Puig
Citations in the corpus
- Idiosyncratic Deals and Voice Behavior (2015, background): “Specifically, although employees may actually increase their own work load when they expand their work role definitions (Bolino & Turnley, 2005; Morrison, 1994), they do so to help organizations expand their production capacity (Kadmar, McAllister, & Turban, 2006; Parker, 2000, 2007).”
- The Relationships between Organizational Climate, Innovative Behavior and Job Performance of Teachers (2015, background): “Parker (2007) determined that JP can be boosted when employees see their roles in different ways and those with highest performance have high autonomy.”
- The relationship between high performance work systems and employee proactive behaviour: role breadth self-efficacy and flexible role orientation as mediating mechanisms (2017, background): “Because FRO refers to employees’ beliefs about their role, it can be altered in response to change in the external conditions (Parker, 2007).”
- Leader perceptions and motivation as outcomes of followership role orientation and behavior (2018, methodology): “, 2014) by applying a role orientation approach (Parker, 2007; Parker et al., 1997) to the study of followership.”
- Followership theory: A review and research agenda ☆ (2014, background): “For example, Shalit, Popper, and Zakay (2010) suggested that there was an interaction between charismatic leaders' motives and followers' personality characteristics.”
- Making Change Happen (2013, background): “Discretion signals to employees that they have the ability and opportunity to take on broader roles and integrate more tasks into their work roles if they choose to do so (Morgeson, Delaney-Klinger, & Hemingway, 2005; Parker, 2007).”