Beyond motivation: job and work design for development, health, ambidexterity, and more.

By Sharon K. Parker. Annual Review of Psychology, 2014

626 citations recorded by the source corpus.

Subfields: Management Science and Operations Research, Organizational Behavior and Human Resource Management, Radiological and Ultrasound Technology

View Paper: https://www.semanticscholar.org/paper/d99a63edd618e06ae260009c1b6a170db7108dfd

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In Management Science and Operations Research

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Personality change via work: a job demand–control model of Big-five personality changes (2016, background): “Work design has usually been regarded as a motivational tool to shape employees’ work behavior or an approach to facilitate employees’ occupational health (Parker, 2014).”
Different motivations for knowledge sharing and hiding: The role of motivating work design (2019, background): “All rights reserved. management and organizational learning (Collins & Smith, 2006; Riege, 2005) as jobs are becoming more complex and require problem solving and innovative thinking (Parker, 2014).”
Achieving Effective Remote Working During the COVID‐19 Pandemic: A Work Design Perspective (2020, background): “Work design refers to the content and organization of work tasks, activities, relationships, and responsibilities (Parker, 2014).”
Applying Social Psychology to Prevent Careless Responding during Online Surveys (2018, methodology): “This would follow directly from work design theory (e.g. Parker, 2014).”
When and Why People Engage in Different Forms of Proactive Behavior: Interactive Effects of Self-construals and Work Characteristics (2017, background): “Scholars also have theorized about the long-term effects of work design on identity development (Parker, 2014).”
Advancing the Psychology of Entrepreneurship: A Review of the Psychological Literature and an Introduction (2016, background): “…organisational psychology to investigate interactions between work and organizational characteristics, cognitive-motivational and affect-related processes, and pro-active work behaviour as an extension of traditional research on job stress and work design (Bakker & Demerouti, 2014; Parker, 2014).”
Safety Climate in Organizations (2016, neutral): “Literature reviews of job design (Parker, 2014) have identified a number of work-related attributes promoting such engagement (Macey & Schneider, 2008; Simpson, 2009).”
The future of employee development (2019, background): “Several studies show that job autonomy is more responsible than any other job characteristic for providing individuals with the opportunity to learn (see review by Parker, 2014).”
Expanding the Impact of the Psychology of Working: Engaging Psychology in the Struggle for Decent Work and Human Rights (2019, methodology): “…that the impact of precariousness at the workplace has an aversive effect on the capacity for work to fulfill natural strivings for selfdetermination, particularly for individuals who are marginalized from decent work (Blustein, in press; Kalleberg & Vallas, 2017; Parker, 2014; Ryan & Deci, 2000).”