Sharon K Parker

Summary

Affiliation: Australian Graduate School of Management

Publications

  1. ncbi request reprint What is so bad about a little name-calling? Negative consequences of gender harassment for overperformance demands and distress
    Sharon K Parker
    Australian Graduate School of Management, University of New South Wales, Sydney
    J Occup Health Psychol 7:195-210. 2002
  2. ncbi request reprint Minimizing strain and maximizing learning: the role of job demands, job control, and proactive personality
    S K Parker
    Institute of Work Psychology, University of Sheffield, United Kingdom
    J Appl Psychol 84:925-39. 1999
  3. ncbi request reprint Designing a safer workplace: importance of job autonomy, communication quality, and supportive supervisors
    S K Parker
    Australian Graduate School of Management, The University of New South Wales, Sydney
    J Occup Health Psychol 6:211-28. 2001
  4. ncbi request reprint Longitudinal effects of lean production on employee outcomes and the mediating role of work characteristics
    Sharon K Parker
    Australian Graduate School of Management, The University of New South Wales and the University of Sydney, Australia
    J Appl Psychol 88:620-34. 2003
  5. ncbi request reprint Modeling the antecedents of proactive behavior at work
    Sharon K Parker
    Australian Graduate School of Management, The University of New South Wales, Sydney, NSW, Australia
    J Appl Psychol 91:636-52. 2006
  6. doi request reprint Future work selves: how salient hoped-for identities motivate proactive career behaviors
    Karoline Strauss
    Institute of Work Psychology, University of Sheffield, Mushroom Lane, Sheffield S10 2TN, United Kingdom
    J Appl Psychol 97:580-98. 2012
  7. doi request reprint Learning and development: promoting nurses' performance and work attitudes
    Anya Johnson
    Australian School of Business, The University of New South Wales, Sydney, New South Wales, Australia
    J Adv Nurs 67:609-20. 2011
  8. doi request reprint Leader vision and the development of adaptive and proactive performance: a longitudinal study
    Mark A Griffin
    Institute of Work Psychology, University of Sheffield, Sheffield S10 2TN, United Kingdom
    J Appl Psychol 95:174-82. 2010

Detail Information

Publications8

  1. ncbi request reprint What is so bad about a little name-calling? Negative consequences of gender harassment for overperformance demands and distress
    Sharon K Parker
    Australian Graduate School of Management, University of New South Wales, Sydney
    J Occup Health Psychol 7:195-210. 2002
    ..A lack of perceived support for equal deployment of women police was associated with OPD for women,and family --> work conflict was a significant predictor of OPD for both men and women...
  2. ncbi request reprint Minimizing strain and maximizing learning: the role of job demands, job control, and proactive personality
    S K Parker
    Institute of Work Psychology, University of Sheffield, United Kingdom
    J Appl Psychol 84:925-39. 1999
    ..These results show (a) that demands and control can influence learning as proposed in the dynamic version of the demands-control model and (b) that proactive personality plays an important moderating role...
  3. ncbi request reprint Designing a safer workplace: importance of job autonomy, communication quality, and supportive supervisors
    S K Parker
    Australian Graduate School of Management, The University of New South Wales, Sydney
    J Occup Health Psychol 6:211-28. 2001
    ..The study suggests that work characteristics are important antecedents of safe working...
  4. ncbi request reprint Longitudinal effects of lean production on employee outcomes and the mediating role of work characteristics
    Sharon K Parker
    Australian Graduate School of Management, The University of New South Wales and the University of Sydney, Australia
    J Appl Psychol 88:620-34. 2003
    ..The study also shows the longitudinal effects of these work characteristics on psychological outcomes. Implications for lean production, work design, and employee well-being are discussed...
  5. ncbi request reprint Modeling the antecedents of proactive behavior at work
    Sharon K Parker
    Australian Graduate School of Management, The University of New South Wales, Sydney, NSW, Australia
    J Appl Psychol 91:636-52. 2006
    ..In further support of the model, the cognitive-motivational processes for proactive work behavior differed from those for the more passive outcome of generalized compliance...
  6. doi request reprint Future work selves: how salient hoped-for identities motivate proactive career behaviors
    Karoline Strauss
    Institute of Work Psychology, University of Sheffield, Mushroom Lane, Sheffield S10 2TN, United Kingdom
    J Appl Psychol 97:580-98. 2012
    ..Together the studies suggest the power of future work selves as a motivational resource for proactive career behavior...
  7. doi request reprint Learning and development: promoting nurses' performance and work attitudes
    Anya Johnson
    Australian School of Business, The University of New South Wales, Sydney, New South Wales, Australia
    J Adv Nurs 67:609-20. 2011
    ..This paper is a report of a study of the relations of coaching and developing clinical practice on nurses' work place attitudes and self-reported performance, as mediated by role breadth self-efficacy and flexible role orientation...
  8. doi request reprint Leader vision and the development of adaptive and proactive performance: a longitudinal study
    Mark A Griffin
    Institute of Work Psychology, University of Sheffield, Sheffield S10 2TN, United Kingdom
    J Appl Psychol 95:174-82. 2010
    ..The findings provide insight into the interaction between leaders and followers in responding to a change imperative...