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"Parker, Sharon"
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Reorienting job crafting research
Two dominant perspectives of job crafting—the original theory from Wrzesniewski and Dutton (2001) and the job demands resources perspective from Tims, Bakker, and Derks (2012)—remain separate in research. To synthesize these perspectives, we propose a three-level hierarchical structure of job crafting, and we identify the aggregate/superordinate nature of each major job crafting construct. The first level of the structure is job crafting orientation, or approach versus avoidance crafting, which we argue is an essential yet often neglected distinction in the literature. We address the debate surrounding cognitive crafting and identify crafting form (behavioral versus cognitive crafting) as the next hierarchical level of constructs. Finally, we concur that job resources and job demands, or crafting content, capture different ways that individuals craft their jobs. Using this integrated hierarchical structure, we were able to review antecedents and outcomes from both perspectives. We show, for example, that approach crafting in its behavioral form is very similar to other proactive behaviors in the way it functions, suggesting a need for closer synthesis with the broader proactive literature, whereas avoidance crafting appears to be less proactive and often dysfunctional. On the basis of our review, we develop a road map for future research.
Journal Article
How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis
The role of social context (e.g., leadership, team climate, and organizational support) in shaping employee proactive behavior has received considerable attention and has been investigated across multiple forms of proactive behavior. However, the research has not been well integrated. In this review, we adopt a multilevel approach to synthesize what is known about how social context factors influence employees’ proactive behavior, as well as what mechanisms underpin these effects. Our analyses show that leader-, team-, and organization-related social context factors mainly influence employee proactivity through shaping “reason to,” “can do,” and “energized to” states (i.e., proactive motivational states) via individual-, team-, and cross-level processes. That has been most frequently investigated is the effect of the discretionary social context, particularly leadership, on proactive behavior. We also review the interaction effects between social context factors and other factors on employee proactive behavior and found inconsistent support for the motivational-fit perspective that stimuli with the same directions enhance each other’s effect. We offer a research agenda to advance theoretical insights on this important topic.
Journal Article
Does daily proactivity affect well-being? The moderating role of punitive supervision
Proactive behavior (self-initiated and future-oriented actions to bring about change) has largely positive consequences for organizationally oriented outcomes such as job performance. Yet the outcomes of proactivity from a well-being perspective have not been clearly considered. Drawing on self-determination theory and the stressor-detachment model, we propose two distinct paths by which proactivity affects individuals’ daily well-being. The first path is an energy-generating pathway in which daily proactive behavior enhances end-of-work-day vitality via perceived competence. The second is a strain pathway in which daily proactive behavior generates anxiety at work, which undermines the process of detachment from work. We argue that these pathways are shaped by the extent to which supervisors are prone to blaming employees for their mistakes (punitive supervision). We tested this model using a sample of 94 employees who completed surveys three times a day for between 5 and 7 days. Our multilevel analyses provide support for the proposed dual-pathway model and suggest differential well-being outcomes of daily proactive work behavior. Overall, when an individual behaves proactively at work, they are more likely to experience higher levels of daily perceived competence and vitality. However, these positive effects can exist in parallel with daily negative effects on end-of-workday anxiety, and hence bedtime detachment, but only when the supervisor is perceived to be punitive about mistakes.
Journal Article
Design Work to Prevent Burnout
Managers are responsible for keeping employee morale and productivity high. Yet when they try to reduce burnout and improve worker well-being, many report not knowing where to start or what to do. Absent clear solutions, they tend to focus on fixing the person, such as by offering the overworked employee productivity tips and encouragement to assert healthy boundaries, or providing stressed-out workers with training in mindfulness techniques or yoga classes at lunchtime. However, fix-the-worker strategies do little to resolve stress caused by long hours and unreasonable workloads. But herein lies the challenge: Really improving work design requires leaders to consider more than three dozen positive and negative work characteristics. This level of detail enables them to gain a nuanced understanding of work design, but deciding which characteristics are most important to address can be overwhelming. Furthermore, the two most common models for designing work are difficult to apply and are incomplete in crucial ways.
Journal Article
Understanding and shaping the future of work with self-determination theory
Self-determination theory has shaped our understanding of what optimizes worker motivation by providing insights into how work context influences basic psychological needs for competence, autonomy and relatedness. As technological innovations change the nature of work, self-determination theory can provide insight into how the resulting uncertainty and interdependence might influence worker motivation, performance and well-being. In this Review, we summarize what self-determination theory has brought to the domain of work and how it is helping researchers and practitioners to shape the future of work. We consider how the experiences of job candidates are influenced by the new technologies used to assess and select them, and how self-determination theory can help to improve candidate attitudes and performance during selection assessments. We also discuss how technology transforms the design of work and its impact on worker motivation. We then describe three cases where technology is affecting work design and examine how this might influence needs satisfaction and motivation: remote work, virtual teamwork and algorithmic management. An understanding of how future work is likely to influence the satisfaction of the psychological needs of workers and how future work can be designed to satisfy such needs is of the utmost importance to worker performance and well-being.
Journal Article
New directions for exploring the consequences of proactive behaviors
This special issue introduces new directions for exploring the consequences of proactive behaviors. The authors summarize the new scopes of consequences, new social contexts, and new methods in this exploration. They also identify several limitations of the existing literature and call for more future research in this stream.
Journal Article
Barriers and facilitators to the participation and engagement of primary care in shared-care arrangements with community mental health services for preventive care of people with serious mental illness: a scoping review
Background
People with serious mental illness die about 20 years earlier than the general population from preventable diseases. Shared-care arrangements between general practitioners and mental health services can improve consumers’ access to preventive care, but implementing shared care is challenging. This scoping review sought to describe current evidence on the barriers and facilitators to the participation and engagement of primary care (specifically general practitioners) in shared-care arrangements with community mental health services for preventive health care of this population.
Methods
We searched Medline, Embase, CINAHL, Scopus, APA PsychINFO and EBM Reviews from 2010 to 2022. Data was extracted against a Microsoft Excel template developed for the review. Data was synthesised through tabulation and narrative methods.
Results
We identified 295 records. After eligibility screening and full-text review, seven studies were included. Facilitators of engagement included a good fit with organisation and practice and opportunities to increase collaboration, specific roles to promote communication and coordination and help patients to navigate appointments, multidisciplinary teams and teamwork, and access to shared medical/health records. Barriers included a lack of willingness and motivation on the part of providers and low levels of confidence with tasks, lack of physical structures to produce capacity, poor alignment of funding/incentives, inability to share patient information and challenges engaging people with severe mental illness in the service and with their care.
Conclusion
Our results were consistent with other research on shared care and suggests that the broader literature is likely to be applicable to the context of general practitioner/mental health services shared care. Specific challenges relating to this cohort present difficulties for recruitment and retention in shared care programs. Sharing “goals and knowledge, mutual respect” and engaging in “frequent, timely, accurate, problem-solving communication”, supported by structures such as shared information systems are likely to engage primary care in shared care arrangements more than the traditional focus on incentives, education, and guidelines.
Journal Article
The Loneliness of the Hybrid Worker
Preserving privacy while sharing data is a complex challenge for organizations. Differential privacy (DP) is a technology that can help protect data, but its implementation can be difficult. However, organizations can still improve their privacy protections by adopting some principles of DP, such as adding statistical noise to their data products. This article explores the benefits and drawbacks of remote work, particularly in terms of social connections and loneliness. While remote work offers flexibility and reduced commuting stress, it can lead to less dynamic communication and a sense of isolation. The research conducted among hybrid workers in Western Australia suggests that in-office interactions, especially with colleagues, can improve job satisfaction and reduce loneliness. Support from colleagues, rather than managers, is vital in combating loneliness. Managers can promote supportive collegial relationships by allowing autonomy in scheduling work, refraining from closely monitoring workers, setting up peer buddy systems, and promoting socializing in the office. Overall, hybrid work can offer the best of both worlds if organizations prioritize support and social connections for their employees.
Journal Article
Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture
Overqualification is a form of underemployment wherein people have more skills, experience, knowledge, and abilities than required for a job. Past research has shown that overqualification is negatively related to subjective well-being at work, such as lower job satisfaction. To mitigate this negative impact, drawing on a job design perspective, the authors proposed that job autonomy can buffer overqualification’s negative effects. Based on the model of culture fit in managerial practice, as well as regulatory fit theory, the authors further proposed that the buffering effects of job autonomy apply only to employees from individualistic (vs. collectivistic) cultures. Data from the 5th European Working Conditions Survey were analyzed. Results of a two-level multilevel modeling analysis showed a three way interaction between overqualification, job autonomy, and national culture in predicting subjective well-being at work. Job autonomy buffered the negative effects of overqualification on subjective well-being at work, but only in individualistic cultures.
Journal Article