Professor Polly Parker

Associate Dean (Academic)

Faculty of Business, Economics and Law
p.parker@business.uq.edu.au
+61 7 334 68059

Overview

Polly researches in the fields of career management and development. peer coaching, leadership development and human resource development

Polly has established a national and international reputation in the fields of career management and development, peer coaching, leadership development, and human resource development. This is based on a successful research program and international publications in Journal of Vocational Behavior, Journal of Organization Behavior, Academy of Management Learning and Education (all ERA -A*), Human Relations & IJHRM (ERA – A). Her international reputation is demonstrated in several ways: invitations to deliver key note addresses at national and international conferences such as the most recent, to the 3rd International Conference on advanced research in careers, entitled “New work, new employment, new careers”. (Bordeaux, May 2010); journal reviews including Journal of Vocational Behavior, Human Relations; Editorial Board membership for International Association of Education and Vocational Guidance, University of Auckland Business Review; sustained experience as convenor of the careers sub-theme of European Group of Organisation Studies (EGOS) conferences; invitation to participate in the 5Continents International Careers Research, and as one of three members of the international steering committee to include the Careers sub-theme as a Standing Working Group at EGOS. These examples reflect the integration of teaching activity, service to the profession and research outputs. Specifically, she has developed a systematic and coherent research program around the following overlapping themes:

Peer Coaching Examining the nature of peer coaching as a developmental tool that accelerates career learning and facilitates leadership development. Peer coaching is distinguished from mentoring while providing many of the psycho-social benefits.

Intersection of career and leadership development Career development and leadership development are complementary fields that both emphasise holism, learning from experience and meaning –making for the actors concerned. The connection between the two is an underdeveloped area of research yet one that has the potential for mutual advantage.

Intelligent Career Management Career development and leadership development are complementary fields that both emphasise holism, learning from experience and meaning –making for the actors concerned. The connection between the two is an underdeveloped area of research yet one that has the potential for mutual advantage.

Qualifications

  • Doctor of Philosophy, The University of Auckland
  • Master of Philosophy, The University of Auckland
  • Diploma of Teaching, University of Canterbury
  • Diploma of Physical Education, University of Otago

Publications

View all Publications

Publications

Book

  • Parker, Polly, Hall, Douglas T., Kram, Kathy E. and Wasserman, Ilene C. (2018). Peer coaching at work: principles and practices. Stanford CA, United States: Stanford University Press. doi: 10.1515/9781503605060

Book Chapter

  • Parker, Polly and Arthur, Michael B. (2015). Intelligent career card sort. Career Assessment: Qualitative Approaches. (pp. 161-168) edited by Mary McMahon and Mark Watson. Rotterdam, The Netherlands: Sense Publishers. doi: 10.1007/978-94-6300-034-5_19

  • Parker, Polly and Roan, Amanda (2015). Organisational perspectives on women's career: disappointments and opportunities. Women's career development throughout the lifespan: An international exploration. (pp. 66-76) edited by Jenny Bimrose, Mary McMahon and Mark Watson. Abingdon, Oxon, United Kingdom: Routledge. doi: 10.4324/9780203587898-14

  • Parker, Polly (2013). Career development. Australian Master Human Resources Guide. (pp. 507-533) Sydney, NSW, Australia: C C H Australia.

  • Inkson, Kerr and Parker, Polly (2011). Eco-careers: Expressing green values in working lives. Readings in HRM and Sustainability. (pp. 22-35) edited by Marilyn Clarke. Prahran, VIC, Australia: Tilde University Press.

  • Parker, Polly (2011). Qualitative career assessment. Career counseling and constructivism: elaboration of constructs. (pp. 131-144) edited by Mary McMahon and Mark Watson. New York, NY, United States: Nova Science Publishers.

  • Parker, Polly (2011). Qualitative careers research. Career counseling and constructivism: elaboration of constructs. (pp. 131-144) edited by Mary McMahon and Mark Watson. New York, NY, United States: Nova Science Publishers.

  • Armstrong, L. and Parker, P. (2008). Career development. Australian Master Human Resources Guide. (pp. 493-516) edited by J. Stafford. North Ryde, NSW, Australia: CCH Australia.

  • Parker, H. L. P. (2006). Card sorts: Constructivist assessment tools. Career Counselling: Constructivist Approaches. (pp. 176-186) edited by Mary McMahon and Wendy Patton. London ; New York: Routledge.

  • Armstrong, L. and Parker, P. (2006). Career Development. Australian Master Human Resources Guide. (pp. 453-477) edited by Macquarie Graduate School of Management and Baker & McKenzie. North Ryde, NSW: CCH Australia.

  • Parker, P. (2002). Creativity in Contract Workers' Careers. Career creativity : explorations in the remaking of work. (pp. 123-141) edited by Maury A. Peiperl, Michael B. Arthur and N. Anand. Oxford ; New York: Oxford University Press.

  • Arthur, M. B., Amundson, N. and Parker, P. (2002). The development and application of the intelligent career card sort. The Compass of Career. (pp. x-x) Denmark: Civilkonomerne (The Danish Organisation for Management and Business Economics).

Journal Article

Conference Publication

PhD and MPhil Supervision

Completed Supervision