Nick Turner
University of Calgary
100 Papers
630 Citations
Nick Turner is an academic researcher from University of Calgary. The author has contributed to research in topics: Transformational leadership & Poison control. The author has an hindex of 34, co-authored 80 publications. Previous affiliations of Nick Turner include Queen's University & University of Manitoba.
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Papers
Modeling the Antecedents of Proactive Behavior at Work
TL;DR: Using a sample of U.K. wire makers, a model in which personality and work environment antecedents affect proactive work behavior via cognitive-motivational mechanisms was tested and positive self-reported proactive work behaviors were validated against rater assessments.
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Transformational leadership and psychological well-being: the mediating role of meaningful work.
TL;DR: The results of these studies support and add to the range of positive mental health effects associated with transformational leadership and are suggestive of interventions that organizations can make to improve well-being of workers.
Predicting workplace aggression: A meta-analysis.
M. Sandy Hershcovis,Nick Turner,Julian Barling,Kara A. Arnold,Kathryne E. Dupré,Michelle Inness,Manon Mireille LeBlanc,Niro Sivanathan +7 more
TL;DR: A meta-analysis of 57 empirical studies concerning enacted workplace aggression shows that both individual and situational factors predict aggression and that the pattern of predictors is target specific.
Transformational leadership and moral reasoning.
TL;DR: Analysis of covariance indicated that managers scoring in the highest group of the moral-reasoning distribution exhibited more transformational leadership behaviors than leaders scored in the lowest group, and there was no relationship between moral- Reasoning group and transactional leadership behaviors.
452
Designing a safer workplace: importance of job autonomy, communication quality, and supportive supervisors.
Sharon K. Parker,Carolyn Axtell,Nick Turner +2 more
- 01 Jul 2001
TL;DR: The study suggests that work characteristics are important antecedents of safe working, and organizational commitment fully mediated the effect of job autonomy on safe working and partially mediated the effects of communication quality.
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