Nick Turner's research while affiliated with The University of Calgary and other places

Publications (85)

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Introduction: While there are numerous reviews of the research on the psychology of occupational safety, these studies provide weak guidance on where the research should go next. Accordingly, we introduce a simple framework for thinking about future research in this area: the adapting, adopting, and advancing change framework. This framework summar...
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Given the high human and economic costs of workplace safety, researchers and practitioners have paid increasing attention to how leadership behaviors relate to workplace safety. Previous research has demonstrated that leadership behaviors are important for workplace safety. In this meta-analysis, we extend our understanding of the leadership-workpl...
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Purpose The purpose of this qualitative review paper is to identify for practitioners ways of matching mentors and protégés to enhance the effectiveness of formal mentoring programs. Design/methodology/approach The paper qualitatively reviews the best available evidence of ways to match mentors and protégés to maximize mentorship outcomes. Findin...
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We investigate the extent to which transformational leadership behaviors enacted by team members—shared transformational leadership—relate to safety behaviors of team members, teams, and team leaders. We also consider the role of perceived organizational support in moderating the relationships between shared transformational leadership and safety b...
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To understand the relationship between employee performance and abusive reactions from supervisors, we examine the role of supervisors’ attributions about employees’ performance. Drawing on the fundamental attribution error, we argue that supervisors over-attribute lower levels of performance to employees’ internal factors (i.e., conscientiousness)...
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Introduction: This paper investigates how members of a culinary and hospitality arts program generate, share, and learn safety knowledge via social and identity mechanisms. Method: We conducted semi-structured interviews with 20 participants of varying roles and experience (i.e., students, culinary instructors, and restaurant chefs) in the culin...
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https://hbr.org/2021/07/when-someone-on-your-team-has-chronic-pain
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In this study, we examine the relationship between abusive supervision and employee retaliatory behaviours. We conceptualize retaliation as both in-kind retaliation (i.e., supervisor-directed aggression) and intensified retaliation (i.e., supervisor-directed violence) to abusive supervision. We explore whether organizational intolerance of aggressi...
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Introduction This study investigated the extent to which five human resource management (HRM) practices—systematic selection, extensive training, performance appraisal, high relative compensation, and empowerment—simultaneously predicted later organizational-level injury rates. Methods Specifically, the association between these HRM practices (ass...
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Introduction: The purpose of this study is to explore the relationship between parents' work-related injuries and their children's mental health, and whether children's work centrality - the extent to which a child believes work will play an important part in their life - exacerbates or buffers this relationship. Method: We argue that high work...
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Mentoring programmes are popular within organizations as well as educational institutions. Research has shown that mentoring can be an effective tool for employee career development broadly; however, there has been a relatively small amount of research on the effectiveness of mentoring as a tool for leadership development specifically. This paper r...
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Large segments of society stigmatize sex work as ‘dirty’ because of the moral dubiousness and physical danger associated with its conduct. Drawing on social exchange and self-determination theories, we investigated the relationship between perceptions of physical danger at work and desire to leave sex work as an occupation among 321 female sex work...
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Purpose This paper investigates the extent to which disability type contributes to differential evaluation of employees by managers. In particular, the authors examined managerial prejudice against 3 disability diagnoses (i.e. psychiatric, physical disability and pending diagnosis) compared to a control group in a return-to-work scenario. Design/m...
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We conducted 3 studies to investigate how poor quality sleep relates to work injuries. First, using a sample of employed people living in the United Kingdom (N = 4,238; Study 1), we found that poor quality sleep was related to more frequent workplace injuries via negative affect rather than cognitive failures. Second, we again compared parallel pat...
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Workplace aggression is a widespread phenomenon that has significant adverse consequences to individuals and organizations. In this chapter, we explore the key role of negative affect in the enactment and outcomes of workplace aggression. We review central theories that link aggression and affect: frustration-aggression hypothesis, stressor-emotion...
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We reviewed the literature on older workers and work-related injuries published between 2010 and 2019. A review of empirical research during this period yielded 63 original research articles meeting the inclusion criteria. Across these studies, we found differences in work-related injuries among older workers by occupation, and differences in atten...
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In this study, we test the widely held belief that young workers (aged 15-24) are less likely than adults (aged 25 and over) to speak up about safety concerns. Counter to this belief, and in line with age-related resource selectivity theory, we hypothesized that older workers would actually be less likely than younger workers to speak up about work...
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In this paper, we conceptualize and integrate a measure of political knowledge into the broader literatures on political behaviour, proactivity, and followership. Political knowledge refers to an individual's perceived understanding of the relationships, demands, resources, and preferences of an influential target, such as their leader. We examine...
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Injunctive safety norms (ISNs) refer to perceptions of others’ expectations of one’s safety-related conduct. Drawing on a sample of Canadian young workers (n = 11,986; M age = 17.90 years; 55% males), we study the relationships among four sources of non-work-related (i.e., parents, siblings, friends, teachers), two sources of work-related (i.e., su...
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The present study examines the self-reported frequency of non-lost work time workplace injuries ("microaccidents") and the frequency of three types of work-related safety behaviors (i.e., safety voice, safety compliance, and safety neglect) recalled over a four-week period. We analyzed data on microaccidents and safety behaviors from 19,547 young w...
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Introduction: Although notifying an employer of a lost-time work-related injury is a legal requirement in many jurisdictions, employees frequently do not report such injuries. Method: Based on data from 21,345 young part-time Canadian workers (55% male), we found that 21% of respondents had experienced at least one lost-time injury, with about h...
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We examined the relationship among having ideas about how to improve occupational safety, speaking up about them (safety voice), and future work-related injuries. One hundred fifty-five employed teenagers completed 3 surveys with a 1-month lag between each survey. We found that participants who were more likely to have ideas about how to improve oc...
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Using conservation of resources theory, we examined the relationship between intimate partner aggression enacted against heterosexual women and 3 types of work-related outcomes for these women: withdrawal while at work (i.e., cognitive distraction, work neglect), withdrawal from work (i.e., partial absenteeism, intentions to quit), and performance....
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We draw on conservation of resources theory (Hobfoll, 1989) to investigate in two studies the relationship between work–family interference (i.e., work–family conflict and family–work conflict) and workplace injuries as mediated by psychological distress. In Study 1, we use split survey data from a sample of UK health care workers (N = 645) to firs...
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Does dangerous work encourage young workers to speak up about their safety concerns? We conducted two experimental studies to test this question, with Hirschman's (1970) theory of behavioral responses to decline as a theoretical rationale. Study 1 (n= 159) manipulated two indicators of dangerous work - hazardous working conditions and experiencing...
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Introduction: This study examines young workers' responses to unsafe work through the lens of the exit, voice, patience, and neglect typology (Leck & Saunders, 1992). Method: In Canada, social marketing campaigns and high school curriculum concerning workplace safety for young workers promote the benefits of "speaking out" against dangerous work...
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How do individuals respond when they perceive that their family business has been built upon unethical business conduct? Drawing on an expanded version of Hirschman’s typology of generic responses to declining situations (Exit, Voice and Loyalty: Responses to Decline in Firms, Organizations, and States, Harvard University Press, Cambridge, MA, 1970...
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Purpose ‐ The purpose of this paper is to investigate leaders' use of humor as an expression of how they value themselves relative to others. The paper suggests that humor can minimize or exacerbate the status differences between leaders and followers. The paper hypothesizes that leaders' use of self- or in-group-deprecating humor would be positive...
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Previous research on the moral foundations of transformational leadership has focused primarily on stage of justice reasoning; this study focuses on developmental mode of care reasoning. Multilevel regression analyses were conducted on data coded from interviews with a sample of Canadian public sector managers (N = 58) and survey responses from the...
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The aim of this study was to explore whether work characteristics (job demands, job control, social support) comprising Karasek and Theorell's (1990) Job Demands-Control-Support framework predict employee safety performance (safety compliance and safety participation; Neal and Griffin, 2006). We used cross-sectional data of self-reported work chara...
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The relationship between employees’ perceptions of their managers’ transformational leadership style and employees’ psychological well-being was examined in two studies. In Study 1, trust in the leader fully mediated the positive relationship between perceptions of managers’ transformational leadership and employee psychological well-being in a cro...
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A model of pseudo-transformational leadership was tested in 4 experiments. Pseudo-transformational leadership is defined by self-serving, yet highly inspirational leadership behaviors, unwillingness to encourage independent thought in subordinates, and little caring for one's subordinates more generally. Study 1 (N = 167) used vignettes to differen...
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Purpose – Prior research has demonstrated the positive effects of high involvement work systems on various outcomes but none to date has conducted a comparative test of alternative, plausible models of these systems. This paper aims to address this issue. Design/methodology/approach – A test of five high involvement work system models was conducte...
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We conducted four studies to develop and validate measures of workplace safety-related behaviors relevant to young workers. The conceptual basis for this set of measures is a range of behavioral responses to deteriorating conditions (e.g., exit, voice, and loyalty, Hirschman, 1970; exit, voice, loyalty/patience, and neglect, Rusbult et al., 1982)....
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Successful postgraduate supervision is often dependent upon the quality of the relationship between postgraduates and their supervisors. This article reports on two studies that focus on grateful affect and grateful expression within low- and high-trust postgraduate–supervisor working relationships. In Study 1, a sample of Canadian postgraduates an...
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To examine the predictive effects of perceived injustice in two different interpersonal relationships (i.e., working relationship with a supervisor, romantic relationship with a partner) on aggression enacted in those relationships, we computed a series of multilevel regressions on 62 heterosexual couples with all 124 partners employed part-time an...
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The present study of 334 United Kingdom trackside workers tested an interaction hypothesis. We hypothesized, drawing on the job demands-resources framework, that perceived support for safety (from senior managers, supervisors, and coworkers) as job resources would weaken the relationship between higher job demands and more frequent hazardous work e...
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Reports an error in "Comparing perceived injustices from supervisors and romantic partners as predictors of aggression" by Kathryne E. Dupré, Nick Turner, Julian Barling and Chris B. Stride (Journal of Occupational Health Psychology, np). Advance online publication. doi: 10.1037/ a0020520), the order of authorship was listed incorrectly. The correc...
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We investigated the extent to which the safety performance (i.e., self-reported safety compliance and safety participation) of employees with 2 jobs was predicted by their respective supervisors' transformational leadership behaviors. We compared 2 within-person models: a context-specific model (i.e., transformational leadership experienced by empl...
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Social learning theory posits that one crucial way individuals learn how to behave is by observing and modeling the behavior of salient others. We conducted a short-term longitudinal study using multisource data on 183 teenaged ice hockey players (M age = 13.39 years) in 16 hockey teams to test the effects of 3 potentially salient leadership influe...
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This study investigated the determinants of team proactive performance amongst 43 shift teams from a UK chemical processing plant. Using external ratings of team proactive performance, the study found that the most proactive teams were those with higher levels of self-management, transformational team leaders, and a higher- than-average level of pr...
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Previous research on the moral foundations of transformational leadership has focused on a Kohlbergian (1969, 1976) ethic of justice. However, proposed associations between level of justice reasoning and transformational leadership have received only partial support. We reasoned that an ethic of care would be more consistent with the nature of tran...
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This research examines how the meaning of risk, safety, and accidents are constructed in a military context. We compare meanings of these constructs among members working for three organizations (Health and Safety Executive, Ministry of Defence, and Royal Marine Commandos) jointly responsible for planning and executing “safe” military training and...
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We introduce the construct of loving one's job as an overlooked, but potentially informative, construct for organizational research. Following both empirical findings and theoretical developments in other domains we suggest that love of the job comprises a passion for the work itself, commitment to the employing organization, and high-quality intim...
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Social scientific perspectives on occupational safety largely characterize it as a disembodied, tangible, and easily quantifiable phenomenon. Recent research efforts have focused on exploring organizational conditions that predict occupational safety outcomes, resulting in top-down, often de-contextualized prescriptions about how to control safety...
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In the present study, we modeled 2 sources of safety support (perceived organizational support for safety and perceived coworker support for safety) as predictors of employee safety voice, that is, speaking out in an attempt to change unsafe working conditions. Drawing on social exchange and social impact theories, we hypothesized and tested a medi...
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Limited research exists on the structure and correlates of apologies from leaders in organizations to their employees ("leader apologies"). In Study 1, we developed a 5-factor model of a complete leader apology from critical incident data (n = 113): accepting responsibility, admitting damage, expressing remorse, offering recompense, and suggesting...
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Using panel data from three Canadian provinces, this article examines the relationship between the de-marketing of tobacco products through provincial-level price increases and consumers’ attempts to quit smoking as measured by the uptake of tobacco replacement therapies. We ground our hypotheses in the rational addiction model and the theory of...
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We develop and test a model of pseudo-transformational leadership. Pseudo-transformational leadership (i.e., the unethical facet of transformational leadership) is manifested by a particular combination of transformational leadership behaviors (i.e., low idealized influence and high inspirational motivation), and is differentiated from both transfo...
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The authors investigate the relationship between employee perceptions of surface-and deep-level dissimilarity and within-team perspective taking. Results suggest that the more dissimilar employees perceive themselves to be from their fellow team members in terms of their work style, the less their perspective taking (i.e., lower positive attributio...
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Two studies investigated the relationship between transformational leadership, the meaning that individuals ascribe to their work, and their psychological well-being. In Study 1, the perceptions of meaningful work partially mediated the relationship between transformational leadership and positive affective well-being in a sample of Canadian health...
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This study explored the relationship between group norms for drinking and two indicators of student performance. Based on data from 96 undergraduate students (mean age = 22 years) living in 21 student houses, the multilevel hypotheses that (a) house alcohol climate is associated with student alcohol consumption, (b) student alcohol consumption is a...
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Purpose – This article aims to provide a quantitative review of the range and effects of human resource management (HRM) practices in the North American automotive industry. Design/methodology/approach – A total of 14 studies provided data for an employee-level meta-analysis of the relationships comprising high performance work systems in the autom...
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The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and cowork...
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Using a sample of U.K. wire makers (N = 282), the authors tested a model in which personality and work environment antecedents affect proactive work behavior via cognitive-motivational mechanisms. Self-reported proactive work behaviors (proactive idea implementation and proactive problem solving) were validated against rater assessments for a subsa...
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This empirical investigation showed that contrary to the popular notion that apologies signify weakness, the victims of mistakes made by leaders consistently perceived leaders who apologized as more transformational than those who did not apologize. In a field experiment (Study 1), male referees who were perceived as having apologized for mistakes...
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This study investigated job demands and job control as predictors of safety citizenship role definition, that is, employees' role orientation toward improving workplace safety. Data from a survey of 334 trackside workers were framed in the context of R. A. Karasek's (1979) job demands-control model. High job demands were negatively related to safet...
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The authors investigated predictors of supervisor-targeted workplace aggression among 105 "moonlighters" (employed adults who work 2 jobs, each with a different supervisor), as a way of examining the relative role played by within-subject situational differences and between-subjects individual differences. Individual difference variables (self-este...
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We conducted a pre-test/post-test quasi-experiment with swimming pool supervisors (n = 18) and their swim instructors (n = 39) to test whether a safety-specific transformational leadership training intervention for supervisors affected instructors' safety behaviors. Results from the experimental group (10 supervisors, 26 instructors) indicated that...
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Background and Chapter OverviewCore FeaturesDispersionTechnology-mediated CommunicationMedia Richness and ‘Cues-filtered-out’Nature and Context of the TeamKey Collaborative ProcessesSummary and Conclusions Theoretical and Practical ImplicationsGaps in the Literature and Future ResearchAcknowledgementsReferences
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IntroductionIndividual Work PerformanceWork DesignWork Design and Individual WorkPerformance: Empirical StudiesDeveloping the Research Agenda and a Proposed ModelConclusion AcknowledgementReferences
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Understanding exactly what constitutes transformational leadership aids in knowing precisely why transformational leadership might enhance well-being. We have organized our discussion here into several parts. First, we define well-being. Second, we outline both the nature of transformational leadership and the rich background of research that has d...
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Terms such as moral and ethical leadership are used widely in theory, yet little systematic research has related a sociomoral dimension to leadership in organizations. This study investigated whether managers' moral reasoning (n = 132) was associated with the transformational and transactional leadership behaviors they exhibited as perceived by the...