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This study examined the influence of job demands (role ambiguity, role conflict, role overload and dangerousness) and job resources (job variety, supervisor structure and training views) on employee perceptions of procedural justice, general perceptions of distributive justice, and specific perceptions of distributive justice. Using a sample of 160 employees at a high‐security prison, the regression analyses found that only demands of role conflict was inversely correlated with procedural justice and both distributive justice measures. Role ambiguity was inversely related to procedural but was not related to either dimension of distributive justice. Furthermore, dangerousness was inversely associated with distributive justice (both general and specific), but it was not correlated with procedural justice. Among the job resources, job variety was positively associated with procedural and both distributive justice measures. Supervisor structure was predictive of procedural but not distributive justice. Role overload, and training views had non‐significant relationships with all the justice measures.

The 21st century has been overwhelmed by pressure for alternative methods of responding to crime and punishment. Diminishing resources at all levels of government necessitate that criminal justice agencies examine [...]

To authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1468-2311.2010.00606.x Byline: ERIC G. LAMBERT (1), NANCY L. HOGAN (2), SHANHE JIANG (3) Keywords: correctional staff; job burnout; instrumental communication; formalisation; input into decision making Abstract: Abstract: In any nation, correctional staff are the greatest asset of any correctional facility. In an era where rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work environment to ensure worker stability. The research indicates that job burnout is a negative response that is influenced by the work environment. This study examined the effects of organisational structure on emotional burnout among correctional staff at a state-run prison. Promotional opportunity, integration, formalisation, instrumental communication, and input into decision making are the major forms of organisational structure. In addition to the above forms of organisational structure, the amount of daily contact and the personal characteristics of tenure, position, educational level, race, age, gender, and supervisory status were included as independent variables. In a multivariate analysis, supervisory status, degree of inmate contact, promotional opportunity, formalisation, instrumental communication, and input into decision making all had statistically significant associations with emotional burnout. The results support the postulation that organisational structure influences the emotional burnout of correctional staff. Author Affiliation: (1)Professor of Criminal Justice, Department of Criminal Justice, Wayne State University, Detroit, USA (2)Professor of Criminal Justice and Graduate Co-ordinator, School of Criminal Justice, Ferris State University, Big Rapids, USA (3)Professor of Criminal Justice, Department of Criminal Justice, University of Toledo, Toledo, USA Article History: Date submitted: August 2009Date accepted: November 2009

Correctional institutions rely on staff to accomplish a variety of tasks and objectives to ensure the safety and security of society. A significant body of research has focused on characteristics and attitudes of correctional staff to uncover positive work outcomes. One area that rarely appears in the correctional literature is organizational citizenship behavior (OCB), which refers to those prosocial work behaviors in which employees engage that reflect extra effort and benefit the organization. This study examined the influence of work environment variables (i.e., organizational commitment, job stress, and job involvement) and individual-level characteristics on OCB. The results indicate that organizational citizenship behavior is affected by both organizational commitment and job stress. Findings are discussed in terms of possible policy implications for correctional organizations as well as the need to examine further the reciprocal nature of the employee/employer relationship. Keywords: correctional officers; job stress; organizational commitment; prison environments

Correctional staff are the heart and soul of any correctional facility. While there was a significant body of research on the impact of the work environment on correctional staff, this study sought to expand that knowledge by examining the effects of distributive and procedural justice on correctional staff job stress, job satisfaction, and organizational commitment. Multivariate models were estimated. Both forms of organizational justice had negative effects on job stress and organizational commitment; however, only procedural justice, but not distributive justice, had a significant impact on job satisfaction.

The article focuses on the public anxiety about the coronavirus pandemic illustrates the general concern about infectious diseases. It mentions that inmates, especially jail inmates, tend to have higher levels of health problems that require medical treatment compared to the general public. It also mentions that staff perceptions about disease and medical issues within the jail can affect their performance.

This study examined the relationship between social support and burnout among correctional staff at a private midwestern correctional facility for juveniles tried as adults. Research on correctional staff burnout often calls for social support to help combat the problem; however, there has been no published research on whether different types of social support influence the different dimensions of job burnout. As such, the analyses examined the effects of family-and-friends support, coworker support, management support, and supervisor support on emotional exhaustion, depersonalization, and ineffectiveness. The results revealed that different types of social support influenced different dimensions of burnout. Each dimension of job burnout was influenced by at least one type of social support. Furthermore, the effects of some types of social support were unique to specific dimensions of job burnout, and none of the types combined to influence any dimension of job burnout in a uniform manner. The results point to the need to develop different forms of social support to deal with the different dimensions of burnout.

In an era in which rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure worker stability. Research indicates that job burnout is a negative response that is harmful to the employee and to the organization. Depersonalization, emotional exhaustion, and feeling a lack of accomplishment at work are all dimensions of job burnout. This study examined the association of job involvement, job stress, job satisfaction, and organizational commitment with burnout among correctional staff. The findings highlight the significance of these variables in relation to burnout. Specifically, job satisfaction had an inverse relationship with emotional exhaustion, depersonalization, and a sense of reduced accomplishment at work, whereas job stress had a significant positive relationship with depersonalization and emotional exhaustion. Job involvement also had a positive association with emotional exhaustion, whereas commitment to the organization had no relationship with any of the three dimensions of burnout.

ABSTRACTDrawing from person–environment fit theory, the current study adds to recent empirical inquires that have considered how workplace factors affect jail staff. In doing so, the focus is on how perceptions of pay fairness effect the job stress, job involvement, and organizational commitment of jail personnel. Utilizing survey data from a large county correctional system in Orlando, Florida, the results of multivariate analyses reveal that staff that hold more favorable perceptions of pay fairness are more involved in their jobs and more committed to the overall organization. The implications of these findings for correctional research and practice are considered.

ABSTRACTThe importation model holds that certain personal characteristics, such as race, may shape employees’ views and may also influence how workplace factors affect them. Most correctional staff job stress and job satisfaction studies treat race/ethnicity as a dichotomous variable (i.e., White/Non-White) to be controlled for in multivariate analysis but have not explored if the effects of variables differ by racial groups. Thus, the effects of workplace variables may differ between Black and White correctional staff. Using survey data from staff at a large southern jail system, this study examined how personal characteristics (i.e., age, gender, educational level, and position) and workplace factors (i.e., role strain, perceived dangerousness of the job, instrument communication, input into decision making, and administrative support) predicted job stress and job satisfaction between Black and White staff. Results indicate that there were no significant differences in the effects between the two groups for job stress. For job satisfaction, however, there was a difference, with gender, position, and perceived dangerousness of the job having larger effects on White staff, and role strain, input into decision making, and administrative support having larger effects on Black staff.

Work–family conflict and job burnout are both issues for 272 correctional staff (response rate of 68%). The two major forms of work–family conflict are work-on-family conflict and family-on-work conflict. Multivariate analysis of survey data from 272 correctional staff at a state prison indicated work-on-family conflict had a significant positive relation with job burnout, while family-on-work conflict did not.

Work can be stressful. The most common work-related stressors are the role stressors, which include role conflict, role ambiguity, role overload, and dangerousness. All have received attention in the correctional job stress literature. The vast majority of this research has examined the impact of these role stressors on job stress and job satisfaction. Little, if any, research has examined the impact of these stressors on correctional staffs' organizational commitment. Moreover, despite a growing body of literature, the influence of role stressors on private prison staff has rarely been examined. In filling this research void, the following study examines the impact of role stressors on job stress, job satisfaction, and organizational commitment among staff at a Midwestern private prison. Ordinary least squares (OLS) regression models showed that all four role stressors had statistically significant effects on job stress. Role conflict, role ambiguity, and role overload each had a significant impact on job satisfaction, while role conflict and role ambiguity had significant effects on the organizational commitment of private prison staff. This article concludes with the implications of these findings for correctional research and practice.