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This study employed organizational justice theory to examine the influence of employee perceptions of distributive, procedural, and interactional justice on whether employees trust their supervisors and management. Analysis of survey results from 322 employees of a state prison located in the Southern United States indicate that procedural and interactional justice—but not distributive justice—predict employee trust in both supervisors and management. These findings present important policy implications that suggest that the employing organization would benefit from having mechanisms in place to ensure that decisions follow consistent rules and strategies. Considering the relevance of employee trust to the organization, transparency in the use of pre-determined standards to allocate resources and rewards fairly needs to become a priority in institutions of corrections. [ABSTRACT FROM AUTHOR]

Prison violence is a concern in many correctional institutions. The systems management approach (i.e., assigning an inmate to a higher security level) is costly While there are many different interventions [...]

Research examining correctional staff indicates that there are far-reaching negative consequences related to job burnout, including, but not limited to, diminished physical and mental health, increased risk of substance use, and decreased job performance. One area that may contribute to correctional staff job burnout is work–family conflict, which occurs when work and home domains spill into one another, causing conflict and problems. Using a sample of Southern correctional staff, this study investigates whether the four major types of work–family conflict—time-based, strain-based, behavior-based, and family-based—influence the three recognized job burnout dimensions: emotional exhaustion, depersonalization, and feeling ineffective at work. The findings provide partial support for the notion that work–family conflict influences job burnout. These findings are contextualized in previous research with a full discussion of their implications. [ABSTRACT FROM AUTHOR]

Police operate around the world. Police organizations are tasked with a wide variety of duties, and successful police organizations need committed officers. The three main forms of organizational commitment are affective, normative, and continuance commitment. This study examined the relationship of overall job satisfaction and facet job satisfaction (transfers, pay, promotions, and supervision) on affective, normative, and continuance commitment among 550 officers working in the operations and investigation wings of the Lahore Police Stations in Punjab, Pakistan. Based on multivariate ordinary least squares (OLS) regression results, overall job satisfaction and facet satisfaction with transfers, pay, and supervision had significant positive effects on affective and normative commitment and negative associations with continuance commitment. Satisfaction with promotions, however, had a negative relationship with affective and normative commitment and a positive association with continuance commitment. [ABSTRACT FROM AUTHOR]

People's views on justice issues are often a function of their socialization, the cultural norms, values and beliefs of their society. Views on justice often vary between nations. The current study explored and compared the views of Nigerian and U.S. college students regarding justice views. Nigeria is a developing nation which has a long history of informal restorative justice practices, but also uses formal government justice agencies to deal with crime. The U.S. is a developed nation which often relies on a formal state administered punitive crime control approach. Based on multivariate analyses, there were significant differences in views between Nigerian and U.S. college students in views on shaming for control crime, seeking revenge, showing mercy, and partnerships between the police and the community. [ABSTRACT FROM AUTHOR]

Job morale is often mentioned in literature on correctional staff, but its antecedents have seldom been investigated. In this study, survey data were collected from 975 facility and community staff working for the Kentucky Department of Juvenile Justice to determine the relationship of personal characteristics (educational level, gender, race, tenure, and age) and workplace variables (input into decision-making, job stress, organizational communication, perceptions of coworkers, workplace cooperation, and public support) with job morale. Type of staff (community or facility) had a non-significant association with job morale. In multivariate analyses controlling for nested data, educational level, race, tenure, age, input into decision-making, organizational fairness, perceptions of coworkers, and workplace cooperation each had a positive relationship with morale, while job stress had a negative association. Workplace variables accounted for far greater variance in the job morale variable than did personal characteristics, which holds implications for efforts to improve correctional staff morale. [ABSTRACT FROM AUTHOR]

Prior research on correctional staff turnover intent and turnover generally assumes that staff are impacted by the workplace in a similar manner regardless of career stage. This study examined whether correctional officers (N = 2,621) with a Southwestern correctional agency differed in their level of turnover intent across different career stages, and whether the impact of work environment variables on turnover intent varied across career stages. Results indicated that turnover intent was lowest among staff with less than 1 year into their careers, and that the effects of work environment variables on turnover intent varied greatly across the 4 career stages. Commitment to the organization was the only work environment variable to be a significant predictor of intent to leave among four career stages, with a negative association in each of the four career groups. [ABSTRACT FROM AUTHOR]

Over the last few decades, there has been a dramatic increase in the number of women entering the traditionally male-dominated field of corrections. During this time, researchers, using a variety of different methodological techniques, have attempted to disentangle the potential gender differences among correctional personnel. In building on this research, the following study surveyed correctional staff at a Midwestern high security state prison in the fall of 2000 in order to determine whether male and female correctional staff differed in their perceptions of the work environment, as well as their general attitudes toward their jobs. A total of 28 work environment indices were measured, including occupational attitudes not traditionally examined. Bivariate results indicated gender differences in perceptions of dangerousness, role ambiguity, role conflict, input into decision-making, job autonomy, supervision, punishment ideology, and job satisfaction; however, after controlling for age, race, education, position, tenure, and supervisory status, only dangerousness and job satisfaction remained statistically significant. The implications of these contemporary findings for correctional research and practice are also considered. [ABSTRACT FROM AUTHOR]

The focus of this study is the examination of the views of Nigerian and U.S. college students regarding the death penalty and related issues. This exploratory undertaking seeks to answer three main questions. First, are there differences in the level of support of the death penalty between Nigerian and U.S. college students. The second objective of the study is to understand the reasons that the students provided for either supporting or opposing the death penalty. The third objective of this study is to account for the variance of support or opposition of the death penalty. The research findings show both similarities and differences in views regarding the death penalty between Nigerian and United States college students which we attribute to the differences between the social structure and culture of the two societies. [ABSTRACT FROM AUTHOR]

Canada and the United States have often been compared because of the perceived notion that they are very similar. Further, the effectiveness and application of crime control policies in general, and the use of capital punishment in particular, have received a great deal of attention and garnered much debate in the past decade. This study explores the views of Canadian and U.S. college students toward capital punishment. Overall, the predictors for level of death penalty support were similar for the two groups; however, U.S. respondents were much more likely to support capital punishment. Additionally, Canadian respondents were significantly less likely to support the death penalty for the reasons of retribution, deterrence, incapacitation, and the instrumental perspective (i.e., law and order), while U.S. respondents were less likely to oppose capital punishment for the reasons of morality, the brutalization effect, or the risk of executing an innocent person. [ABSTRACT FROM AUTHOR]

The death penalty is a controversial social issue in our society. Few other issues engender such debate or stir such emotions. Although the percentage of people who support capital punishment has decreased in recent decades, the majority of Americans still support it. The National Association of Social Workers, however, staunchly opposes the death penalty. This study examined the differences in death penalty attitudes between social work and non-social work undergraduate majors at a large public university. Far fewer social work students supported capital punishment as compared to students in other majors. Additionally, the results indicated that social work majors significantly differ from other students in the reasons for supporting/opposing capital punishment. [ABSTRACT FROM AUTHOR]

The article focuses on a study that examines the problem of academic dishonesty. This study examined twenty different types of academic dishonesty as well as potential correlates of academic cheating by surveying 850 students at a Mid-western university. Also, the study attempts to broaden the understanding of academic dishonesty by finding which correlates were the strongest predictors of academic dishonesty with multi-variate analysis. Two interesting findings were noticed. First, the prevalence of academic dishonesty on a college campus is significantly influenced by how it is measured. Second, many of the bivariate associations reported in the literature were not found in the multi-variate analysis. It was concluded that despite a continued concern for ethical behavior and integrity, dishonesty still remains an endemic problem in the collegiate setting. Also, additional research using this multi-variate analysis at different academic institutions should determine whether the results obtained in this study were unique or whether it can be generalized to college students in general.

Two major forms of organizational trust are supervisor trust and management trust. Guided by the job demand-resources model, this exploratory study examined how the job demand variables of role conflict, role ambiguity, role overload, and fear of being victimized at work and the job resource variables of instrumental communication, job autonomy, job variety, and quality training were linked to both forms of organizational trust among staff at a private U.S. prison. Results showed that workplace variables predicted both types of trust and were generally stronger predictors than personal attributes. Moreover, resources played a greater role than job demands in shaping both supervisor and management trust. Among the demands, only role conflict was a significant negative predictor of supervisor trust and management trust. Instrumental communication, job autonomy, and job variety were significant positive predictors of supervisor trust. Job autonomy and job variety both had significant positive associations with management trust., Competing Interests: Nancy L. Hogan declared no conflicts of interest Eric G. Lambert declared no conflicts of interest Jennifer L. Lanterman declared no conflicts of interest Emily Berthelot declared no conflicts of interest, (© 2023 The Australian and New Zealand Association of Psychiatry, Psychology and Law.)