126 results on '"Lambert, Eric G."'
Search Results
2. How the Workplace Plays a Role in a Good Life: Using the Job Demands-Resources Model in Predicting Correctional Staff Life Satisfaction
- Author
-
Lambert, Eric G., Hogan, Nancy L., Worley, Robert M., and Worley, Vidisha Barua
- Published
- 2022
- Full Text
- View/download PDF
3. Testing the job demands – resources model to explain organizational trust among private prison staff.
- Author
-
Hogan, Nancy L., Lambert, Eric G., Lanterman, Jennifer L., and Berthelot, Emily
- Subjects
- *
JOB descriptions , *TRUST , *PRIVATE prison industry , *AMBIGUITY , *SUPERVISORS - Abstract
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. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
4. Research note: jail staff views of inmate medical care and fear of being at risk.
- Author
-
Lambert, Eric G., Paoline III, Eugene A., and Hogan, Nancy L.
- Subjects
MEDICAL care ,MEDICAL personnel ,RIGHT of privacy ,REGRESSION analysis ,COMMUNICABLE diseases ,CHILDREN'S rights ,INTERNET privacy ,PRIVACY - Abstract
Correctional staff are sometimes in fear of being injured on the job. Concerns about issues relating to inmate medical care could be related to feeling at risk on the job for staff. The current study explored how perceived inmate medical care issues were related to fear of being at risk on the job among staff at a large Southern US jail. The provided survey asked about staff about their concerns of being at risk and medical views dealing with if infectious diseases are handled correctly, if quality medical care was provided to inmates, if staff responded in a timely manner, if there was a high turnover of medical staff, and if inmate privacy rates put staff at risk. In a multivariate regression analysis, a view that inmate infectious diseases are handled correctly and quality medical care is provided were significantly related to lower levels fear of being in danger from the job, while the view that inmate medical privacy rights placed staff at risk had a positive effect. Views that staff respond quickly to inmate medical needs and that there is a high level of medical staff turnover both had nonsignificant effects on fear of being at risk at work. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
5. The Association Between Organizational Justice and Organizational Trust Among Correctional Staff.
- Author
-
Solinas-Saunders, Monica, Lambert, Eric G., Haynes, Stacy H., Haynes, Linda D., Leone, Matthew C., and May, David C.
- Subjects
PROCEDURAL justice ,ORGANIZATIONAL justice ,TRUST ,CORRECTIONAL institutions ,JUSTICE ,EMPLOYEE psychology ,DISTRIBUTIVE justice ,ORGANIZATIONAL transparency - Abstract
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]
- Published
- 2024
- Full Text
- View/download PDF
6. Stress among Correctional Officers: an Organizational Justice Approach
- Author
-
May, David C., Lambert, Eric G., Leone, Matthew C., Keena, Linda D., and Haynes, Stacy H.
- Published
- 2020
- Full Text
- View/download PDF
7. An Examination of the Effects of Personal and Workplace Variables on Correctional Staff Perceptions of Safety
- Author
-
Haynes, Stacy H., May, David C., Lambert, Eric G., and Keena, Linda D.
- Published
- 2020
- Full Text
- View/download PDF
8. Correctional Staff: The Issue of Job Stress
- Author
-
Lambert, Eric G., Hogan, Nancy L., Ternes, Marguerite, editor, Magaletta, Philip R., editor, and Patry, Marc W., editor
- Published
- 2018
- Full Text
- View/download PDF
9. The connection between organizational structure variables and organizational justice views among correctional staff.
- Author
-
Lambert, Eric G., Solinas-Saunders, Monica, White, David, Hogan, Nancy L., and Barton, Shannon M.
- Abstract
A growing body of research on organizational justice views indicates that distributive (i.e. perceived fairness of outcomes) and procedural justice (i.e. perceived fairness of procedures to reach outcomes) are linked to salient correctional staff outcomes, such as job stress, job involvement, job satisfaction, organizational commitment, and life satisfaction; however, limited research investigates the relationships between workplace factors and the organizational justice views among prison staff. The current study investigated the relationships between organizational structure variables of instrumental communication, formalization, integration, and input into organizational decision-making with the procedural and distributive views of staff at a state-run U.S. prison. Data was from 257 staff who worked at a prison holding medium- and high-security convicted male offenders. Ordinary Least Squares (OLS) regression analysis indicated formalization, integration, and input were significantly positively correlated with procedural justice. Instrumental communication, however, was not significantly correlated with procedural justice. Input was a significant positive predictor of distributive justice, while instrumental communication, formalization, and integration were not significant predictors. Considerably more variance was explained in procedural justice compared to distributive justice views. The findings suggest that correctional administrators should be aware that input into decision-making is associated with prison staff’s views of both distributive and procedural justice. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
10. Examining the Mediating Effects of Organizational Trust on the Relationship between Organizational Justice and Job Attitudes among Correctional Staff.
- Author
-
Lambert, Eric G., Hogan, Nancy L., Solinas-Saunders, Monica, Morrow, Weston J., and Vickovic, Samuel G.
- Subjects
- *
ATTITUDES toward work , *TRUST , *ORGANIZATIONAL justice , *PROCEDURAL justice , *JOB satisfaction - Abstract
Drawing from organizational justice theory, this study examined the mediating effects of organizational trust on the association between organizational justice (i.e. in the forms of distributive and procedural justice) and the job attitudes of job satisfaction and organizational commitment in a sample of 220 correctional staff employed full-time at a high-security prison in the U.S. Midwest. Ordinary least squares regression results indicated that participant perceptions of organizational trust fully mediated the association between procedural justice and job satisfaction, but only partially mediated the association between distributive justice and job satisfaction. Further, organizational trust fully mediated the association between both distributive and procedural organizational justice and staff commitment toward the organization. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
11. Exploring the influence of job demands and resources on organisational justice views in a sample of correctional staff.
- Author
-
Lambert, Eric G., Solinas‐Saunders, Monica, and Hogan, Nancy L.
- Subjects
- *
ORGANIZATIONAL justice , *CORRECTIONAL personnel , *PROCEDURAL justice , *DISTRIBUTIVE justice , *SUPERVISORS - Abstract
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. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
12. Perceptions of organizational justice and life satisfaction among Nigerian prison staff.
- Author
-
Otu, Smart, Lambert, Eric G., Elechi, O. Oko, Lanterman, Jennifer L., and Jenkins, Morris
- Subjects
PROCEDURAL justice ,ORGANIZATIONAL justice ,LIFE satisfaction ,JOB satisfaction ,DISTRIBUTIVE justice ,EMPLOYEE psychology ,JOB performance ,INDUSTRIAL relations - Abstract
Employee perceptions of fairness are a critical component of organizational justice, and empirical studies have shown that both distributive and procedural justice, the major dimensions of organizational justice, play a role in work performance and life satisfaction. In this study, we surveyed perceptions of organizational justice from 120 Nigerian prison staff and examined how it impacted their life satisfaction. The findings indicated both procedural and distributive justice were associated with higher levels of life satisfaction. Line staff had lower life satisfaction, but it was the only demographic variable to have a significant effect. As the costs of acting in a procedurally fair manner are minimal, interventions that increase perceptions of procedural justice are likely to improve staff's life satisfaction, a result that has clearly positive consequences for both employers and employees. Improving distributive outcomes, such as pay and benefits, are costlier but should also result in improved life satisfaction. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
13. The association of organizational justice views and turnover intent among correctional staff.
- Author
-
Lambert, Eric G., Solinas-Saunders, Monica, Haynes, Stacy H., May, David C., Keena, Linda D., Leone, Matthew, and Buckner, Zachary
- Subjects
JOB stress ,ORGANIZATIONAL justice ,JOB involvement ,PROCEDURAL justice ,JOB performance ,DISTRIBUTIVE justice ,MARITAL status - Abstract
Fairness is a core concept in U.S. society, including in the workplace. Organizational justice theory holds that workers expect to be treated in a fair and just manner and that higher levels of organizational justice usually result in lower levels of withdrawal work behaviors, such as absenteeism and turnover intent, while lower levels of organizational justice perceptions are associated with higher engagement in withdrawal behaviors. The current study examined the relationship between organizational justice views, specifically distributive and procedural justice, and turnover intent, while controlling for the personal characteristics of age, gender, position, tenure, educational level, and marital status and the work variables of job stress and job involvement. Using the responses from 322 employees from a state prison located in the Southern region of the United States, procedural justice was observed to have a significant negative association with turnover intent, but distributive justice had a nonsignificant relationship. Job stress was associated with a significantly higher level of turnover intent, while job involvement was significantly associated with lower turnover intent. Among the personal characteristics, only age had a significant association, with older workers expressing lower turnover intent. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
14. Organisational justice and strain‐based conflict among Nigerian prison officers.
- Author
-
Jenkins, Morris, Lambert, Eric G., Elechi, O. Oko, Hall, Daniel, Otu, Smart, Lanterman, Jennifer L., and Barrington, Claire
- Subjects
- *
ORGANIZATIONAL justice , *PROCEDURAL justice , *DISTRIBUTIVE justice , *CORRECTIONAL personnel - Abstract
Most employees, including prison employees, want their employers to treat them fairly. Distributive justice (perceived fairness of outcomes) and procedural justice (perceived fairness of processes and procedures) are important dimensions of organisational justice. Limited research among correctional staff in the US suggests that views of distributive and procedural justice spill over and result in a strain‐based form of work‐family conflict. Strain‐based conflict occurs when work problems follow a person home and create conflict at home. Based on multivariate regression analysis of survey data from 120 Nigerian prison staff, distributive justice had significant negative effects on the strain‐based form of work‐family conflict. Contrary to findings among US staff, procedural justice did not have a similar significant association. The connection between views of organisational justice and strain‐based work‐family conflict appears to vary by nation. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
15. Exploring the Effects of Multiple Dimensions of Organizational Justice on Correctional Staff Job Stress.
- Author
-
Lambert, Eric G., Boateng, Francis, Liu, Jianhong, Tewksbury, Richard, Zhang, Jinwu, and Jiang, Shanhe
- Subjects
- *
ORGANIZATIONAL justice , *JOB stress , *PRISON personnel , *PROCEDURAL justice , *CORRECTIONAL personnel , *SOCIAL perception - Abstract
The primary purpose of the current study was to assess the role of organizational justice in understanding prison staff job stress. Specifically, the authors surveyed 322 correctional employees across two prisons located in Guangzhou, China to explore the effects of distributive, procedural, informational, and interpersonal justice on work stress. Results from ordinary least squares analysis revealed significant contributions from three dimensions of organizational justice in explaining stress from work among prison workers. Prison personnel who had higher perceptions of interpersonal, distributive, and procedural justice in the organization were less likely to report being stressed. In addition, men were more likely to report higher levels of work tension than women. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
16. Improving Correctional Staff Perceptions of Organizational Justice.
- Author
-
Lambert, Eric G., Lanterman, Jennifer L., Leone, Matthew, Keena, Linda D., Haynes, Stacy H., and May, David
- Subjects
ORGANIZATIONAL justice ,PROCEDURAL justice ,WORK environment ,DISTRIBUTIVE justice ,INSTITUTIONAL environment ,PERCEIVED quality - Abstract
The current study explored how three key work environment variables – input into decision-making, instrumental communication, and perceived quality of supervision – affected views of distributive and procedural justice among correctional staff (n= 322) at an unusual Southern prison. Results supported the premise that work environment variables influence the organizational justice perceptions of correctional staff; however, the effects of work environment on organizational justice perceptions differed, as only four of the six hypotheses were supported by the multivariate regression results. Specifically, input into decision-making and quality of supervision had positive effects on both distributive and procedural justice, while instrumental communication did not have a statistically significant relationship with either. The findings indicate that correctional administrators should focus on input into decision-making and quality of supervision in order to increase staff perceptions of organizational justice. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
17. Exploring the connection between work–family conflict and job burnout among Nigerian correctional staff.
- Author
-
Lambert, Eric G., Lanterman, Jennifer L., Elechi, O. Oko, Otu, Smart, and Jenkins, Morris
- Subjects
- *
FAMILY-work relationship , *MENTAL fatigue , *PSYCHOLOGICAL burnout , *DEPERSONALIZATION - Abstract
Only one study among U.S. prison staff has explored the effects of work–family conflict and job burnout. To replicate the research to determine whether the results vary by nation, this study examined the effects of four types of work–family conflict (strain-based, time-based, behavior-based and family-based conflict) on three dimensions of job burnout (emotional exhaustion, depersonalization and feeling ineffective at work) among Nigerian correctional staff. Strain- and behavior-based conflict had significant positive effects on emotional exhaustion, but time- and family-based conflict did not. Family-based conflict was the only type of domain spillover with significant positive effects on depersonalization. Behavior-based conflict was the only type of work–family conflict with significant positive effects on feeling ineffective at work. Time-based and strain-based conflict were highly related to one another, which was attributed to time-based conflict being a contributor to strain-based conflict for Nigerian prison staff. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
18. Testing the job demands-resources model for organizational commitment among Indian correctional officers.
- Author
-
Lambert, Eric G., Qureshi, Hanif, Holbrook, Mia Abboud, Frank, James, and Hines, Chelsea
- Subjects
CORRECTIONAL personnel ,CORRECTIONAL institutions ,ORGANIZATIONAL commitment - Abstract
Correctional institutions are manpower-intensive organizations, and organizational commitment is important for their successful functioning. This study uses the job demands model to examine effect of workplace variables on organizational commitment. Using a sample of 163 correctional officers from a prison in Haryana State, India, we find that job demands (fear of being hurt and work and role overload) have no significant effect of organizational commitment. All four components of job resources (instrumental communication, job autonomy, quality of supervision, and job variety) were found to be positively and significantly associated with organizational commitment. The study highlights the importance of adequate knowledge of job resources in trying to raise the affective commitment of correctional officers. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
19. The connection between work attitudes and Chinese correctional staff burnout.
- Author
-
Jianhong Liu, Lambert, Eric G., Shanhe Jiang, and Jinwu Zhang
- Subjects
CORRECTIONAL personnel ,PSYCHOLOGICAL burnout ,JOB satisfaction ,JOB involvement ,PRISONS - Abstract
Officers are a valuable resource for prisons across the globe. Working in corrections is a demanding job with a higher-than-average risk of job burnout. Most prison burnout studies have focused on staff working in Western prisons, particularly those in the U.S. These studies have generally found an association between work attitudes and burnout among prison officers. However, a key question is whether the associations are universal or contextual, varying by nation. The current study examined the link between the major work attitudes of job involvement, job satisfaction, and organizational commitment and the burnout dimensions of emotional exhaustion, depersonalization, and feeling ineffective at work among staff at two Chinese prisons. According to the results of ordinary least squares multivariate regression tests, job involvement, and job satisfaction had significant negative effects on emotional exhaustion, but commitment did not. Only job involvement had significant negative effects on depersonalization. Job involvement and organizational commitment had significant negative effects on feeling ineffective, while job satisfaction had non-significant effects. The results indicate that the major work attitudes are negatively linked to job burnout for the studied Chinese prison staff; efforts should be undertaken to build these work attitudes to reduce burnout since burnout is linked to negative consequences for officers, inmates, and the prison. Based on previous research and current findings, some of the effects of work attitudes appear to be universal, and others appear to be contextual. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
20. Exploring the Relationship of Organizational Justice with Chinese Prison Staff Life Satisfaction.
- Author
-
Lambert, Eric G., Boateng, Francis, Liu, Jianhong, Zhang, Jinwu, and Jiang, Shanhe
- Subjects
- *
ORGANIZATIONAL justice , *LIFE satisfaction , *PRISON conditions , *CHINESE people , *DISTRIBUTIVE justice , *REGRESSION analysis ,WESTERN countries - Abstract
The bulk of the limited research on prison staff life satisfaction has been conducted in Western nations, particularly in the U.S., and only two studies have explored the relationship between organizational justice and life satisfaction, both of which only examined two of the four dimensions of justice. The current study investigated how all four dimensions of organizational justice (informational, interpersonal, distributive, and procedural) were related to life satisfaction among Chinese prison staff. The ordinary least squares (OLS) regression analysis indicated that informational, procedural, and distributive justice had significant positive effects on life satisfaction. Interpersonal justice had an insignificant effect. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
21. Domain spillover and job stress: An exploratory study among Nigerian Prison Staff.
- Author
-
Lambert, Eric G., Otu, Smart, Elechi, O. Oko, Jenkins, Morris, and Lanterman, Jennifer L.
- Subjects
- *
JOB stress , *FAMILY-work relationship , *JOB performance , *PRISONS , *REGRESSION analysis , *FAMILY relations - Abstract
Prison work is inherently demanding, stressful, and frustrating. The literature supports that work-family conflict (including time-, strain-, behaviour-, and family-based conflict) occurs among prison staff. The psychological strains emanating from these conflicts affect not only staff members' work performance, but also their relationships with family and friends. This study sought to fill gaps in the literature in both practical and theoretical ways by exploring the effects of work-family conflict among 120 Nigerian prison staff. Multivariate regression analysis of survey data indicated that strain- and behaviour-based conflict showed significant, positive effects on job stress; however, time- and family-based conflict did not. Overall, the findings of the current study generally support the assertion that work-family conflict is a job stressor associated with prison staff stress and that strain- and behaviour-based conflict are stressors linked to higher job stress among staff in different nations. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
22. The Association of Occupational Stressors with Different Forms of Organizational Commitment Among Correctional Staff
- Author
-
Lambert, Eric G., Kelley, Thomas, and Hogan, Nancy L.
- Published
- 2013
- Full Text
- View/download PDF
23. Research Note – Strain-Based Work-Family Conflict and its Relationship with Perceptions of Distributive and Procedural Justice among Correctional Staff
- Author
-
Lambert, Eric G., Hogan, Nancy L., and Cheeseman, Kelly
- Published
- 2013
- Full Text
- View/download PDF
24. Hanging on Too Long: The Relationship between Different Forms of Organizational Commitment and Emotional Burnout among Correctional Staff
- Author
-
Lambert, Eric G., Kelley, Thomas, and Hogan, Nancy L.
- Published
- 2013
- Full Text
- View/download PDF
25. The Impact of the Work Environment on Prison Staff: The Issue of Consideration, Structure, Job Variety, and Training
- Author
-
Lambert, Eric G., Hogan, Nancy L., Moore, Bradene, Tucker, Kasey, Jenkins, Morris, Stevenson, Michael, and Jiang, Shanhe
- Published
- 2009
- Full Text
- View/download PDF
26. Justice and strain-based conflict among Chinese prison staff.
- Author
-
Liu, Jianhong, Lambert, Eric G., Jiang, Shanhe, and Zhang, Jinwu
- Subjects
- *
ORGANIZATIONAL justice , *PROCEDURAL justice , *DISTRIBUTIVE justice , *FAMILY-work relationship , *CHINESE people , *PRISONS , *REGRESSION analysis , *DATA analysis - Abstract
Views of organizational justice among correctional staff (i.e. whether they perceive that their employing organization treats them fairly) impact both staff and prisons. The two major dimensions of organizational justice are distributive justice (fairness of outcomes) and procedural justice (fairness of processes and procedures). Limited research among correctional staff in the U.S. suggests that views of distributive and procedural justice spillover, which results in a strain-based form of work-family conflict. An ordinary least squares regression analysis of data collected from two prisons in southern China indicated that distributive justice had significant negative effects on the strain-based form of work-family conflict; however, contrary to findings among U.S. staff, procedural justice did not have a signification relationship with strain-based conflict. It appears that the connection between views of organizational justice and strain-based work-family conflict might vary by nation. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
27. Testing the job demands-resources model in explaining life satisfaction of Nigerian correctional staff.
- Author
-
Lambert, Eric G., Elechi, O. Oko, and Otu, Smart
- Subjects
- *
LIFE satisfaction , *JOB stress , *SATISFACTION , *LEAST squares , *REGRESSION analysis , *WORK environment ,WESTERN countries - Abstract
The bulk of correctional staff life satisfaction research has focused on staff in Western nations, particularly the United States. The current study examined how workplace variables are related to life satisfaction among Nigerian correctional staff, and it used the Job Demands-Resources Model as a theoretical framework. This model postulates that workplace variables can be broken into job demands and resources. Job demands are workplace variables that cause strain. Job resources are workplace variables that help staff be productive and successful and help buffer job demands. Job demands tend to be associated with negative outcomes, such as job stress, and job resources tend to be associated to positive outcomes, such as life satisfaction. Data for this study came from staff at a prison located in southeast Nigeria. The job demand variables examined were role overload and fear of victimization at work, and the job resource variables were quality of training, job autonomy, and job variety, with the outcome variable being life satisfaction. In a multivariate Ordinary Least Squares regression analysis, fear of victimization had a nonsignificant relationship with life satisfaction, role overload had a negative relationship, and quality training, job autonomy, and job variety each had a positive associations. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
28. Do the effects of organizational trust on correctional staff job attitudes vary by culture: A preliminary test with Nigerian prison staff.
- Author
-
Lambert, Eric G., Elechi, O. Oko, Baker, David, Jenkins, Morris, Otu, Smart, and Lanterman, Jennifer L.
- Subjects
- *
EMPLOYEE attitudes , *ATTITUDES toward work , *JOB involvement , *ORGANIZATIONAL commitment , *JOB satisfaction , *CORRECTIONAL personnel - Abstract
The current study explored the effects of coworker, supervisor, and management trust on the job involvement, job satisfaction, and organizational commitment of Nigerian prison staff working in a prison in southeast Nigeria. In multivariate regression, only management trust was a significant positive predictor of job involvement. Supervisor and management trust, but not coworker trust, had significant positive associations with organizational commitment. All three dimensions of organizational trust had significant positive relationships with job satisfaction. These results suggest that both supervisory and management trust are important to correctional officers in Nigeria, which are similar to empirical research studies in the United States. The effects of trust may be universal among correctional staff across different cultures. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
29. Effects of Work–Family Conflict on Southern Correctional Staff Burnout.
- Author
-
Lambert, Eric G., Keena, Linda D., Morrow, Weston J., Vickovic, Samuel G., Haynes, Stacy H., May, David, and Leone, Matthew C.
- Subjects
FAMILY-work relationship ,PSYCHOLOGICAL burnout ,SUBSTANCE abuse ,JOB performance ,MENTAL health ,DEPERSONALIZATION - Abstract
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]
- Published
- 2022
- Full Text
- View/download PDF
30. Exploring the Effects of Organizational Structure Variables on the Organizational Justice Perceptions of Correctional Staff.
- Author
-
Lambert, Eric G., Berthelot, Emily, Morrow, Weston, Block, Lauren, and Hogan, Nancy
- Subjects
- *
ORGANIZATIONAL justice , *PROCEDURAL justice , *ORGANIZATIONAL structure , *DISTRIBUTIVE justice - Abstract
Research examining the effect of organizational justice on the correctional environment is typically limited to its consequences on various outcomes. Absent from this body of literature is how perceptions of organizational justice are formed among correctional staff. Filling this void and using data from a Midwestern correctional facility, the current study examines the impact of instrumental communication, integration, formalization, and input into decision-making on the distributive and procedural justice perceptions of correctional staff. With the exception of integration, all organizational structure variables were significantly related to both forms of organizational justice. These findings offer correctional administrators a low cost and practical solution for enhancing organizational justice through organizational structure. [ABSTRACT FROM AUTHOR]
- Published
- 2021
- Full Text
- View/download PDF
31. Work–Family Conflict's Association With the Work Attitudes of Job Involvement, Job Satisfaction, and Organizational Commitment Among Southern Prison Staff.
- Author
-
Lambert, Eric G., Morrow, Weston, Vickovic, Samuel G., Leone, Matthew C., Keena, Linda D., Haynes, Stacy H., and May, David
- Subjects
- *
ATTITUDES toward work , *ORGANIZATIONAL commitment , *JOB involvement , *JOB satisfaction , *JOB stress - Abstract
Prisons depend on their employees, and staffing a prison is expensive. Approximately 80% of a prison's budget is for staff wages and benefits. Prisons are not generally viewed as desirable places to work, thus recruiting and retaining correctional officers can be difficult. Work-related stress can negatively affect staff members' home lives, and home stress can make an employee distracted and endangered at work. Time-, strain-, behavior-, and family-based work–family conflicts were hypothesized to impact three work attitudes (job involvement, job satisfaction, and organizational commitment) negatively. Time-based conflict had no significant effects on any of the work attitudes. Strain-based conflict had significant negative effects on job satisfaction and organizational commitment but not job involvement. Behavior-based conflict had significant negative effects on all three work attitudes. Contrary to our hypotheses, family-based conflict had significant positive effects on all three. Work–family conflict is a significant work attitude-associated stressor for correctional staff; therefore, policy recommendations to address it are made. [ABSTRACT FROM AUTHOR]
- Published
- 2021
- Full Text
- View/download PDF
32. Effects of workplace variables on the organizational commitment of Nigerian correctional staff.
- Author
-
Lambert, Eric G., Otu, Smart E., and Elechi, O. Oko
- Subjects
- *
ORGANIZATIONAL commitment , *VIOLENCE in the workplace , *SUPERVISION - Abstract
Organisational commitment is an important concept in the field of corrections. The current study examined how workplace variables affected commitment among Nigerian correctional staff and compared the results to the findings of past studies of U.S. correctional staff. Specifically, the effects of the workplace variables of input into decision-making, quality training, job variety, quality supervision, perceived dangerousness of the job, and role overload were examined. Input, quality training, job variety, and quality supervision had significant positive effects on commitment. Dangerousness and overload had nonsignificant effects. As with past U.S. studies, the current findings indicate commitment to the organisation is stronger when staff are treated in a positive manner. [ABSTRACT FROM AUTHOR]
- Published
- 2021
- Full Text
- View/download PDF
33. To be committed or not: a systematic review of the empirical literature on organizational commitment among correctional staff.
- Author
-
Lambert, Eric G., Leone, Matthew, Hogan, Nancy L., Buckner, Zachary, Worley, Robert, and Worley, Vidisha Barua
- Subjects
ORGANIZATIONAL commitment ,CORRECTIONAL personnel ,CORRECTIONAL institutions ,MORAL attitudes ,WORK environment - Abstract
Staff are the most vital resource for any correctional facility. As corrections is a very expensive budget item in the U.S., finding and keeping dedicated employees is essential. Organizational commitment refers the bond between correctional staff and their institution. A strong bond is essential for the safety and security of both employees and inmates, as well as ensuring that the institution runs effectively. This review explores past research on three different types of organizational commitment (affective, moral, and continuance), in order to summarize past results and to reveal areas remaining unexplored. This paper examines both the antecedents and outcomes of organizational commitment. Through a systematic review of past studies, we have identified both positive and negative workplace factors that influence organizational commitment. In addition, we report how organizational commitment affects various outcomes, such as burnout and turnover intent. Understanding how to increase staff commitment can provide a blueprint for administrators to enhance correctional operations and employee satisfaction. [ABSTRACT FROM AUTHOR]
- Published
- 2021
- Full Text
- View/download PDF
34. The Association of Organizational Justice with Job Satisfaction and Organizational Commitment among Nigerian Correctional Staff.
- Author
-
Lambert, Eric G., Tewksbury, Richard, Otu, Smart E., and Elechi, O. Oko
- Subjects
- *
ORGANIZATIONAL justice , *JOB satisfaction , *ORGANIZATIONAL commitment , *ATTITUDES toward work , *PROCEDURAL justice , *SOCIAL justice , *JOB Descriptive Index , *QUESTIONNAIRES , *CORPORATE culture ,WESTERN countries - Abstract
Correctional staff are a necessary and valuable resource for correctional institutions, in both Western and Nonwestern nations; however, studies of correctional staff in Nonwestern nations, particularly those in Africa, are lacking. Improving the job satisfaction and organizational commitment of these staff are imperative, as both of these job attitudes have been linked to many salient beneficial outcomes. Most of the existing empirical research on correctional staff organizational justice explores only the effects of procedural and distributive justice and ignores interpersonal justice. Additionally, there has been little research on how procedural, distributive, and interpersonal justice affect correctional staff in Nonwestern correctional organizations. The current study explored the effects of all three forms of organizational justice on the job satisfaction and organizational commitment of staff at a medium security prison in southeast Nigeria. Based on Ordinary Least Squares (OLS) regression, all three forms of justice had significant positive effects on commitment. Procedural and interpersonal justice had positive effects on job satisfaction, while distributive justice had nonsignificant effects. Correctional administrators need to be aware the importance of procedural, distributive, and interpersonal justice and attempt to improve perceptions of these organizational justice variables. [ABSTRACT FROM AUTHOR]
- Published
- 2021
- Full Text
- View/download PDF
35. The association between different forms of organizational trust and correctional staff job stress.
- Author
-
Haynes, Stacy H., Leone, Matthew C., Keena, Linda D., May, David C., Ricciardelli, Rosemary, and Lambert, Eric G.
- Subjects
JOB stress ,CORRECTIONAL personnel ,TRUST - Abstract
Trust is crucial to the proper functioning of organizations. Trust has been examined at many levels, and researchers have recently expanded the study of trust to include areas ranging from the neuroscience of trust to the influence of institutional trust on product sales and marketing. While academic interest in trust has grown, research on trust and job stress among correctional employees is rare. The current study evaluated the relationships between three types of trust (coworker, supervisor, and management trust) and correctional staff job stress. Using staff survey data from a Southern prison, two multivariate OLS regression equations were estimated – one for all surveyed staff and a second for the subgroup of correctional officers – in order to determine how the three types of organizational trust related to job stress. Results indicated that trust in coworkers mattered for correctional officers only and that trust in supervisors and management had a greater influence on job stress both for all correctional staff and for the subgroup of correctional officers. Specifically, those with higher levels of supervisor and management trust reported lower levels of job stress. [ABSTRACT FROM AUTHOR]
- Published
- 2020
- Full Text
- View/download PDF
36. Exploring the association between organizational justice and job stress among Nigerian correctional staff.
- Author
-
Elechi, O. Oko, Lambert, Eric G., and Otu, Smart
- Subjects
- *
ORGANIZATIONAL justice , *JOB stress , *PROCEDURAL justice , *DISTRIBUTIVE justice , *EMPLOYEES , *CORRECTIONAL institutions , *FAIRNESS - Abstract
Organizational justice is important for most employees. Distributive justice (fairness of outcomes) and procedural justice (fairness of processes to reach outcomes) are two major dimensions of organizational justice. Limited research has examined how perceptions of the distributive and the procedural types of justice are linked with job stress of correctional staff, and the vast majority of this limited research has been conducted with U.S. staff. The current study examined how these dimensions of organizational justice are associated with job stress among Nigerian correctional staff. Findings from a survey of 120 staff members from a correctional institution in Southeast Nigeria showed a significant relationship between organizational justice and job stress. Contrary to a similar study in the United States that found that distributive justice had more impact on correctional job stress, employee perceptions that organizational processes and procedures were fair and transparent were associated with a reduced level of stress in Nigeria. One implication of the study findings is that the impact of the distributive and procedural types of justice on staff morale and stress may be attributed more to environmental context and situation. [ABSTRACT FROM AUTHOR]
- Published
- 2020
- Full Text
- View/download PDF
37. Examining the association between work–family conflict and the work attitudes of job satisfaction and organizational commitment among Chinese correctional staff.
- Author
-
Lambert, Eric G., Liu, Jianhong, Jiang, Shanhe, Kelley, Thomas M., and Zhang, Jinwu
- Subjects
- *
ORGANIZATIONAL commitment , *JOB satisfaction , *ATTITUDES toward work , *CORRECTIONAL health nursing , *PRISONERS , *ORGANIZATIONAL effectiveness - Abstract
Considerable empirical research has shown that work–family conflict has a negative effect on the job satisfaction and organizational commitment of United States correctional staff. This study is the first to examine the effect of work–family conflict on job satisfaction and organizational commitment for staff at Chinese prisons. Findings from ordinary least squares (OLS) regression analyses indicated that strain-based conflict, behavior-based conflict and family-on-work conflict had negative effects on the job satisfaction of Chinese prison staff. Also, strain-based conflict and behavior-based conflict had negative effects on organizational commitment. Overall, the results support the conclusion that work–family conflict was generally perceived as stressful by Chinese prison staff and negatively impacted their job satisfaction and organizational commitment, as has been found among United States staff. [ABSTRACT FROM AUTHOR]
- Published
- 2020
- Full Text
- View/download PDF
38. A Gendered Career Stage Model to Explore Turnover Intent Among Correctional Officers.
- Author
-
Griffin, Marie L., Lambert, Eric G., Hogan, Nancy L., Todak, Natalie, and Hepburn, John
- Subjects
- *
JOB stress , *VOCATIONAL guidance , *ORGANIZATIONAL commitment , *OCCUPATIONAL roles , *OCCUPATIONS , *CRIMINAL intent - Abstract
Understanding the factors that lead to correctional officer (CO) turnover intent is vital. Using a gendered career stage model, this study focused on male and female CO similarities and differences in workplace variable effects on turnover intent across career stages. The results indicated that organizational commitment was a consistent predictor of turnover intent for all correctional officers at all career stages, and, at various career stages, quality of supervision, coworker support, and safety concerns affected both males and females. Male officers were more likely to leave at all career stages, with the impact of job stress and role ambiguity influencing male turnover intent. [ABSTRACT FROM AUTHOR]
- Published
- 2020
- Full Text
- View/download PDF
39. Predictors of Job Stress Among Southern Correctional Staff.
- Author
-
Lambert, Eric G., Keena, Linda D., Haynes, Stacy H., May, David, and Leone, Matthew C.
- Subjects
- *
JOB stress , *WORK environment , *JOB analysis , *EMPLOYEES , *REGRESSION analysis , *MULTIVARIATE analysis , *JOB satisfaction - Abstract
Job stress is a problem in corrections. Although the very nature of correctional work is stressful, workplace variables also contribute to correctional staff job stress. The job demands-resource model holds that job demands increase negative outcomes (e.g., job stress) and decrease positive outcomes (e.g., job satisfaction), whereas job resources help increase positive outcomes and decrease negative outcomes. An ordinary least squares regression analysis of self-reported survey data from 322 staff at a Southern prison indicated that input into decision-making and quality supervision had statistically significant negative effects on job stress, whereas role overload and fear of victimization had significant positive effects. Instrumental communication, views of training, and role clarity all had nonsignificant associations with stress from the job in the multivariate analysis. The results partially supported the job demands-resources model; however, the specific work environment variables varied in terms of their statistical significance. Correctional administrators need to be aware of the contribution that workplace variables have on job stress and make changes to reduce staff job stress. [ABSTRACT FROM AUTHOR]
- Published
- 2020
- Full Text
- View/download PDF
40. The Effects of Inmate Medical Issues on Correctional Staff Job Involvement and Organizational Commitment.
- Author
-
Lambert, Eric G., Paoline III, Eugene A., and Hogan, Nancy L.
- Subjects
AGE distribution ,COMMITMENT (Psychology) ,COMMUNICABLE diseases ,CORPORATE culture ,CORRECTIONAL institutions ,PSYCHOLOGY of correctional personnel ,EMPLOYMENT ,HEALTH status indicators ,HOSPITAL medical staff ,INDUSTRIAL safety ,JOB satisfaction ,LABOR turnover ,MEDICAL needs assessment ,MEDICAL quality control ,MEDICAL ethics ,PRISON psychology ,MEDICAL care of prisoners ,PRIVACY ,EMPLOYEE promotions ,QUESTIONNAIRES ,REGRESSION analysis ,WORK environment ,EDUCATIONAL attainment ,WORK experience (Employment) ,DESCRIPTIVE statistics - Abstract
In the United States, institutional corrections is a major undertaking that requires substantial financial resources. Correctional staff are the essential element to ensuring the safety and security of these institutions, which house approximately 2.2 million adults. Thus, it is invaluable to explore work environment variables that contribute to their success. One area that has received scant attention is staff views of inmate medical care and their effect on job involvement and organizational commitment. This study focused on the effects of views concerning the proper handling of inmate infectious diseases, the quality of medical care provided to inmates, the timeliness of the responses to inmate medical needs, turnover of medical staff, and inmate medical privacy rights. Results indicate that proper handling of inmate infectious diseases and quality of medical care positively increase job involvement and organizational commitment. [ABSTRACT FROM AUTHOR]
- Published
- 2020
- Full Text
- View/download PDF
41. Living the Good Life: The Effects of Job Variables on Nigerian Prison Staff Life Satisfaction.
- Author
-
Lambert, Eric G., Elechi, O. Oko, and Otu, Smart
- Subjects
MENTAL health ,JOB satisfaction ,JOB involvement - Abstract
Life satisfaction is an important concept for both workers and employing organizations. Past research on the spillover theory has found that higher life satisfaction results in lower absenteeism and turnover/turnover intent, higher job performance, and better mental and physical health. The current study examined how job variables (i.e., job stress, job involvement, and job satisfaction) were associated with life satisfaction among Nigerian prison staff in an attempt to determine whether the aforementioned workplace variables have similar or different effects across nations. Data for this study came from a survey of 120 responding staff at a prison located in the Ebonyi state in Southeast Nigeria. In a multivariate ordinary least squares regression analysis, job stress had significant negative effects on life satisfaction, and job involvement and job satisfaction had significant positive effects. The findings for job stress and job involvement are consistent with that found among U.S. correctional staff. The finding that job involvement had a significant positive effect differs from that reported for U.S. staff. The results suggest that prison administrators should attempt to lower job stress and increase job involvement and job satisfaction. [ABSTRACT FROM AUTHOR]
- Published
- 2019
- Full Text
- View/download PDF
42. Research note: the relationship of organizational justice variables with job involvement among southern prison staff.
- Author
-
Lambert, Eric G., Haynes, Stacy H., Keena, Linda D., May, David, and Leone, Matthew
- Subjects
- *
ORGANIZATIONAL justice , *JOB involvement - Abstract
There is a growing body of research that has explored how workplace factors affect prison staff, although empirical research specifically aimed at how organizational justice affects correctional job involvement is lacking. This study examined how organizational justice's two primary dimensions of distributive justice and procedural justice were associated with job involvement, an important work attitude. Self-reported survey data was collected from 322 staff at a large Southern prison. Ordinary least squares regression analysis indicated that both distributive and procedural justice had significant positive associations with job involvement. The results suggest prison administrators need to be aware that organizational justice is important and that improving either distributive or procedural justice should increase job involvement. [ABSTRACT FROM AUTHOR]
- Published
- 2019
- Full Text
- View/download PDF
43. Testing a Path Model of Organizational Justice and Correctional Staff Job Stress Among Southern Correctional Staff.
- Author
-
Lambert, Eric G., Keena, Linda D., Haynes, Stacy H., May, David, Ricciardelli, Rosemary, and Leone, Matthew
- Subjects
ORGANIZATIONAL justice ,JOB stress ,DISTRIBUTIVE justice ,PROCEDURAL justice ,EMPLOYEES - Abstract
Job stress has many negative effects on correctional staff. We proposed and tested a path model of transactional, procedural, and distributive justice's direct and indirect effects on the job stress of 322 surveyed correctional staff, including 219 correctional officers, at a maximum security Southern prison. Findings indicated that procedural, distributive, and transactional justice affected job stress. Specifically, the proposed path model was supported, such that procedural justice had an indirect effect on job stress through distributive justice, and transactional and distributive justice had direct, negative effects on job stress. Transactional justice also had indirect effects on job stress through procedural and distributive justice. Taken together, the results suggest that organizational justice plays an important role in reducing correctional staff job stress. [ABSTRACT FROM AUTHOR]
- Published
- 2019
- Full Text
- View/download PDF
44. The antecedents of job involvement: An exploratory study among Chinese prison staff.
- Author
-
Lambert, Eric G., Liu, Jianhong, Jiang, Shanhe, Zhang, Jinwu, and Kelley, Thomas M.
- Subjects
JOB involvement ,PSYCHOSOCIAL factors ,PRISONS ,PROCEDURAL justice ,MULTIVARIATE analysis - Abstract
Staff are an obvious and important resource for correctional organizations across the globe. One important area that concerns staff is job involvement (i.e., the psychosocial bonds between staff members and their jobs). The majority of the limited research on how work environment factors affect correctional personnel has examined U.S. staff. To fill this void, the current study used the job demands-resource model to explore how various personal characteristics and work environment variables affected the job involvement of staff at two prisons in southern China. The specific personal characteristics were age, tenure, gender, educational level, and assigned prison. The job demand variables were fear of victimization and role overload, and the job resource variables were instrumental communication, job autonomy, transactional justice, procedural justice, distributive justice, job variety, and supervision. Tenure, fear of victimization, transactional justice, distributive justice, job variety, and supervision had significant effects on job involvement in a multivariate regression analysis, while the other variables did not. Except for fear of victimization, which had a negative association, the other significant variables had positive associations with job involvement. [ABSTRACT FROM AUTHOR]
- Published
- 2018
- Full Text
- View/download PDF
45. Exploring the effects of work environment variables on the job satisfaction of Nigerian correctional staff.
- Author
-
Elechi, O. Oko, Lambert, Eric G., and Otu, Smart
- Subjects
HEALTH of correctional personnel ,WORK environment ,JOB satisfaction ,WELL-being ,PSYCHOLOGY of correctional personnel ,SOCIAL status - Abstract
Correctional staff job satisfaction is critical for the staff’s well-being and low turnover. This study’s focus was identifying variables that predicted job satisfaction for Nigerian correctional staff and comparing the findings to past studies of US correctional staff job satisfaction. One hundred and twenty correctional staff from Nigeria were surveyed. The personal characteristics of age, gender, and tenure were not significant predictors of satisfaction in the multivariate analysis. Similar to finding for US correctional staff, job autonomy, quality of supervision, and instrumental communication all had significant positive effects on Nigerian correctional staff job satisfaction. Contrary to previous findings on US prison staff, neither job variety or role overload were significant predictors of Nigerian staff job satisfaction. Other factors may account for this discrepancy, including working conditions, the socio-economic environment and availability of job opportunities. [ABSTRACT FROM AUTHOR]
- Published
- 2018
- Full Text
- View/download PDF
46. Effects of work environment variables on Chinese prison staff organizational commitment.
- Author
-
Jiang, Shanhe, Lambert, Eric G., Liu, Jianhong, Kelley, Thomas M., and Zhang, Jinwu
- Subjects
- *
WORK environment , *PRISON personnel , *ORGANIZATIONAL commitment - Abstract
Staff are critical for the proper functioning of a prison; empirical research into the forces that affect salient organizational attitudes of staff, such as organizational commitment, is equally important. A survey instrument measuring affective commitment and personal (i.e. gender, tenure, age, and educational level), job (i.e. perceived dangerousness of the job, job variety, and supervision), and organizational variables (i.e. instrumental communication and input into decision-making) was completed by 322 employees in two prisons in southern China. The results of ordinary least squares regression showed that job and organizational variables of perceived dangerousness of the job, job variety, supervision, instrumental communication, and decentralization explained 54% of the variance in the dependent variable organizational commitment and were much stronger predictors than personal characteristics. Among the significant variables, decentralization had the largest sized effect, followed by perceived job dangerousness, job variety, and instrumental communication. Except for the organizational variable of perceived supervision quality, the job and organizational predictors of affective commitment for these Chinese prison staff appear to mirror those typically found for staff in US prisons. [ABSTRACT FROM AUTHOR]
- Published
- 2018
- Full Text
- View/download PDF
47. Exploring the Correlates of Perceived Job Dangerousness Among Correctional Staff at a Maximum Security Prison.
- Author
-
Lambert, Eric G., Minor, Kevin I., Gordon, Jill, Wells, James B., and Hogan, Nancy L.
- Subjects
- *
MAXIMUM security prisons , *JOB stress , *LEAST squares , *SENSORY perception , *WORK environment , *PRISONS - Abstract
In literature on correctional staff, one poorly understood antecedent of job stress and other negative outcomes is perceived danger from the job. Survey results from 272 staff at a state-run Midwestern maximum security prison were analyzed with Ordinary Least Squares (OLS) Regression to determine the relationships between personal/work environment variables and perceptions of job danger. Analyses revealed the effects of the personal variables were conditional on staff position (custody vs. non-custody). Irrespective of position, two of seven work environment variables studied (less input into decision making and more daily contact with prisoners) were related to greater perceived risk of harm from the job. Also, greater organizational formalization was related to greater perceived risk among custodial staff. Perceived danger from the job is a real issue, and the current results indicate workplace factors play a role. [ABSTRACT FROM AUTHOR]
- Published
- 2018
- Full Text
- View/download PDF
48. Research Note: A Career-Stage Analysis of Correctional Staff Outcomes.
- Author
-
Lambert, Eric G., Hogan, Nancy L., and Griffin, Marie L.
- Subjects
- *
CORRECTIONAL personnel , *JOB satisfaction , *EMPLOYMENT , *JOB stress , *CORRECTIONAL institutions - Abstract
Correctional research has just begun to explore the effects of variables and their differences over the course of a career within the field. This study examined several correctional staff outcomes and how they varied over three identified career stages (initial, establishment, and maintenance) at a state-government operated prison. Results indicated that job involvement, job satisfaction, affective commitment, moral commitment, and turnover intent were highest during the initial stage of employment, which is contrary to other occupations. Job stress and continuance commitment remained equal across all three career stages. Findings suggest that the effects on career stages are contextual and vary across different types of organizations. Furthermore, the strains and stresses of working in a correctional institution may not be cumulative but remain steady across a career. [ABSTRACT FROM AUTHOR]
- Published
- 2017
- Full Text
- View/download PDF
49. A research note on the association between work–family conflict and job stress among Chinese prison staff.
- Author
-
Liu, Jianhong, Lambert, Eric G., Jiang, Shanhe, and Zhang, Jinwu
- Subjects
- *
JOB stress , *FAMILY conflict , *EDUCATIONAL attainment , *MARITAL status , *MULTIVARIATE analysis - Abstract
Job stress, which has been found to have numerous negative effects on U.S. correctional staff, occurs as a result of stressors in the work environment. Recent research in the U.S. suggests that work–family conflict (e.g. time-based conflict, strain-based conflict, behavior-based conflict, and family-based conflict) may contribute to job stress for correctional staff. This exploratory study examined how different dimensions of work–family conflict were associated with job stress by surveying 322 staff at 2 Chinese prisons, 1 for male inmates and 1 for female inmates, in Guangzhou. An Ordinary Least Squares regression equation was computed with the job stress index as the dependent variable, and the personal characteristics (i.e. age, tenure, gender, educational level, and marital status) and the four work–family conflict variables as the independent variables. The independent variables explained about 49% of the observed variance in the job stress variable. The personal characteristics, time-based conflict, and family-on-work conflict did not have a statistically significant association with job stress in the multivariate analysis, but both strain-based conflict and behavior-based conflict had negative associations. [ABSTRACT FROM PUBLISHER]
- Published
- 2017
- Full Text
- View/download PDF
50. Exploring the Association between Different Types of Social Support with Role Stress, Work–family Conflict, and Turnover Intent among Private Prison Staff.
- Author
-
Lambert, Eric G., Hogan, Nancy L., Keena, Linda D., Williamson, Lorri, and Kim, Bitna
- Subjects
- *
PRIVATE police , *PRIVATE security services , *SOCIAL support - Abstract
Private security personnel play an important role in protecting society, including personnel who work in private prisons. Staff are critical to ensure the private prison is operated in a safe, secure, and humane manner. This study, a survey of 160 staff members at a private prison located in a Midwestern state, examined the impact that support by management, coworkers, family, and supervisors has on role stress, work–family conflict, and turnover intent. Each of the four support measures was hypothesized to have negative associations on role stress, work–family conflict, and turnover intent. Ordinary Least Squares (OLS) regression analysis revealed that management and supervisor support was associated with reduced role stress, work–family conflict, and turnover intent; coworker support was related to lower role stress and turnover intent; and family support was not found to have a significant association with role stress, work–family conflict, nor turnover intent. [ABSTRACT FROM AUTHOR]
- Published
- 2017
- Full Text
- View/download PDF
Catalog
Discovery Service for Jio Institute Digital Library
For full access to our library's resources, please sign in.