Search

This study surveyed 322 officers at two prisons in China to investigate the influence of job demands (i.e., role overload and routinization), job resources (i.e., training, job autonomy, instrumental communication, and supervision), and demographic characteristics on workplace fear of victimization. Ordinary least squares (OLS) regression analysis indicated role overload was related to higher levels of fear, while training and job autonomy were related to lower levels. Routinization, instrumental communication, and supervision had nonsignificant effects. Male officers were more likely to report higher fear of victimization, as did staff at one of the two prisons. [ABSTRACT FROM AUTHOR]

The study investigated differences and similarities in criminal thinking between men and women attending a multi-site Batterer Intervention Program (BIP). Overall, rates of criminal thinking were low. However, the results of the multivariate analyses suggest that, after controlling for demographic characteristics (i.e., race, ethnicity, education, SES) and personal experiences (i.e., prior convictions, mental health problems, substance abuse, experience of abuse) female participants significantly differed from men in patterns of Power Orientation. If replicated by other studies, especially studies that use larger samples of women enrolled in BIPs, these findings may contribute to identifying rehabilitation programs that best address women's needs. [ABSTRACT FROM AUTHOR]

Private prison staff are a valuable resource, and they can be affected by various workplace variables. The effects of organizational justice on counterproductive staff behaviors in a sample of correctional staff at a private prison were examined using organizational-justice theory. Specifically, the association of distributive and procedural justice with turnover intent, sick-leave views, and absenteeism were tested while controlling for demographic characteristics (position, gender, age, tenure, and race/ethnicity). OLS regression models show that procedural justice was the strongest predictor and was negatively associated with all three measures of counterproductive behaviors; distributive justice was only predictive of turnover intent. [ABSTRACT FROM AUTHOR]

In this study, data were used from 322 employees at a large medium- and maximum-security prison in the Southern United States to examine the influence of job demands (dangerousness of the job, role overload, role ambiguity) and job resources (employee input into decision-making, instrumental communication, job variety) on employee job involvement. We also controlled for demographic characteristics (gender, age, position, tenure, and educational attainment). Drawing on the job demands–job resources model, four separate equations were estimated to assess the influence of job demands and job resources both separately and jointly. Overall, job resources (specifically, employee input into decision-making and job variety) have a stronger influence on job involvement than do job demands. The findings indicate that to boost employee job involvement in correctional settings, employers must implement policies and practices that facilitate the sharing of job resources in the work environment. Implications for policy and future research are also discussed. [ABSTRACT FROM AUTHOR]