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Organizational trust is an important workplace factor for organizations and their employees. There are different types of organizational trust, with coworker, supervisor and management trust being major ones. Yet, limited research has examined how organizational trust is associated with the work attitudes of correctional officers, such as job involvement, job satisfaction and organizational commitment. The current study explored how coworker, supervisor and management trust were related to the job involvement, job satisfaction and affective organizational commitment of Chinese correctional officers at two prisons in southeast China. Management trust had significant positive associations with involvement, satisfaction and commitment. The current results indicate the need to enhance management trust among the studied Chinese correctional officers to raise the three work attitudes. [ABSTRACT FROM AUTHOR]

Burnout is a phenomenon commonly found in the workplace. When burnout is job-related, it is considered job burnout. Historically, job burnout has been most common among those who work in human services fields and who deal with stressful situations on a regular basis. Job burnout consists of three components: emotional exhaustion, depersonalization, and feelings of work ineffectiveness. While job burnout may be common, not all workers in stressful fields experience it, which indicates that there must be organizational or individual factors that limit the likelihood of job burnout for some workers. This study examined the impact of four job-related factors (job stress, job involvement, job satisfaction, and organizational commitment) on the three components of job burnout for correctional workers in a large, maximum-security prison in the Southern United States. The findings indicated that the four job-related factors were related strongly and in the predicted direction to two or three of the measures of job burnout. [ABSTRACT FROM AUTHOR]

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]

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]

Public trust in the police is an important element of a healthy democracy. Concurrently, trust within the workplace is essential for a healthy organization, including the police. The main forms of organizational trust are management, supervisor, and coworker trust. However, there has been little research on how organizational trust affects police officers. This study examines the effects of these three forms of organizational trust on the job satisfaction, job involvement, and organizational commitment of police officers. The sample of 827 officers was drawn from two districts in Haryana, India. The findings indicate that all three forms of trust play an important role in improving the work attitudes of Indian police officers and that personal characteristics account for a lesser variance than the trust variables. [ABSTRACT FROM AUTHOR]

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]

The current study sets out to examine the effects of job demands and job resources on the job involvement of Nigerian correctional services staff. Job demands make the job more difficult and reduce positive work outcomes such as job involvement. Job resources make the job more pleasant and aid employees in doing their work, leading to increases in positive work outcomes, such as job involvement. Ordinary least squares (OLS) regression analysis of survey data from 120 correctional staff in a medium-security correctional center provides partial support for the job demands-resources model on job involvement for Nigerian correctional staff, with job resources showing greater effects than job demands in building job involvement. Specifically, the job demand variables were fear of victimization on the job and role overload, and the job resource variables were job variety, quality training, and job autonomy. Quality training and job autonomy had statistically significant effects on job involvement in a multivariate OLS regression analysis. Fear of victimization, role overload, and job variety had nonsignificant effects in the regression analysis. [ABSTRACT FROM AUTHOR]

Organizational trust includes both supervisor trust and management trust. Additionally, the three main work attitudes are job involvement, job satisfaction, and organizational commitment. The objective of this study was to explore the effects of the two types of trust on the three work attitudes with data from a survey of 255 U.S. social workers. In multivariate ordinary least squares regression, the effects of the two forms of organizational trust varied across the three work attitudes. Only management trust had a significant positive effect on job involvement, while both forms of trust had positive relationships with job satisfaction and affective organizational commitment. For job satisfaction, the effect sizes of both forms of trust were similar; however, for organizational commitment, management trust's effect was far greater than the effects of supervisor trust. The current findings support the overall contention that supervisor and management trust play important roles in shaping social worker job involvement, job satisfaction, and organizational commitment, and they also underscore the need for improving perceptions of supervisor and management trust among social workers. Future longitudinal research will be able to demonstrate the causal process of the effects of trust on the three work attitudes. [ABSTRACT FROM AUTHOR]

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]

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]

Life satisfaction is an important concept for both police and other law enforcement organizations. Past research on the spillover theory has found that higher life satisfaction results in better physical health, being more open-minded, improved effort, and longer life expectancy. The spillover theory holds what happens at work does not stay at work but spills over and affects a person's overall life. Workplace variables, particularly job stress, job involvement, job satisfaction, and organizational commitment do not just affect people at work, but also affect people's satisfaction with their overall lives. The current study examined how job stress, job involvement, job satisfaction, and organizational commitment were associated with life satisfaction among a sample of 827 police officers from the state of Haryana in India. In a multivariate ordinary least squares regression analysis, job stress had a significant negative effect on life satisfaction, whereas job involvement, job satisfaction, and organizational commitment had significant positive effects. The results suggest that police administrators should attempt to lower job stress and increase job involvement, job satisfaction, and organizational commitment among officers to raise their life satisfaction, which, in turn, should benefit the individual officers, the police agency, and the community being served. [ABSTRACT FROM AUTHOR]

Private security staff play an important role in protecting society, including those who work in private prisons. Working in a private prison is a demanding job. Staff are responsible to ensure that the correctional facility is safe, secure, and humane. Past research has found that organizational trust, in terms of supervisor and management trust, influences private prison staff in many outcome areas, such as job involvement, job satisfaction, organizational commitment, job stress, feeling at risk at work, and job burnout; however, there is a dearth of research on how workplace variables may contribute to organizational trust. The current study examined how the major forms of social support (family, coworkers, supervisor, and management) were related to supervisor trust and management trust among 160 staff at a private U.S. prison. Based on ordinary least squares (OLS) multivariate regression, the results indicated coworker, supervisor, and management support each had significant positive effects on supervisor trust, with supervisor support having the largest effect. In another OLS multivariate regression analysis, family, supervisor, and management support had significant positive effects on management trust, with management support having the largest effect. The findings suggest that private prison administrators should consider increasing all four forms of social support in order to raise both supervisor and management trust. It would be a valuable investment in staff. [ABSTRACT FROM AUTHOR]

While the issue of trust is theoretically essential for the effective operation of correctional organizations, few researchers have examined how the different types of trust are related to salient outcomes for staff. In this study, we examined the effects of coworker, supervisor, and management trust on the job involvement, job satisfaction, and organizational commitment of 322 Southern U.S. correctional staff. The types of workplace trust, however, varied in their effects. Specifically, multivariate analysis indicated only management trust had a significant positive effect on job involvement, but both coworker trust and management trust had significant positive effects on job satisfaction, whereas both supervisor trust and management trust had significant positive effects on organizational commitment. The current findings support the overall contention that workplace trust plays an important role in shaping prison staff job involvement, job satisfaction, and organizational commitment. The results underscore the need for improving perceptions of trust in the workplace, particularly management trust. [ABSTRACT FROM AUTHOR]

High job involvement has been shown to result in many favourable outcomes, including higher job satisfaction, increased work performance, and improved life satisfaction. Organisational justice, which includes the concepts of distributive and procedural justice, refers to the perception that the employing organisation treats employees in a fair and just manner. This study used survey data from 827 police officers from the Indian state of Haryana to explore how distributive and procedural justice affect job involvement. Ordinary least squares (OLS) regression analysis indicated that both components of procedural justice (promotions and evaluations) were positively related to, and significant predictors of, job involvement; however, distributive justice did not have a significant effect in the multivariate analysis. We examine the policy implications of these findings towards achieving the ends of improved organisational performance. [ABSTRACT FROM AUTHOR]

Past research among U.S. correctional staff has found that work-family conflict has negative outcomes such as decreasing job satisfaction, decreasing organizational commitment, and increasing job stress. Little empirical research has addressed the association of the specific types of work-family conflict with job involvement. The present study contributes to the literature by separately analyzing the relationship of the four specific major types of work-family conflict (time-based conflict, strain-based conflict, behavior-based conflict, and family-on-work conflict) with job involvement among surveyed staff at two Chinese prisons. Job involvement varied by the type of work-family conflict. Specifically, time-based conflict and strain-based conflict had nonsignificant association with job involvement, but behavior-based and family-based conflicts had significant negative associations. [ABSTRACT FROM AUTHOR]

In private correctional institutions, staff are an important resource, since they are tasked with a myriad of duties necessary to operate a humane, safe, and secure facility. As political demands for budgetary restraint increase, it is paramount that administrators find and retain good staff. Staff retention is influenced by workplace factors. This study explored the four types o work-family (time-based conflict, strain-based conflict, behavior-based conflict, and family-based conflict) and their effects on job involvement. Ordinary Least Squares (OLS) regression results indicated that age, position (correctional officers) and time-based conflict had negative effects on job involvement, and family-based conflict had positive effects. [ABSTRACT FROM AUTHOR]

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]

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]

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]

Police organizations are tasked with a wide variety of duties, and officers often encounter stressful situations. Past studies have indicated that job stressors are negatively related to job involvement, which, in turn, is positively related to several beneficial outcomes. The present study empirically tested the job demands model with data obtained from a police agency in India. Survey data was collected from 827 police officers in the Indian state of Haryana. Analysis was carried out to determine the impact of job stressors (role overload, role underload, repetitiveness, role ambiguity, fear of victimization, and role conflict) on job involvement. Findings indicate that all stressors except fear of victimization had a negative effect on job involvement. The implications of the findings, for organizations in general and the police in particular, include the need to reduce workplace stressors and improve the work environment. [ABSTRACT FROM AUTHOR]

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]

Working in prisons is a demanding career. While a growing number of studies have explored the predictors of job stress, job involvement, and job satisfaction, very few studies have examined how job stress, job involvement, and job satisfaction effect prison staff life satisfaction. Moreover, past studies on prison staff life satisfaction have all been conducted among those working in the United States. The current study examined how job stress, job involvement and job satisfaction were associated with satisfaction with life among surveyed staff at two Chinese prisons. Job involvement and job satisfaction had positive effects on life satisfaction, while job stress had a negative effect. [ABSTRACT FROM AUTHOR]

Drawing 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. [ABSTRACT FROM AUTHOR]

Successful police organizations rely on involved, satisfied, and committed workers. The concepts of job involvement (i.e., connection with the job), job satisfaction (i.e., affective feeling toward the job), and organizational commitment (i.e., bond with the employing organization) have been shown to significantly affect intentions and behaviors of employees. The current study used multivariate ordinary least squares (OLS) regression analysis on survey results from a sample of 827 Indian police officers to explore how perceptions of work environment factors affect officers' job involvement, job satisfaction, and organizational commitment. Organizational support, formalization (i.e., level of codified written rules and guidelines), promotional opportunities, institutional communication (i.e., salient work information is transmitted), and input into decision-making (i.e., having a voice in the process) significantly influenced the job involvement, job satisfaction, and organizational commitment of Indian police officers. Specifically, in the multivariate analysis, perceptions of formalization and instrumental communication had a positive relationship with job involvement; perceptions of organizational support, promotional opportunities, instrumental communication, and input into decision-making had positive associations with job satisfaction; and perceptions of organizational support, formalization, promotional opportunities, instrumental communication, and input into decision-making had positive relationships with organizational commitment. [ABSTRACT FROM AUTHOR]

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]

The literature suggests that social support, in general, is linked to positive outcomes among correctional staff, but the different types of social support may differ in their effects. Using survey data from staff working at a privately-owned, maximum security prison for juveniles sentenced as adults, this study analyzes three intra-organizational supports, administrative, supervisory, and coworker, and one extra-organizational form, family/friends support, as antecedents of job stress, job involvement, job satisfaction, and organizational commitment. Personal variables serve as controls. Administrative and supervisory support are inversely related to job stress, while job involvement is affected positively by supervisory support and negatively by family/friends support. All three intra-organizational forms of support are significant antecedents of job satisfaction and organizational commitment however family/friends support is not. These findings hold implications for improving job outcomes among correctional staff and for future research. [ABSTRACT FROM AUTHOR]

Past empirical research has indicated that workplace factors affect the work attitudes of police officers. Police officers (N = 827) were surveyed in two districts (Sonipat and Rohtak) in the State of Haryana in the Republic of India. Ordinary least squares regression analysis was used to test the effects of job variables (i.e., job autonomy, job variety, training, and supervision) on job attitudes (i.e., job involvement, job satisfaction, and organizational commitment). Results indicate that variety, training, and supervision had positive associations with involvement, satisfaction, and commitment. Job autonomy had no association with job satisfaction or organizational commitment and had a negative association with job involvement. [ABSTRACT FROM AUTHOR]

Personnel are critical to the success of any security organization, and this is especially true of private prisons. Therefore, it is essential to understand how their organizational commitment is affected by workplace factors. There are two major forms of organizational commitment, continuance and affective. To examine how the salient workplace factors of job stress, job involvement, and job satisfaction were related to the continuance and affective commitment of personnel working for a private prison, data from a survey of personnel at a maximum security private prison were examined. Two ordinary least squares regression equations were run with continuance and affective commitment as the dependent variables. The amount of variance explained between the two regression equations was noticeably different. A larger percentage of the variance was accounted for in the affective commitment regression equation as compared to the continuance commitment multivariate analysis. Moreover, job stress had a positive association with continuance commitment, and a nonsignificant relationship with affective commitment. Job involvement had a nonsignificant effect on continuance commitment and a positive effect on affective commitment. Job satisfaction had a negative impact on continuance commitment and a positive relationship with affective commitment. Overall, the results support the contention that the two commitment measures are not affected similarly by job stress, involvement, and satisfaction. [ABSTRACT FROM AUTHOR]

Much of the research on correctional staff over the past two decades has focused on how the job environment and demographic variables influence job stress and job satisfaction. The issue of job involvement has largely been ignored. As correctional employees are such an important part of corrections, understanding how job stressors affect job involvement is essential. An analysis of survey data from a private correctional facility in the US Midwest examined the effects of the relationship between the job stressors of role conflict, role ambiguity, role overload, and perceived dangerous of the job with job involvement. Multivariate analysis with ordinary least squares ( OLS) regression indicated that role conflict and dangerousness of the job had significant effects on job involvement, but role ambiguity and role overload did not. It is hoped that this study will spark further research in the area. [ABSTRACT FROM AUTHOR]

Jail staff who harbor negative attitudes toward their jobs can be detrimental for the functional operation of the organization. Presumably, personnel who are more involved with their work should have lower levels of stress and higher levels of job satisfaction and organizational commitment, compared with those who are not involved. The current study examined the effects of job involvement on job stress, job satisfaction, and organizational commitment at a large county jail system in Florida. Based on multivariate analyses of staff survey data, the results revealed that job involvement was negatively related to job stress and positively related to both job satisfaction and organizational commitment. The implications of these findings for correctional research and practice are also considered. [ABSTRACT FROM AUTHOR]

Jail staff are the heart and soul of any jail. Jails rely on staff to complete a myriad of tasks and duties in order to maintain a safe, secure, and humane jail facility. One area of importance is job involvement (i.e., the psychosocial bond between the staff member with his or her job). The current study examined the job characteristics model to explain job involvement among staff at a large county correctional system in Orlando, Florida. The job characteristic variables were formalization, instrumental communication, relations with coworkers, input into decision making, job variety, perceived dangerousness of the job, role strain, and administrative support. It was found that formalization, input into decision making, and administrative support all had positive associations with job involvement. The implications of these findings for correctional researchers and practitioners are discussed. [ABSTRACT FROM AUTHOR]

Much of the research on correctional officers over the past two decades has focused on job stress, job satisfaction, the job environment, and how demographic variables such as gender, race, health and family conflict influenced stress and job satisfaction. Because correctional staff is such an integral part of corrections, understanding job involvement and its impact on correctional employees is important, yet it has received little attention in the literature. Using survey data from a private correctional facility in the Midwest, the authors examined the effects of job involvement on job stress, job satisfaction, organizational commitment, absenteeism, and turnover intentions. A multivariate analysis indicated that job involvement had significant effects on all the predicted outcome variables. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]