26 results on '"Lambert, Eric G."'
Search Results
2. Justice and Life Satisfaction Among Indian Police Officers: A Preliminary Study
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Lambert, Eric G., Qureshi, Hanif, and Frank, James
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- 2023
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3. The Effects of Justice Views on Turnover Intent, Sick-Leave Views, and Sick-Leave Use Among Private Prison Staff.
- Author
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Lambert, Eric G., Hogan, Nancy L., Worley, Robert M., and Solinas-Saunders, Monica
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PROCEDURAL justice , *ORGANIZATIONAL justice , *DISTRIBUTIVE justice , *RACE , *DEMOGRAPHIC characteristics , *PRIVATE prison industry , *PRISON system - Abstract
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]
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- 2024
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4. The Association Between Organizational Justice and Organizational Trust Among Correctional Staff.
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Solinas-Saunders, Monica, Lambert, Eric G., Haynes, Stacy H., Haynes, Linda D., Leone, Matthew C., and May, David C.
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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]
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- 2024
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5. Stress among Correctional Officers: an Organizational Justice Approach
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May, David C., Lambert, Eric G., Leone, Matthew C., Keena, Linda D., and Haynes, Stacy H.
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- 2020
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6. Examining the Mediating Effects of Organizational Trust on the Relationship between Organizational Justice and Job Attitudes among Correctional Staff.
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Lambert, Eric G., Hogan, Nancy L., Solinas-Saunders, Monica, Morrow, Weston J., and Vickovic, Samuel G.
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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]
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- 2024
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7. Exploring the influence of job demands and resources on organisational justice views in a sample of correctional staff.
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Lambert, Eric G., Solinas‐Saunders, Monica, and Hogan, Nancy L.
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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]
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- 2024
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8. Perceptions of organizational justice and life satisfaction among Nigerian prison staff.
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Otu, Smart, Lambert, Eric G., Elechi, O. Oko, Lanterman, Jennifer L., and Jenkins, Morris
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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]
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- 2024
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9. The Importance of Organizational Justice on Job Burnout Among Midwestern U.S. Social Workers.
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Pasupuleti, Sudershan, Lambert, Eric G., Srinivasa, Susheelabai R., CluseTolar, Terry, and Jiang, Shanhe
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CORPORATE culture ,SOCIAL justice ,PSYCHOLOGICAL burnout ,SOCIAL workers ,CRONBACH'S alpha ,PILOT projects ,QUESTIONNAIRES ,DESCRIPTIVE statistics ,JUDGMENT sampling ,MULTIVARIATE analysis ,DEPERSONALIZATION ,SURVEYS ,PSYCHOLOGICAL stress ,INTERPERSONAL relations ,FACTOR analysis ,WELL-being - Abstract
The current research study examined the effects of organizational justice on burnout among U.S. social workers in the northwestern part of the U.S. state of Ohio. Specifically, the effects of perceptions of distributive and procedural justice on the burnout sub-domains of emotional exhaustion and depersonalization were explored (the third dimension of feeling ineffective at work was not measured). Low levels of distributive and/or procedural justice should lead to psychological strain for social workers, which can result in job burnout. Of the 450 distributed surveys, 255 usable ones were returned. Both distributive and procedural justice adversely affected the two burnout sub-domains of emotional exhaustion and depersonalization. Distributive justice had larger sized effects on emotional exhaustion compared to procedural justice. Distributive justice represents outcomes such as pay, benefit, and promotions, which tend to have a significant impact on social workers, who are often paid less than other professional occupations, resulting in psychological strain and emotional burnout. Both distributive and procedural justice had similar sized effects on depersonalization burnout. The current results underscore the need for organizational interventions by improving perceptions of distributive and procedural justice in order to reduce burnout. [ABSTRACT FROM AUTHOR]
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- 2024
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10. The association of organizational justice views and turnover intent among correctional staff.
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Lambert, Eric G., Solinas-Saunders, Monica, Haynes, Stacy H., May, David C., Keena, Linda D., Leone, Matthew, and Buckner, Zachary
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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]
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- 2023
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11. Organisational justice and strain‐based conflict among Nigerian prison officers.
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Jenkins, Morris, Lambert, Eric G., Elechi, O. Oko, Hall, Daniel, Otu, Smart, Lanterman, Jennifer L., and Barrington, Claire
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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]
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- 2023
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12. Exploring the Effects of Multiple Dimensions of Organizational Justice on Correctional Staff Job Stress.
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Lambert, Eric G., Boateng, Francis, Liu, Jianhong, Tewksbury, Richard, Zhang, Jinwu, and Jiang, Shanhe
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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]
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- 2023
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13. Improving Correctional Staff Perceptions of Organizational Justice.
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Lambert, Eric G., Lanterman, Jennifer L., Leone, Matthew, Keena, Linda D., Haynes, Stacy H., and May, David
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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]
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- 2023
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14. Exploring the Relationship of Organizational Justice with Chinese Prison Staff Life Satisfaction.
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Lambert, Eric G., Boateng, Francis, Liu, Jianhong, Zhang, Jinwu, and Jiang, Shanhe
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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]
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- 2022
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15. Justice and strain-based conflict among Chinese prison staff.
- Author
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Liu, Jianhong, Lambert, Eric G., Jiang, Shanhe, and Zhang, Jinwu
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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]
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- 2022
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16. Exploring the Effects of Organizational Structure Variables on the Organizational Justice Perceptions of Correctional Staff.
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Lambert, Eric G., Berthelot, Emily, Morrow, Weston, Block, Lauren, and Hogan, Nancy
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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]
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- 2021
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17. The Association of Organizational Justice with Job Satisfaction and Organizational Commitment among Nigerian Correctional Staff.
- Author
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Lambert, Eric G., Tewksbury, Richard, Otu, Smart E., and Elechi, O. Oko
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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
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18. Organisational Justice and Police Job Involvement in Haryana, India.
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QURESHI, HANIF, LAMBERT, ERIC G., and FRANK, JAMES
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ORGANIZATIONAL justice , *POLICE , *ORGANIZATIONAL performance , *JOB involvement - Abstract
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]
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- 2020
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19. Disentangling the Direct and Indirect Effects of Task, Individual, and Organizational Factors on Occupational Citizenship Behavior.
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Frank, James, Lambert, Eric G., Qureshi, Hanif, Myer, Andrew J., Klahm, Charles F., Smith, Bradley, and Hogan, Nancy L.
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ORGANIZATIONAL citizenship behavior , *JOB stress , *ORGANIZATIONAL justice , *CHARACTER , *JOB satisfaction , *ORGANIZATIONAL commitment , *ATTITUDES toward work - Abstract
Organizational citizenship behaviors (OCBs) have been the subject of considerable research attention within business organizations. Much less attention has been directed at OCBs within criminal justice agencies, and even less research has addressed OCBs within police organizations. The present study uses survey data collected from 829 police officers in India to assess the antecedents of several dimensions of OCBs. Unlike most prior research, we use a path model in an effort to disentangle the direct and indirect effects of organizational justice, job demands and job resources, organizational justice, stress, and work attitudes on OCBs while controlling for officer personal characteristics. Our findings indicate that job satisfaction and organizational commitment are strong predictors of OCBs and that they mediate the effects of job stress, which did not directly influence OCBs. In addition, organizational justice factors exerted inconsistent effects on OCBs. Strategies for increasing the likelihood that officers will engage in OCBs are discussed. [ABSTRACT FROM AUTHOR]
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- 2020
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20. Exploring the association between organizational justice and job stress among Nigerian correctional staff.
- Author
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Elechi, O. Oko, Lambert, Eric G., and Otu, Smart
- Subjects
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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]
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- 2020
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21. Research note: the relationship of organizational justice variables with job involvement among southern prison staff.
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Lambert, Eric G., Haynes, Stacy H., Keena, Linda D., May, David, and Leone, Matthew
- Subjects
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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]
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- 2019
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22. Testing a Path Model of Organizational Justice and Correctional Staff Job Stress Among Southern Correctional Staff.
- Author
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Lambert, Eric G., Keena, Linda D., Haynes, Stacy H., May, David, Ricciardelli, Rosemary, and Leone, Matthew
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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
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23. An Exploratory Study of Organizational Justice and Work Attitudes Among Chinese Prison Staff.
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Lambert, Eric G., Liu, Jianhong, and Jiang, Shanhe
- Subjects
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ORGANIZATIONAL justice , *ATTITUDES toward work , *CORRECTIONAL personnel attitudes , *PRISONS , *DISTRIBUTIVE justice - Abstract
While both forms of organizational justice are important, the empirical literature indicates that procedural justice generally has wider and greater effects on job attitudes compared with distributive justice. Regression analysis of self-reported survey data from 322 staff at two Chinese prisons in Guangzhou suggests that, while both forms of organizational justice were important for Chinese correctional staff’s organizational commitment, distributive (but not procedural) justice had significant positive associations with both job involvement and job satisfaction. This emphasis on distributive justice differs from what has been empirically found for U.S. correctional staff. [ABSTRACT FROM AUTHOR]
- Published
- 2018
- Full Text
- View/download PDF
24. Effects of Work Environment Variables on Job Satisfaction Among Community Correctional Staff in China.
- Author
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Jiang, Shanhe, Lambert, Eric G., Zhang, Dawei, Jin, Xiaohong, Shi, Mengfei, and Xiang, Deping
- Subjects
JOB satisfaction ,EMPLOYEE attitudes ,SATISFACTION ,EMPIRICAL research ,CORRECTIONAL personnel ,CORRECTIONAL institutions - Abstract
Job satisfaction is an important predictor of organizational efficiency and effectiveness; it can also predict attitudes and behaviors of staff. The field of organizational studies contains an ever-expanding quantity of empirical research on satisfaction, including research specifically focused on community corrections; however, no published research in the English language on satisfaction regarding community corrections in China currently exists. Using data from 225 community correctional officers from 15 counties (or equivalents) in Hubei, China in 2013, this study examined community correctional staff’s satisfaction and its predictors. The majority of Chinese community correctional officers were satisfied with their jobs. Role clarity, formalization, and perceived promotional opportunities were significant predictors of the satisfaction. Although distributive justice and procedural justice have often been found to be predictors of job satisfaction in the United States, particularly procedural justice, they were not predictors of job satisfaction among this group of Chinese community correctional staff. [ABSTRACT FROM AUTHOR]
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- 2016
- Full Text
- View/download PDF
25. The Association of Distributive and Procedural Justice With Organizational Citizenship Behavior.
- Author
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Lambert, Eric G. and Hogan, Nancy L.
- Subjects
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ORGANIZATIONAL citizenship behavior , *CORRECTIONAL institutions , *ORGANIZATIONAL socialization , *ORGANIZATIONAL justice , *SOCIAL justice - Abstract
The nucleus of any correctional organization is its correctional staff. There are expected in-role behaviors and duties of the staff, but extra-role behaviors (referred to as organizational citizenship behavior) also are important for correctional organizations. However, there has been little research on correctional staff organizational citizenship behavior. Based on social exchange theory, organizational justice should be important in shaping the organizational citizenship behavior of correctional staff. Distributive and procedural justice are two salient dimensions of organizational justice. Survey data from staff at a private prison indicated that procedural justice had a significant positive relationship with organizational citizenship behavior, but distributive justice had a nonsignificant association. [ABSTRACT FROM AUTHOR]
- Published
- 2013
- Full Text
- View/download PDF
26. The impact of distributive and procedural justice on correctional staff job stress, job satisfaction, and organizational commitment
- Author
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Lambert, Eric G., Hogan, Nancy L., and Griffin, Marie L.
- Subjects
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CRIMINAL justice personnel , *CORRECTIONAL personnel , *PRISON administration , *JOB stress , *ORGANIZATIONAL justice - Abstract
Correctional staff are the heart and soul of any correctional facility. While there was a significant body of research on the impact of the work environment on correctional staff, this study sought to expand that knowledge by examining the effects of distributive and procedural justice on correctional staff job stress, job satisfaction, and organizational commitment. Multivariate models were estimated. Both forms of organizational justice had negative effects on job stress and organizational commitment; however, only procedural justice, but not distributive justice, had a significant impact on job satisfaction. [Copyright &y& Elsevier]
- Published
- 2007
- Full Text
- View/download PDF
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