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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]

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]

This study examined a gendered model of the effects of supervisory factors on job outcomes for both men and women. Two competing hypotheses, the importation-differential experiences model and the work role prisonization model, guided the analyses of the effects of supervisor support, supervisor structure, and supervisor trust on job stress, job satisfaction, and affective organizational commitment. Data came from surveys of 160 correctional staff employed at a Midwestern prison. The results provide substantial support for the work model and less support for the importation model. Few differences were found in how men and women respond to supervisory factors. The implications of these results are discussed. [ABSTRACT FROM PUBLISHER]

The number of private correctional facilities has increased rapidly during the past twenty years. While there is a growing body of literature on private correctional facilities, most of the focus has compared the efficiency and effectiveness of private versus public correctional institutions. The impact of the work environment on private prisons has been rarely studied. Staff are the most valuable resource for any correctional organization; hence, it is important to study how the work environment shapes the job stress, job satisfaction, and organizational commitment levels of private prison staff. Two important work environment factors are instrumental communication and integration. This study examined the effects of instrumental communication and integration on the job stress, job satisfaction, and organizational commitment of staff at a Midwestern private correctional facility. Using the survey response of 160 respondents, it was found that both instrumental communication and integration had significant effects on job stress, job satisfaction, and organizational commitment. [ABSTRACT FROM AUTHOR]