The impact of distributive and procedural justice on correctional staff job stress, job satisfaction, and organizational commitment

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.     

The impact of individual,organizational, and environmental attributes on voluntary turnover among juvenile correctional staff members

In this study we assessed the impact of individual employee characteristics, organizational attributes, and quality of the correctional environment on the turnover intentions of juvenile correctional staff members. Both individual characteristics and organizational attributes were significant predictors of turnover intentions. The individual characteristics were age, race, and education; the organizational variables were job satisfaction, stress, and staff support and communication. In general, the organizational attributes were stronger predictors of turnover. Only one variable pertaining to the quality of correctional environment, facility's amount of care toward juveniles, was significantly related to turnover. In contrast to findings of previous research, dangerousness, gender, and tenure were not related to staff turnover. We discuss the implications of these results for correctional staffing.     

Correlates of correctional officer job stress: The impact of organizational structure

Corrections can be a very stressful occupation, producing many negative outcomes for employees. These outcomes, both mental and physical, not only affect the employee, but the entire organization. A large body of literature has focused on identifying correlates of correctional staff job stress; yet, not all of the possible correlates have been studied. One area that has received little, if any, attention is the impact of the organizational structure on correctional job stress. Organizational structure includes issues of centralization, instrumental communication, integration, and organizational justice. The results of multivariate analysis indicate that instrumental communication and procedural justice have a direct effect on correctional staff job stress.     

The correctional staff burnout literature

Correctional staff job burnout is costly to all involved. As such, it has generated a growing body of research. This study reviewed 53 empirical studies of correctional staff burnout and two review articles published between 1981 and 2014. The majority of studies focused on staff working in a variety of institutional positions, fewer studies focused exclusively on the subgroup of correctional officers, and even fewer focused on a different subgroup. The majority of studies also involved staff at US government-run adult prisons. Most but not all studies utilized Maslach’s Burnout Inventory. Research on the antecedents of job burnout among correctional staff is more common than research on the possible consequences or outcomes of job burnout. Interestingly, despite the empirical emphasis on antecedents of burnout, there has been almost no research on effective interventions designed to deal with correctional staff burnout. Based on this narrative review, significant gaps remain in the research on correctional staff burnout.     

The missing link between job satisfaction and correctional staff behavior: The issue of organizational commitment

Over the past twenty years, several empirical studies have examined the consequences of job satisfaction among correctional staff. When looking at worker behavior in other disciplines, though, it is commonplace to include both job satisfaction and organizational commitment. However, very few studies about correctional staff behavior include both concepts. This paper discusses job satisfaction and organizational commitment, and addresses the link between these concepts as it relates to correctional staff attitudes and behaviors. Further, a discussion of measurement issues and recommendations for future research is presented. This is a revision of papers presented at the 1998 American Society of Criminology annual meeting in Washington, D.C. The authors would like to thank the anonymous reviewers for their comments and suggestions.     

The impact of work-family conflict on correctional staff job satisfaction: An exploratory study

Correctional staff job stress has grown dramatically as a result of the increase in inmate populations, legal interventions, and competing ideologies. A wealth of literature has been published on correctional staff job stress. This literature, however, has failed to address the impact of work-family conflict on correctional staff job satisfaction. A survey, administered to correctional staff at a midwestern prison, reveals that role ambiguity and work-on-family conflict have a significant negative effect on correctional staff job satisfaction, while family-on-work conflict does not. Implications are discussed.     

Toward a restorative justice pedagogy: reflections on teaching restorative justice in correctional facilities

Restorative justice is currently practiced in a variety of ways inside correctional facilities. One such way is the facilitation of restorative justice education. If grounded in restorative values, such education can contribute to outcomes similar to other restorative practices, such as victim offender dialogue. These outcomes include opportunities to speak to personal experiences, personal change, and growth, and a desire to engage in positive relationships and give back to the community. This paper draws on the teaching and facilitation experiences of the author and incarcerated peer facilitators to develop a restorative justice pedagogy. This pedagogy, based on restorative values, aims to inspire individual and social transformation; build community among participants; give voice to the unique experiences of participants; offer opportunities for real-life problem solving; provide a creative learning environment that is co-created by students and facilitators; view students as practitioners, theorists, and educators; and invite instructors to view themselves as students and share in the learning process. Implications of the restorative justice pedagogy for teaching outside the prison context and with course material other than restorative justice conclude the article.     

The organizational justice effect among criminal justice employees: A meta-analysis*

Organizational justice has been shown to be an important predictor of criminal justice employees’ work-related perceptions, attitudes, and behaviors. In this study, we take stock of the organizational justice effect on criminal justice employees’ work outcomes by subjecting the literature to a meta-analysis. Multilevel modeling based on 1,924 effect size estimates drawn from 143 studies (95 independent data sets) was used to establish the empirical status of the organizational justice effect. The results indicate a sizeable relationship between organizational justice and justice system employee work outcomes (Mz = .256, CI = [.230, .283]). The findings also demonstrate that the organizational justice effect size varies slightly across several methodological variations. Specifically, the organizational justice effect size is larger when the concept is measured with scales that contain survey items tapping into all four dimensions of justice. Also, we found that outcome type, presence of confounding mechanisms, research design, and sample characteristics moderate the justice effect. We conclude that organizational justice theory is a useful framework for developing a more theoretically informed understanding of justice system employees’ work outcomes. We discuss the theoretical implications of the meta-analytic findings and avenues for future research based on the results.     

The importance of staff practice in delivering effective correctional treatment: a meta-analytic review of core correctional practice

Several meta-analyses have rendered strong support for the clinically relevant and psychologically informed principles of human service, risk, need, and general responsivity. However, each of these reviews has focused on specific program components and not on the characteristics of the staff or the specific techniques used to deliver the program. This meta-analytic review examines the role of core correctional practices in reducing recidivism and provides strong preliminary evidence regarding their effectiveness. Staff characteristics and training in core skills must be addressed to ensure the maximum therapeutic impact of correctional treatment programs.     

Burnout among corrections-based drug treatment staff: impact of individual and organizational factors

As a result of limited budgets, many treatment programs are forced to operate for extended periods at or beyond their capacity. The resulting pressure and stress on treatment staff can be taxing and lead to serious problems, including job burnout. Although the concept of burnout within other social service professions has been broadly researched, less attention has been given to burnout among drug abuse treatment staff, especially among corrections-based drug treatment staff. The goal of this article is to extend this area of research by exploring the impact of individual factors and organizational factors on burnout. Findings revealed that although a number of factors were related to staff burnout, younger counselor age, lower adaptability, poorer clarity of agency mission, and higher stress were most significant. Ways in which treatment programs might address these issues affecting staff burnout are discussed.     

The role of procedural and distributive justice in organizational behavior

To investigate the relationship between fairness and organizational outcomes, the present study examined the survey responses of government employees at six Federal installations. Indices of procedural and distributive fairness were factor-analytically derived. Multiple regression analyses indicated that both the procedural measures and the distributive measures were significantly related to measures of job satisfaction, evaluation of supervisor, conflict/harmony, trust in management, and turnover intention. Procedural fairness accounted for significantly more variance than distributive fairness in each of these criterion measures, except for turnover intention. These findings are related to conceptual and methodological issues concerning procedural fairness and organizational behavior.     

The impact of prison conditions on staff well-being

Prison conditions have been at the center of long-standing debates among corrections scholars. Interestingly, this debate has focused on inmates alone while paying little attention to the potential impact of prison conditions on staff. Addressing this limitation, the study draws on survey data collected from a stratified random sample of prison staff working at all federal prisons in 2007 to examine the impact of prison conditions on staff well-being (substance use, psychological symptomatology, physical duress, and sick leave use). Mixed-level models show that harsh physical conditions correspond to significant problems for staff on all outcomes measured (individual-level impacts). The data also show that prison-level aggregations of harsher conditions correspond to significant deterioration in staff physical and psychological symptomatology above and beyond individual-level effects.     

Side-bets and reciprocity as determinants of organizational commitment among correctional officers

Organizational commitment is a particularly salient characteristic of the prison work climate due to the stressful working conditions and high rate of turnover among correctional officers nationwide, yet little is known about the factors that predict the level of organizational commitment among officers. Becker's (1960) side-bets hypothesis predicts greater commitment among those who develop additional investments in the job that would be lost with a change of jobs, and the reciprocity hypothesis predicts greater commitment among those who feel they are well treated, supported, and respected by the organization. This study used a sample of 546 correctional officers to examine the relative effects of side bets and reciprocity on two components of organizational commitment—affective commitment and continuance commitment. The results of a multivariate OLS regression analysis indicated that reciprocity had a greater effect than side bets on affective commitment but that side bets had a greater effect than reciprocity on continuance commitment. These findings, which provide partial support for the side-bet hypothesis and strong support for the reciprocity hypothesis, are discussed in terms of the link between organizational commitment and other work-related behaviors.     

To stay or quit: A review of the literature on correctional staff turnover

Correctional staff are the most important asset for any correctional agency. In fact, they are the heart and soul of any correctional organization. Many staff, however, voluntarily quit. The cost of this turnover is high for correctional organizations. Nonetheless, correctional staff turnover has generated only limited research. Moreover, there has been little direction in the correctional turn-over research. The different forms of turnover are discussed and the correctional staff turnover research is reviewed. A causal model for correctional staff voluntary turnover is developed and presented to guide future research. This article is a revision of a paper presented at the 1998 American Society of Criminology Annual meeting in Washington D. C. and my dissertation. The author would like to thank the anonymous reviewers for their comments and suggestions, as well as Janet Lambert, Ferris State University, for her assistance in editing and proofreading this article.     

The impact of nonprogrammatic factors on criminal‐justice interventions

Purpose. Palmer (1995) drew attention to a distinction between ‘programmatic’ and ‘non‐programmatic’ aspects of criminal justice interventions. While a considerable amount of research has accumulated on the former, the latter by comparison remains under‐researched. Nevertheless some advances have been made and the present article identifies the key components of this. Methods. Following analysis of the concepts forwarded by Palmer, a methodical comparison is made between his findings on programmatic elements and those of two other major groups of meta‐analytic findings from this area. This provides further opportunity for testing of the Risk‐Needs‐Responsivity (RNR) model and an evaluation is offered of its current status in synthesizing relevant knowledge. A parallel set of comparisons is then drawn with respect to non‐programmatic factors and the paper considers the level of agreement between separate reviews of that knowledge base. This directs attention to a number of instances of intervention ‘failure’ which can be explained by insufficient attention to non‐programmatic issues. Results. There is a generally high level of agreement between the three sets of data surveyed. There is not a complete consensus however, caused not by disagreement between data sets but by gaps in the types and range of evidence assembled. There are larger gaps remaining on non‐programmatic factors and the nature and extent of those is described. There is also discussion of some objections and proposed alternatives to RNR, and to some conceptual confusions arising from them. Conclusions. The present state of knowledge on criminal justice interventions is a ‘work in progress’ but nevertheless can provide firm guidance on the design of such interventions, highlighting areas in which much further work is needed.     

The efficacy of high impact incarceration: A correctional treatment outcome study

The objective of this research was to determine the treatment outcome for a group of adult male city-sentenced inmates and parole violators in a High Impact Incarceration Program (HIIP) “boot camp”. The research design was a quasi-experimental, one-group, pretest/posttest design without a control group (APA, 1982). The setting for the study was the new York City Department of Correction High Impact Incarceration Program (HIIP) on Rikers Island. The participants consisted of thirty-three (33) adult male city-sentenced inmates and parole violators who volunteered to participate in the rigorous boot camp program. The High Impact Incarceration Program (HIIP) was the experimental/independent variable for this study as well as the treatment intervention that was utilized in this research. The outcome measure was the Carlson Psychological Survey (CPS). The research question for this study was: What, if any, change(s) in personality disorder and its comorbid factors (dependent variable) take place in the inmate/subject after a period of high impact incarceration? The intervention (HIIP) lowers the pre to post level means of four (4) of the five (5) variables. Two of the four decreases are significant: Chemical Abuse (CA) and Self-Depreciation (SD), with the latter being highly significant (ANOVA P-Value of 0.0000). The largest of the four decreases is 27%. The fifth variable—Validity—(V) is unaffected by the intervention with pre and post means of 3.394 and 3.409, respectively. The variable Antisocial Tendencies (AT) comes near to significance with a confidence of .0677. Though Disturbance (TD) proved unaffected by the intervention. HIIP appears to be significantly effective in changing certain personality factors and their comorbid factors while the teammates (inmates) are within this intensive, rigorous, and highly structured program. Further research is necessary to determine what effect this personality change has on the rate of recidivism.     

Exploring the effects of work environment variables on the job satisfaction of Nigerian correctional staff

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.     

The future of criminal justice administration and its impact on civil liberties

Criminal justice agencies have the means to increase their efficiency and to bring a larger proportion of the population within their net of surveillance and control. In the next twenty or forty years this form of control over citizens will increase. Simultaneously, growing bureaucratic and legal control mechanisms will prevent such control from becoming tyrannous. Over a longer period, given the possibility of a “no-growth” economy and a decline in the social and economic system that supports traditional civil liberties, there is a threat that an efficient criminal justice system would support tyrannous government. In the future tyranny can be avoided by the conscious policy of limiting the full potential of control over citizens by the criminal justice system.     

The intellectual adolescence of organizational justice: You've come a long way,maybe

To highlight the advances and limitations in the study of organizational justice as reflected by the articles in this issue, the field is characterized as being in its intellectual adolescence. Following this analogy, some signs of scientific maturity are noted. Among these are (a) increased attention to the connections between organizational justice and various organizational processes, (b) expanded efforts toward conceptual refinement, and (c) greater reliance on research conducted in natural settings. At the same time, the adolescent state of the field is also marked by its intellectual awkwardness and immaturity. Indications of this include (a) the absence of guiding theory, (b) an underdeveloped research agenda, and (c) an overreliance on the use of ad hoc measurements. Based on these limitations, suggestions are made for ways of nurturing the field's development. The article concludes with an optimistic vision of tomorrow's field of organizational justice.