Take this job and shove it: An exploratory study of turnover intent among jail staff

The success of any organization usually rests on the shoulders of its employees. As such, voluntary personnel turnover presents administrative challenges that have substantial and far reaching effects. Understanding the factors that lead to staff turnover intentions can assist organizational leaders in possibly altering the work environment to address employee concerns. Among correctional organizations, the few studies that have been conducted on turnover intent have focused, as most correctional research in general, on prisons. The exclusion of jail turnover intent is puzzling given the unique challenges that jail staff face. The current study attempted to fill this empirical void by using survey data to examine the antecedents (i.e., personal characteristics, perceptions of the work environment, and job attitudes) of turnover intent among staff at a large southern jail. Based on a multivariate analysis, the most powerful predictors of jail staff turnover intent were job attitudes (i.e., job involvement, job satisfaction, and organizational commitment). The findings suggested that administrators should concentrate on improving the work environment to boost employee job involvement, job satisfaction, and organizational commitment.     

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.     

The relationship among distributive and procedural justice and correctional life satisfaction, burnout, and turnover intent: An exploratory study

Distributive and procedural justice, two dimensions of organizational justice, have been found to be salient antecedents of many correctional staff attitudes, such as job stress, job satisfaction, and organizational commitment; however, little correctional research has examined their relationships with the life satisfaction, burnout, and turnover intent. Multivariate regression equations were estimated to determine the association of personal characteristics, distributive justice, and procedural justice with the life satisfaction, burnout, and turnover intent of correctional employees based on a survey of 160 staff at a private midwestern maximum security institution. Both distributive and procedural justice had a statistically significant inverse association with burnout and turnover intent, while procedural justice had a significant positive relationship with life satisfaction. Additionally, the results indicated that the association of procedural justice was larger than the association for distributive justice. Similar results were obtained using only responses from correctional officers.     

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.     

Is this the Right Job for Me and my Children? Turnover Intention and Parental Correctional Career Endorsement among Correctional Officers in Taiwan

Correction officers play an important role in the functioning of any correctional facility and in the criminal justice system overall. A substantial and growing literature exists on turnover and turnover intention of correctional officers in Western societies. Since the societal culture and working environments of correctional facilities are notably different in Taiwan from those of the West, turnover intentions may arise from different sources and result in different consequences. Likewise, parental opinions likely play a more important role in children’s job selection in Taiwan than in non-Western societies. This study examines the factors affecting correctional officers’ turnover intentions and their likelihood of parental endorsement of a correction career among Taiwanese correctional officers. Factors related to turnover intention drawn from the research literature published in the West are investigated with an ordinary least squared (OLS) multivariate regression approach using a two-stage cluster sampling process producing a sample of 860 Taiwanese correctional officers.     

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 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 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.     

Prison staff and work stress: The role of organizational and emotional influences

Previous research has well established the influence of demographics and work environment variables on the experience of job stress for correctional officers. However, the literature examining this phenomenon for other correctional staff is just beginning to emerge. Scant attention has also been previously devoted to the potential role of emotional issues, such as emotional dissonance, work environment variables of perceived organizational fairness, and feedback regarding job performance. The present research adds to this emerging literature through use of survey data from a sample of correctional staff employed in two prisons in Kentucky. Bivariate and multivariate analyses reveal that influences on perceived work stress are primarily organizational issues, including role conflict, emotional dissonance, and task control. Contrary to popular belief, the percent of one’s work time spent in contact with inmates reduces the experience of work stress.     

Absent correctional staff: A discussion of the issue and recommendations for future research

Employee absenteeism is a costly and disruptive event. While researchers in the organizational sciences have studied worker absenteeism extensively, this topic has received little attention in the correctional field. This paper presents a framework for the study of correctional staff absenteeism which includes a discussion of issues pertaining to the definition, nature, extent, and measurement of absenteeism. Furthermore, future research should examine occupational stress, gender, age, health, job satisfaction, organizational commitment, and the existence of an absenteeism climate or culture as potential causes of correctional staff absenteeism. Finally, there is a need to examine the effectiveness of absenteeism reduction programs.     

The Meaning of the Cut: A Phenomenological Inquiry into Prisoner Self-injury

Self-injurious behaviors (SIBs) represent a significant threat to the morbidity and mortality of vulnerable prisoners, and are now a ubiquitous aspect of the correctional system. Currently, correctional staff receive little specific training or appropriate guidance from national standards to respond to this dangerous behavior. To date, the overwhelming majority of empirical research on self-injury in prison has relied upon the viewpoint of academicians and/or correctional staff. This select viewpoint has reduced the perspective of the self-injuring prisoner to a passive role. In response, we utilized a qualitative methodology to access the perspectives of 20 highly recidivistic self-injuring inmates housed in three South Carolina prison. Interpretative phenomenological analysis was employed to identify fundamental themes underlying SIBs. Findings indicate that the meaning of self-injury is rooted in traumatic family milieus with the behavior becoming a fixed coping mechanism over time. Respondents perceived stress and control as dominant themes, though mental illness, physiological responses, and negative emotional states were also important. While desistance from self-injury appears unlikely, key policy solutions are presented in accordance with these inmate perspectives. This phenomenological inquiry suggests that efforts to understand these inmate “accounts” and personal history serve as a potentially efficacious means of understanding SIBs occurring in prison.     

The Disconnect Between Education and Social Opportunity for the Formerly Incarcerated

This article aims to identify barriers associated with correctional education’s ability to produce social opportunity for the formerly incarcerated. This qualitative review of data collected in the Midwestern and Northeastern parts of the United States serves to better inform the literature surrounding correctional education, as to its positive and negative attributes, and sheds light on areas in which systematic improvements can be made. The goal of these independent but related studies is to investigate correctional education’s role in the outcomes of reentry experiences of former prisoners with emphasis on employment and educational opportunities, including the effects of race on prisoner and staff attitudes toward correctional education. This article serves to inform policy and future research in regards to correctional education, mainly in its uses, implementations, and outcomes.     

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.     

Research Note – Strain-Based Work-Family Conflict and its Relationship with Perceptions of Distributive and Procedural Justice among Correctional Staff

Fairness and justice are valued concepts throughout the entire criminal justice system, and they do not resonate any less with employees in the field of corrections. Distributive and procedural justice, two dimensions of organizational justice, were postulated to have salient outcomes for correctional staff. While a growing number of studies have examined the effects of distributive and procedural justice, their effects have not been fully explored. Strain-based work-family conflict occurs when conflict at work spills over and has a detrimental effect on home life. Hierarchical regression analysis of two different surveys of correctional staff, one at a private correctional facility for juveniles run on behalf of the state and another at an adult public state-run correctional facility, indicated that both distributive justice and procedural justice had negative relationships with strain-based work-family conflict.     

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.     

Staff Quality and Treatment Effectiveness: An Examination of the Relationship between Staff Factors and the Effectiveness of Correctional Programs

Although a growing body of research has focused on identifying the characteristics of effective interventions, relatively little research has looked at the impact that staff factors have on treatment effectiveness. The current research conceptualizes staff quality via three domains: staff characteristics, staff training, and staff supervision. Process and outcome evaluations of 54 community correctional facilities are used to examine the relationship between staff quality and reduced recidivism of program participants. The results suggest that measures of all three domains maintain substantively meaningful relationships with program effectiveness.     

Youth In Prisons and Training Schools: Perceptions and Consequences of the Treatment-Custody Dichotomy

Transfer (or waiver) of juveniles to criminal court is one of the most extreme responses to serious youth crime. Although many states have recently revised their transfer statutes, and the number of juveniles prosecuted as adults increases each year, little research has been conducted to assess the correctional experiences of delinquent youth convicted in criminal court and sentenced to adult prison. Evaluations of such experiences are important to policymakers and juvenile justice officials who are considering juvenile transfers as a strategy for securing longer and harsher confinement for offenders. Based on interviews with 59 chronic juvenile offenders placed in state training schools, and 81 comparable youths sentenced to adult correctional facilities, this article presents a comparison of offenders' perceptions of their correctional experiences. Juveniles incarcerated in training schools give more positive evaluations of treatment and training programs, general services, and institutional personnel than do those youths in prison. Juveniles housed in institutions which emphasize security over treatment — i.e., prisons — are more often victimized during their confinement than youths in the treatment-oriented training schools. Once placed in prisons, adolescent inmates are more likely to be victims of prison violence and crime from both inmates and staff. These research results suggest some paradoxical effects of the treatment-custody distinction implicit in judicial waiver practices. The differential socialization into crime and violence for youths in adult prisons may increase the risks of having these types of behavior repeated by transferred youths once released.     

The Impact of the Work Environment on Prison Staff: The Issue of Consideration, Structure, Job Variety, and Training

Correctional staff are instrumental in ensuring the success of any correctional institution; therefore, investigating how the work environment impacts correctional workers is essential. To determine the effects of supervisory consideration, supervisory structure, job variety, and perceptions of training on correctional staff job stress, job satisfaction, and organizational commitment, data from a survey of staff at a Midwestern private correctional facility were examined. The Ordinary Least Squares regression results indicate that each of the work environment factors had a significant impact on one or more of the three outcomes. Specifically, supervisory consideration and perceptions of training decreased job stress. Supervisory consideration, job variety, and perceptions of training had positive effects on job satisfaction. Finally, supervisory consideration, supervisory structure, job variety, and perceptions of training had positive relationships with organizational commitment.     

Using the Referral Decision Scale to Screen Mentally Ill Jail Detainees: Validity and Implementation Issues

The prevalence of serious mental illnesses in jail populations is significantly greater than in the general population. Identifying individuals who warrant psychiatric evaluations is important and benefits correctional staff as well as detainees. One widely used screening instrument intended for this task is the Referral Decision Scale (RDS). This paper reviews the development and validation of the RDS. Using data from a multisite study which assessed postrelease outcomes for detainees with mental illness, various types of validity are addressed. The results confirm that the RDS has some inherent characteristics that seriously limit its practical application as a screening instrument for use by correctional staff.     

The Impact of Punishment and Rehabilitation Views on Organizational Commitment Among Correctional Staff: A Preliminary Study

It has been long recognized that organizational commitment is an important component of effective organizations. It has, however, received relatively little attention in the correctional literature. Furthermore, much of the research to date on correctional orientation has focused on examining how various forces affect the punishment and rehabilitation views of correctional employees, but ignored how these views affect employees’ organizational commitment. Using a data set collected from 272 staff members at a Midwestern, high security state prison, this study examined the impact of punishment and rehabilitation views on organizational commitment. It was found that support for rehabilitation was associated with higher levels of organizational commitment while support for punishment was related with lower levels of organizational commitment.