The impact of organizational justice on correctional staff

Fairness and justice are fundamental concepts in society, including in the workplace where they are referred to as organizational justice. Distributive and procedural justice are two dimensions of organizational justice. It is theorized that organizational justice impacts the job satisfaction and organizational commitment of correctional staff. Pearson's correlation coefficients were calculated, factor analysis was performed, and ordinary least squares (OLS) regression equations were computed from the results of a survey of staff at a midwestern correctional facility. It was found that distributive and procedural justice are distinct concepts among correctional staff, and both have significant positive effects on job satisfaction. Additionally, procedural justice, but not distributive justice, has a significant positive impact on organizational commitment.     

Prison life: Television,sports, work,stress and insomnia in a remand prison

ObjectiveTo compare how prisoners complaining of insomnia and prisoners without sleep problems describe their daily activities, stress factors and the perceived reasons for their sleep quality in prison.Method102 randomly chosen remanded prisoners complaining of insomnia and 61 randomly chosen prisoners who did not complain of insomnia.ResultsPrisoners complaining of insomnia and those reporting good sleep differed significantly in their lifestyle in prison. A significantly higher percentage of the former than of the latter reported writing letters, diaries or a book in prison, as well as doing “arts-related” activities such as painting and listening to music. A significantly higher percentage of non insomniac prisoners than of prisoners complaining of insomnia practiced sports in prison, watched television, and spent their day discussing and meeting other detainees. PSQI and GHQ scores were significantly different between insomniac and non insomniac prisoners. Insomniac prisoners complained significantly more often than non-insomniac prisoners about sleep disturbances, in the first place by roommates, but also by guards. Activities in prison and stressful events were significant factors associated with the variable “insomnia versus no insomnia” Worries about medical problems (odds ratio: 12.9), being separated or divorced (odds ratio: 8.8), having experienced stressful events during the past week (odds ratio: 8.7), “art” activity (odds ratio: 8.6), and having a GHQ score > 10 (odds ratio: 7.7) had the highest odds ratios among the tested covariates. No sports in prison and some activities were also predictors of insomnia when entered separately or conditionally.ConclusionOur study provides arguments on how to alleviate insomnia in prison: changing conditions of imprisonment is of public health benefit. Increased opportunities to practice sports in prison as well as adequate care for medical problems and psychological support to reduce context related stress should be routinely offered to insomniac prisoners.     

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.     

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.     

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 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 treatment ideal and detention reality: Demographic,professional/ occupational and organizational influences on detention worker punitiveness

For some time, corrections researchers have focused on the punitive and rehabilitative orientations of correctional officers. Relatively little research attention, however, has been devoted to understanding the support for these orientations among correctional workers responsible for the care and custody of juvenile delinquents. Based on survey data drawn from a sample of detention care workers (DCWs) in two facilities in a Southeastern state (N=109), this paper examines the extent to which, and why, DCWs adopt a punitive orientation to youth in detention despite policies and training that discourage this view. Findings, that contrast the relative impact of demographic, occupational/professional and organizational environment variables in accounting for variation in punishment/control orientation among DCWs, suggest that demographic indicators (i.e., age, gender) and organizational environment contribute disproportionately to explained variance in punitive orientation once other variables are controlled. Implications for detention policy, staff recruitment and training are discussed.     

The role of emotional abuse in physically abusive relationships

Two hundred thirty four women were interviewed to assess the relationship of emotional abuse to physical abuse. Six major types of emotional abuse were identified. Analyses determined if the types of emotional abuse were related to the frequency and severity of physical abuse. Women in long-term abusive relationships were contrasted with women experiencing only short-term abuse. Other comparisons consisted of: women who thought emotional abuse was worse than physical abuse vs. women who thought the opposite; and women who could predict physical abuse from the emotional abuse were compared with those who could not. The extent to which the women believed the men's threats and ridicule or thought their abusive behavior was justified was used as a factor to determine the impact of emotional abuse. Future research should investigate emotional abuse patterns in nonbattering relationships for comparison with battered women's experiences.     

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.     

北京市监狱系统开展监区文化建设探索与实践

监区文化，对于罪犯的心理、品格和行为举止等，具有重要的教育、矫正、约束和调适作用，特别是渗透着和谐、情感等人文色彩的监区文化，对于罪犯改造质量的提高具有十分积极的作用，是社会主义先进文化在监狱的具体体现。一直以来，北京市监狱管理局十分重视和加强各监狱的监区文化建设，遵照司法部关于“开展监区文化建设要从实际出发，不搞花架子”的要求，围绕市司法局“一二七”基本工作思路（即“一个中心、两大矛盾、七项主要工作措施”），     

Women in Prison in Spain: The Implementation of Bangkok Rules to the Spanish Prison Legislation

This paper aims to take a close look at the reality of female crime in Spain. On the one hand, we will focus on describing the current situation of women incarcerated in Spanish prisons, an especially vulnerable group given their peculiarities and needs. Through secondary sources, we describe the situation of discrimination against women in these prisons. On the other hand, the paper establishes whether the current Spanish prison legislation echoes all or some of the United Nations Rules for the Treatment of Women Prisoners and Non-custodial Measures of Freedom for Women Offenders (Bangkok Rules, 2010). To this end, a detailed analysis of both standards, national and international, is essential. As a general conclusion, although Spain has high standard prison regulations and modern facilities, female prisoners in Spanish prison are subject to discrimination. It is from such a perspective that this article proposes that the necessary changes and appropriate penitentiary policies to meet the specific needs of female prisoners are established.     

The medical staff structure--its role in the 21st century

Dr. Eisenberg's paper presents a vision of the medical staff from the point of view of a practicing physician and medical staff leader. Dr. Eisenberg focuses on ways the medical staff, as an independent entity, may use the collective clinical knowledge and experience of its physician membership to enhance quality. This paper also presents Dr. Eisenberg's unique insights regarding the interplay and conflict between hospitals and their associated medical staff in today's complex health care delivery system. He provides several suggestions to increase cooperation between these two important components of inpatient care.     

The job in the joint: The impact of generation and gender on work stress in prison

Most of the existing literature on correctional officer work stress examined factors such as leadership, job environment, stress and job satisfaction. This study surveyed correctional officers and examined the impact of gender and generation on work stress. Results indicated that gender is a significant factor regarding work-related stress, more than any other demographic variable, although generation had a small impact on job stress. Generation and gender explained a miniscule portion of work stress variance. Further studies are needed to assess the overall relationship among demographic factors, non-static officer attributes, and job stress.     

Training multi-disciplinary teams to work with sex offenders: Effects on staff attitudes

Abstract

A recent British Prison Service initiative has focused on providing sex offender programmes facilitated by multi-disciplinary teams of staff. A three week long training programme was designed to provide staff with the necessary knowledge, skills and experience to facilitate these structured treatment groups. Following the training, staff indicated they were more confident in their ability to provide treatment and showed a greater belief that treatment could be successful. In addition, they showed significantly more positive attitudes towards sexual offenders and to offenders in general. However, participants did not indicate undue concern about working in a sensitive treatment area. This pattern continued at six month follow-up, indicating that the training changed attitudes as expected, and that the training was seen by participants as adequately preparing them to undertake provision of a structured sex offender treatment programme in a secure setting.