INDIVIDUAL AND ORGANIZATIONAL DETERMINANTS OF CORRECTIONAL OFFICER ATTITUDES TOWARD INMATES*

This paper analyzes the impact of individual attributes and organizational influences in the determination of correctional officers’attitudes toward inmates. Drawing on survey data from 179 line-level correctional officers, the analysis evaluates the expectations of prison reformers that more highly educated, female, and minority officers will hold more positive attitudes toward their inmate clientele. Contrary expectations drawn from the sociology of work literature suggest that the work-role socialization will overshadow the effect of individual attributes in the determination of officer attitudes. The analysis reveals that minority officers hold more positive orientations toward inmates, while education and gender exert no impact. In addition, organizational-level characteristics are also important in the prediction of officer views of inmates. These findings suggest that correctional reforms that focus primarily on changing the demographic composition of correctional officers are quite unlikely to ameliorate significantly the tension in today's prisons. It is necessary for both reformers and social scientists to develop more sophisticated analyses of the interplay between individual attributes and work organization characteristics and their joint effects on behavior in the prison setting.     

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.     

Games guards play: a self-report study of institutional deviance within the Texas Department of Criminal Justice

While most correctional officers adhere to the highest level of professionalism, some engage in institutional deviance during the course of their eight-hour shifts. In the present study, we administered 501 self-report questionnaires to correctional officers within the Texas Department of Criminal Justice. Respondents who reported that their supervisors were not supportive tended to admit to higher levels of institutional deviance than their peers, though peer support did not contribute to correctional officer deviance. Additionally, respondents who perceived their jobs to be less dangerous than other officers were more likely to have attitudes that were conducive to institutional deviance. Moreover, a perception of deviance among others also helped ‘normalize’ these acts in the prison setting and contributed to more favorable attitudes toward institutional deviance by correctional officers. Theory X and Theory Y is used to explain the lack of supervisory support that leads to institutional deviance among correctional officers. These findings have important policy implications toward reducing deviance among correctional officers, thereby making prison facilities safer and more secure.     

Exploring turnover intent correlated to jail and prison officials: A Taiwanese perspective

Although a review of literature related to turnover intent in the correctional workplace has focused primarily on prison officers, jailers have frequently been overlooked. Specifically, a comparison between jail and prison officers’ perceptions in Taiwan is limited. In order to fill the gap, our study was based on three objectives: (1) surveying Taiwanese correctional officers who experienced the “get-tough-on-crime” policy during the early 2000s, (2) testing for differences in turnover intent between jail and prison officers, and (3) examining personal and workplace environmental factors in order to determine whether distinct turnover intent exists among prison and jail officers. A self-report survey administered to 799 Taiwanese correctional officers (with an adjusted response rate of 89%) demonstrated that jail and prison officers had moderately high levels of turnover intent with no significant difference. When turnover intent correlates were further examined, job dangerousness, organizational harmony, and commitment were significant predictors for both prison and jail officers, thus suggesting that environmental factors have the most robust impact. In terms of personal characteristics, tenure and position were significantly related to prison officers’ turnover intent. Conversely, age represented the significant factor among jail respondents.     

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 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 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.     

Correctional officer attitudes toward inmates and working with inmates in a “get tough” era

The past few decades have seen an ideological shift to a more punitive attitude in policy and practice toward crime and criminal offenders. This study examined the orientation of local correctional officers toward inmates and worked with inmates to ascertain whether their attitudes mirror this punitive inclination. Findings indicate that despite the more punitive sentiment among the public and policymakers, officers still do not express a punitive attitude toward inmates and generally support rehabilitation programs for inmates. The study also looked at the impact of several individual characteristic and work variables on officer attitudes. Results show work variables are more strongly associated with attitudes among correctional officers. The implications of this research for correctional management are discussed.     

The collateral consequences of GPS-LED supervision in hot spots policing

Hot spots policing is popular, yet little is known about officer receptivity to the tactic and its impact on internal procedural justice, organizational commitment, and self-legitimacy. The nature of the tactic means that officers must relinquish their discretionary powers so that they can be directed to crime and disorder locations at specific times and for regimented durations. This loss of ‘spatiotemporal autonomy’ is exacerbated by technological tracking devices. We examined the receptivity of British officers to hot spots patrols, where the deployment was tracked with individual GPS trackers, compared to parallel patrols without hot spots policing or tracking. In contrast to the comparison group, officers in hot spots disliked the routinization of their shifts; regimented patrols were detrimental for internal procedural justice and organizational commitment. The ramifications of the introduction of GPS-enabled systems include certain tracking of officers and their compliance, such as a Taylorist time and motion study. While hot spots policing remains an effective tactic, questions about sustainability may be raised if officers’ expectations, attitudes and receptivity are not managed.     

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.     

Picking battles: Correctional officers,rules, and discretion in prison

To outsiders, prisons vacillate between visions of regimented order and anarchic disorder. The place of rules in prison sits at the fulcrum between these two visions of regulation. Based on 131 qualitative interviews with correctional officers across four different prisons in western Canada, we examine how correctional officers understand and exercise discretion in prison. Our findings highlight how an officer's habitus shapes individual instances of discretionary decision‐making. We show how officers modify how they exercise discretion in light of their views on how incarcerated people, fellow officers, and supervisors will interpret their decisions. Although existing research often sees a correlation between “rule‐following” by incarcerated individuals and official statistics on such misdeeds, our data highlight that official statistics on rule violations do not easily represent the rate or frequency of such misbehavior. Instead, these numbers are highly discretionary organizational accomplishments. Our findings advance an appreciation for correctional officer discretion by focusing on the range of factors officers might contemplate in forward‐looking decisions about applying a rule and how they rationalize the nonenforcement of rules.     

The development of empathy and prosocial behavior through humane education,restorative justice,and animal-assisted programs

Literature suggests that developing empathy for animals will result in caring toward other living things. Empathy is often seen as a key building block of prosocial behavior and can be defined as sharing of another person’s emotions and feelings. In older childhood and adolescence, a lack of empathy may have deleterious consequences, leading to antisocial behaviors. However, children and adolescents who exhibit human and non-human animal aggression have often been witness to animal cruelty in the home. When empathy and prosocial behaviors are not learned in the home, there are alternatives to facilitate that process. This study discusses the development of empathy and prosocial behavior by working with animals through the modalities of humane education, restorative justice, and animal-assisted programs. Each modality focuses on building compassion, caring, responsibility, and kindness with the help of animals. Through these violence prevention programs, children and adolescents can develop empathy, which will decrease the likelihood of future aggression.     

Occupational hazard: Predictors of stress among jail correctional officers

The plethora of literature on correctional officers and the work environment, more specifically occupational stress, has focused almost exclusively on officers working in prison facilities. The primary purpose of the current study was to examine the predictors of occupational stress and general stress among 373 jail correctional officers in one state in the Northeast, using the Stressors identified in the previous literature on prison correctional officers and occupational stress. The results indicated that organizational strengths, perceived danger, role problems, and job satisfaction were significant predictors of both occupational and general stress. In addition, gender and salary predicted occupational stress while correctional experience and training predicted general stress. Suggestions are made for administrators, as well as future research on the workplace experiences of correctional officers.     

Hanging on Too Long: The Relationship between Different Forms of Organizational Commitment and Emotional Burnout among Correctional Staff

This study examined the relationship of organizational commitment with job burnout in the correctional institution setting. Participants were 272 corrections employees at a maximum security state prison housing approximately 1000 male felony offenders. Participants completed survey instruments measuring the emotional exhaustion dimension of burnout and three primary forms of organizational commitment (affective, moral, and continuance). Results support the study’s predictions of a negative relationship between burnout and affective commitment, and a positive relationship between burnout and continuance commitment. No significant relationship was found between moral commitment and emotional burnout. While no personal variables were related to burnout, the three forms of organizational commitment accounted for 22% of the burnout variance.     

Armed,and Dangerous (?): Motivating Rule Adherence Among Agents of Social Control

A key concern within democracies is effectively regulating the behavior of societies' agents of social control, who have coercive power and considerable discretion over their use of that power. This can result in failures to adhere to the rules, policies, and laws dictating appropriate and lawful behavior. This article explores the effectiveness of motivating rule adherence among law enforcement officers and soldiers by focusing upon whether they believe that organizational authorities are legitimate or that rules and policies are morally right or wrong. The results suggest that both values have an important influence upon rule adherence. Further, aspects of organizational culture that encourage such values are identified and shown to be influential in this setting. Results show that the procedural justice of the organization is central to rule adherence. These findings support the argument that encouraging self-regulation via appeals to the values of law enforcement officers and soldiers is a viable strategy for minimizing misconduct, and they suggest how to effectively implement such approaches.     

Maximum Security Correctional Officers: An Exploratory Investigation into Their Social Bases of Power

Correctional officers are responsible for maintaining prison order, establishing institutional security and managing inmate behavior. To accomplish these goals, officers are sometimes required to deploy available bases of power, which are mechanisms of behavioral control used to achieve certain objectives, and include reward, referent, legitimate, coercive and expert. While power bases have been researched at length across numerous organizational settings, they have received comparatively less attention within corrections. Using questionnaire data from a statewide population of maximum security correctional officers (N?=?559), several ordered logistic regression models were estimated in order to explore the power bases upon which officers rely the most, as well as the antecedents to this decision. Referent and legitimate power ranked highest concerning their ability to control inmates, while measures of officer risk perceptions and work-related attitudes significantly predicted their power base reliance. To ensure inmate compliance with institutional regulations, it is recommended that correctional officers utilize softer forms of power such as referent and legitimate.     

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.     

Job demands, job resources, and burnout among police officers

The purpose of this study was to examine the relationship between job demands, job resources, and burnout, and to examine if burnout could predict both work and health-related outcomes among police officers. The participants were 223 Norwegian police officers, and data were collected using a questionnaire. The study was part of a national survey of both health care and non-health care professions. The overall level of burnout was low among police officers compared to other occupational groups tested in Norway. Both job demands and job resources were related to burnout, especially work-family pressure was an important predictor for all of the three burnout dimensions. Burnout predicted individual outcomes, such as psychosomatic complaints and satisfaction with life, as well as work outcomes, such as job satisfaction, intention to quit, and organizational commitment. Suggestions for potential interventions to reduce burnout and negative individual and organizational consequences are presented.     

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.     

Book review essay

Prior research into the effects of racial diversity on workplace relationships has demonstrated that white workers prefer to work in and with groups which are also composed of white workers. Using structural equation models, we tested whether higher levels of racial diversity, measured as social distance from coworkers and inmates, were associated with lower evaluations of organizational commitment, teamwork among coworkers, and efficacy in dealing with inmates. We found the expected negative effects of racial diversity on white male correctional workers for organizational commitment, but not for teamwork and efficacy. For minority male correctional workers, racial diversity did not affect organizational commitment, teamwork, or efficacy.