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Private prison staff are a valuable resource, and they can be affected by various workplace variables. The effects of organizational justice on counterproductive staff behaviors in a sample of correctional staff at a private prison were examined using organizational-justice theory. Specifically, the association of distributive and procedural justice with turnover intent, sick-leave views, and absenteeism were tested while controlling for demographic characteristics (position, gender, age, tenure, and race/ethnicity). OLS regression models show that procedural justice was the strongest predictor and was negatively associated with all three measures of counterproductive behaviors; distributive justice was only predictive of turnover intent. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Administrative Sciences / Yonetim Bilimleri Dergisi is the property of Canakkale Onsekiz Mart Universitesi, Terzioglu Kampusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

While there is ample discussion in management studies and organizational behavior textbooks about the factors that impact organizational outcomes, such as employee retention, this research is focused on exploring the previously unexplored question of how procedural justice, job characteristics and meaningful work influence employees' intentions to leave their organizations. As such, this study aims to investigate the impact of procedural justice on employees' intentions to leave, both independently and in conjunction with job characteristics and meaningful work as mediators. This study uses partial least squares structural equation modeling (PLS-SEM) to develop the research model and for hypothesis testing. The path model is assessed using critical model fit indices and measures of goodness of fit. The results reveal a negative relationship between procedural justice and employees' intentions to leave. This negative relationship persists and is strengthened when both job characteristics and meaningful work act as mediators. Although job characteristics only exerted a significant effect through indirect effects, meaningful work demonstrated a significant negative impact on the intentions to leave through both direct and indirect effects. This study presents a new perspective on employee retention by proposing an original mediation-based path model. Through the testing of eleven hypotheses, the study reveals the intricate relationships between the four constructs examined. The findings provide valuable insights that can serve as a basis for future research in management studies and organizational behavior. [ABSTRACT FROM AUTHOR]

Copyright of International Journal for Educational & Vocational Guidance is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Most employees, including prison employees, want their employers to treat them fairly. Distributive justice (perceived fairness of outcomes) and procedural justice (perceived fairness of processes and procedures) are important dimensions of organisational justice. Limited research among correctional staff in the US suggests that views of distributive and procedural justice spill over and result in a strain‐based form of work‐family conflict. Strain‐based conflict occurs when work problems follow a person home and create conflict at home. Based on multivariate regression analysis of survey data from 120 Nigerian prison staff, distributive justice had significant negative effects on the strain‐based form of work‐family conflict. Contrary to findings among US staff, procedural justice did not have a similar significant association. The connection between views of organisational justice and strain‐based work‐family conflict appears to vary by nation. [ABSTRACT FROM AUTHOR]

The current study explored how three key work environment variables – input into decision-making, instrumental communication, and perceived quality of supervision – affected views of distributive and procedural justice among correctional staff (n= 322) at an unusual Southern prison. Results supported the premise that work environment variables influence the organizational justice perceptions of correctional staff; however, the effects of work environment on organizational justice perceptions differed, as only four of the six hypotheses were supported by the multivariate regression results. Specifically, input into decision-making and quality of supervision had positive effects on both distributive and procedural justice, while instrumental communication did not have a statistically significant relationship with either. The findings indicate that correctional administrators should focus on input into decision-making and quality of supervision in order to increase staff perceptions of organizational justice. [ABSTRACT FROM AUTHOR]

How to promote employees’ knowledge-sharing behaviors has become a focus of managers and researchers. Based on the theory of relative deprivation, this study explored the mechanism of organizational procedural justice on employees’ intrateam knowledge sharing, as well as the mediating role of relative deprivation and the moderating role of group identification. A path analysis was conducted on 416 valid questionnaire data, and the results revealed that: (1) Procedural justice has a positive effect on intra-team knowledge sharing; (2) Both group relative deprivation and individual relative deprivation play a mediating role between procedural justice and intra-team knowledge sharing, but they have opposite effects. Procedural justice reduces both group relative deprivation and individual relative deprivation, but individual relative deprivation decreases employees’ intra-team knowledge sharing, while group relative deprivation increases it. (3) Group identification has an enhancing moderating effect on the relationship between group relative deprivation and intrateam knowledge sharing, while the moderating effect on the relationship between individual relative deprivation and intra-team knowledge sharing is not significant. Therefore, enterprises should make procedures such as performance appraisal and salary allocation justify and transparent to reduce individual relative deprivation, but should moderately trigger group relative deprivation flexibly according to the situation, while enhancing employee group identification through cultural construction. [ABSTRACT FROM AUTHOR]

The bulk of the limited research on prison staff life satisfaction has been conducted in Western nations, particularly in the U.S., and only two studies have explored the relationship between organizational justice and life satisfaction, both of which only examined two of the four dimensions of justice. The current study investigated how all four dimensions of organizational justice (informational, interpersonal, distributive, and procedural) were related to life satisfaction among Chinese prison staff. The ordinary least squares (OLS) regression analysis indicated that informational, procedural, and distributive justice had significant positive effects on life satisfaction. Interpersonal justice had an insignificant effect. [ABSTRACT FROM AUTHOR]

Correctional officers (COs) work in high-stress environments, frequently experience critical incidents and have shown high levels of burnout. The current review synthesizes and evaluates literature on determinants of CO well-being. The review followed the Joanna Briggs Institute approach for mixed-method systematic reviews. Eligible studies measured subjective or psychological well-being in frontline COs. Studies of disorder absence or nonfrontline COs or associated professions were excluded. Searches of psychology and criminal justice databases including PsycINFO (EBSCOhost) and Criminal Justice (ProQuest) were completed in June 2021, and data were synthesized using a convergent segregated approach. A total of 29 studies were included and explored individual, interpersonal, and organizational determinants of well-being. Key themes identified by thematic synthesis of qualitative research included job satisfaction, personal growth, and coping. COs can experience well-being, however, further research into determinants of CO well-being is required. [ABSTRACT FROM AUTHOR]

In the past decade, defective DNA repair has been increasingly linked with cancer progression. Human tumors with markers of defective DNA repair and increased replication stress exhibit genomic instability and poor survival rates across tumor types. Seminal studies have demonstrated that genomic instability develops following inactivation of BRCA1, BRCA2, or BRCA-related genes. However, it is recognized that many tumors exhibit genomic instability but lack BRCA inactivation. We sought to identify a pan-cancer mechanism that underpins genomic instability and cancer progression in BRCA-wildtype tumors. Methods: Using multi-omics data from two independent consortia, we analyzed data from dozens of tumor types to identify patient cohorts characterized by poor outcomes, genomic instability, and wildtype BRCA genes. We developed several novel metrics to identify the genetic underpinnings of genomic instability in tumors with wildtype BRCA. Associated clinical data was mined to analyze patient responses to standard of care therapies and potential differences in metastatic dissemination. Results: Systematic analysis of the DNA repair landscape revealed that defective single-strand break repair, translesion synthesis, and non-homologous end-joining effectors drive genomic instability in tumors with wildtype BRCA and BRCA-related genes. Importantly, we find that loss of these effectors promotes replication stress, therapy resistance, and increased primary carcinoma to brain metastasis. Conclusions: Our results have defined a new pan-cancer class of tumors characterized by replicative instability (RIN). RIN is defined by the accumulation of intra-chromosomal, gene-level gain and loss events at replication stress sensitive (RSS) genome sites. We find that RIN accelerates cancer progression by driving copy number alterations and transcriptional program rewiring that promote tumor evolution. Clinically, we find that RIN drives therapy resistance and distant metastases across multiple tumor types. [ABSTRACT FROM AUTHOR]

Views of organizational justice among correctional staff (i.e. whether they perceive that their employing organization treats them fairly) impact both staff and prisons. The two major dimensions of organizational justice are distributive justice (fairness of outcomes) and procedural justice (fairness of processes and procedures). Limited research among correctional staff in the U.S. suggests that views of distributive and procedural justice spillover, which results in a strain-based form of work-family conflict. An ordinary least squares regression analysis of data collected from two prisons in southern China indicated that distributive justice had significant negative effects on the strain-based form of work-family conflict; however, contrary to findings among U.S. staff, procedural justice did not have a signification relationship with strain-based conflict. It appears that the connection between views of organizational justice and strain-based work-family conflict might vary by nation. [ABSTRACT FROM AUTHOR]

This study aimed to develop a measure of procedural justice (PJ) perceptions for prison staff, and used this to explore perceptions. A measure of PJ perceptions was created, which had good reliability and validity. Exploration of PJ perceptions found that male, older, more experienced and disciplinary staff held significantly less positive PJ perceptions. Positive PJ perceptions were associated with improved staff motivation and commitment, reduced stress, reduced sickness, and a more positive orientation towards prison residents. Better staff PJ was also associated with better prison residents' PJ. The importance of ensuring staff feel that their workplace is fair is discussed. [ABSTRACT FROM AUTHOR]

Voluntary correctional officer turnover can have devastating effects. Turnover intent is usually the last stage before actual voluntary turnover. Building upon past research, the current study examined the effects of work-family conflict and job burnout on the turnover intent of officers, while testing to see if these effects were moderated by job satisfaction and organizational commitment. Data came from a survey of 664 officers at two Southwestern state prisons and were analyzed using ordinary least squares regression. The time-based and strain-based dimensions of work-family conflict were measured, as were the burnout dimensions of emotional exhaustion and depersonalization. The measures of work-family conflict and job burnout were significant predictors of turnover intent. When job satisfaction and organizational commitment were added to the model job burnout was no longer significant, but both measures of work-family conflict were. Both satisfaction and commitment had significant negative associations and were the best predictors of correctional officer turnover intent. The results indicate that efforts are needed to raise satisfaction and commitment among officers and to lower time-based and strain-based conflict to reduce turnover intent. Turnover in correctional services is an international issue and the findings and policy implications of this study are internationally applicable. [ABSTRACT FROM AUTHOR]

Coronavirus is a large family of viruses that cause respiratory infections (Jiang et al., 2020). The virus, previously unknown, was found in a significant number of patients in the city of Wuhan, China (Najo et al., 2020). It swept across countries' borders so quickly that on April 1, 2020, 360783 cases of the virus were found in 205 countries of the world (Kate Louis et al., 2021). In Iran, the virus soon swept through the borders of the provinces and cities revealing itself as a multi-dimensional problem. One of the groups that have suffered double dealing with the virus was nurses working in hospitals. Nurses in the Khuzestan province were also experiencing a battle with the Coronavirus. This experience caused many sufferings. Because of the unknown nature of the Coronavirus, at the early spread of the virus, the nurses, like other groups of people, felt threatened with the disease. On the other hand, they felt morally and organizationally obliged to do their job well, and this made them continue to live in the environment and serve the patients suffering from the virus, despite their fear and panic. This was the most important reason for investigating the mentioned issue. The present study used the interpretive approach with the aim of understanding the common experiences of patients from the Coronavirus and the nurses involved in the infectious and isolated sections at Razi Hospital in Ahvaz. The present study explores the understanding of the experiences of individuals involved with the corona, especially the nurses of this sector and patients who have been infected with the virus and hospitalized. Based on the results of this study, the challenges that patients with Covid-19 have faced include the experience of death anxiety, disease experience, uncertainty experience, emotion caused by quarantine, etc. These painful experiences can delay the patient's recovery (Rahmati Nejad, Yazdi, Khosravi, & Shahisadrabadi, 2020). The nurses responded similarly in the same situation. Based on research by Riocci et al. (2020), nurses were afraid to deal with cases of Covid-19 for their own safety and health, but after the deployment of standard methods, they were partly reassured of protecting themselves from the disease. [ABSTRACT FROM AUTHOR]

Research examining correctional staff indicates that there are far-reaching negative consequences related to job burnout, including, but not limited to, diminished physical and mental health, increased risk of substance use, and decreased job performance. One area that may contribute to correctional staff job burnout is work–family conflict, which occurs when work and home domains spill into one another, causing conflict and problems. Using a sample of Southern correctional staff, this study investigates whether the four major types of work–family conflict—time-based, strain-based, behavior-based, and family-based—influence the three recognized job burnout dimensions: emotional exhaustion, depersonalization, and feeling ineffective at work. The findings provide partial support for the notion that work–family conflict influences job burnout. These findings are contextualized in previous research with a full discussion of their implications. [ABSTRACT FROM AUTHOR]

Background: As a point of departure, this study assumes that teaching to impart knowledge is inseparable from its moral role to create an ethical citizenry, such as developing standards of academic integrity. Aims: The study aims at delving into how different facets of the sense of (in)justice in the classroom may play a significant role in explaining cheating behaviour, in general, and among low‐achieving students, in particular. Sample and Methods: The study was conducted among 5,084 eighth and ninth graders Israeli students. CFA and a structural modelling equations method were used to examine the study's factorial constructs and model, respectively. Results: Findings pointed to a good fit of the measurement model using SEM. In accordance with the mediating hypothesis, self‐reported academic achievement was negatively related to self‐reported academic cheating. Moreover, perceived 'school injustice' (procedural and distributive justice as estimates) played a mediating role in explaining the relation between academic performance and cheating behaviour. It is noteworthy, however, that the facet of the personality‐like construct of justice sensitivity displayed inconsistent findings and no mediating effect when examined as a separate model. Conclusions: Self‐reported academic performance and academic cheating among middle school' students were explained more strongly by contextual justice‐related factors, namely perceived teachers' distributional and procedural practices in the classroom, than by justice sensitivity, which is a personality factor. Thus, teachers' justice practices seem to be crucial for developing a predisposition to academic honesty. [ABSTRACT FROM AUTHOR]

Reflecting on new trans prisoner placement policies within Canadian federal prisons, in light of recent changes instigated under the Canadian Liberal Trudeau government, we provide knowledge from cisgender correctional officer (CO) recruits regarding these policy changes and underscore their views of working with officers who identify as transgender. Canada's new policies recognize the presence of trans prisoners and create new protocols accordingly, simultaneously challenging some of the foundational tenets of the carceral system. While overwhelming support exists from cisgender recruits for their trans colleagues, support among a relative minority of COs is contingent upon notions like safety and security grounded in a dominantly cisgender prison culture; a culture we situate within the wider context of an unsettled correctional prison culture. [ABSTRACT FROM AUTHOR]

Law enforcement violence has emerged as a leading public health concern, and law enforcement officers are themselves at greater risk for a range of psychiatric disorders. Drawing on the significant empirical support for mentalization-based treatment (MBT), this paper explores the use of MBT as a transdiagnostic psychotherapy for law enforcement professionals. By helping patients to mentalize—that is, to "read," access, and reflect on mental states in oneself and other people—MBT could be useful as a dual-focus treatment, able to simultaneously impact psychiatric illness among law enforcement officers while also indirectly impacting the problem of law enforcement violence in the broader society. The core psychotherapeutic principles of MBT are reviewed, along with common vulnerabilities in mentalizing likely to arise for law enforcement professionals in the context of high emotional and interpersonal intensity. The authors outline a novel application of MBT which has implications for psychiatric treatment as well as police training: the single-session psychoeducation and psychotherapy group, where law enforcement officers practice both self-reflection and empathy in situations of relational conflict. Utilizing group process from a residential treatment program for first responders with mental health and substance use disorders, a case example is offered to illustrate this intervention. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Hospitality Marketing & Management is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Afyon Kocatepe University Journal of Social Sciences / Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi is the property of Afyon Kocatepe University (AKU) Sosyal Bilimler Enstitusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Correctional officers' attitudes about the treatment of inmates can affect an inmate's experience within a correctional institution. Previous research, largely outside correctional settings, suggested that individual (e.g. personality traits; racial bias) and organizational (e.g. procedural justice; training) factors related to attitudes regarding inmates. However, research involving correctional officers has been limited. In a sample of correctional officers (N = 89), we collected self-report measures of punishment-oriented attitudes, individual (personality traits, racial bias), and organizational (procedural justice in the work environment) factors. Agreeableness, a personality trait, and procedural justice in the work environment were significantly negatively associated with punishment-oriented attitudes, whereas racial bias was significantly positively associated with these attitudes. Furthermore, correctional officers who worked on a new rehabilitation-focused unit had higher perceptions of procedural justice in their work environment, and this was associated with more positive attitudes toward inmates. The present study provided preliminary evidence that both individual and organizational factors were important to consider within a correctional setting, but that instituting a procedurally just culture in the prison could promote more humane attitudes toward those currently incarcerated. [ABSTRACT FROM AUTHOR]

The purpose of this study was to evaluate factors that predict burnout among community corrections staff, with a particular focus on the impact of supervisor and coworker support. Using the Maslach Burnout Inventory, we evaluated the impact of supervisor and coworker support, individual attributes, job characteristics, and workplace perceptions on emotional exhaustion, depersonalization, and personal accomplishment among our sample of nearly 300 probation/parole and residential officers. Additionally, we assessed which set of variables (support, individual/job characteristics, or workplace perceptions) had the greatest impact on each measure of burnout. Our results indicated that supervisor support negatively impacted emotional exhaustion and depersonalization, but that coworker support was not significant for any of the three burnout measures. Additionally, models predicting emotional exhaustion and depersonalization were somewhat similar, whereas the personal accomplishment model was significantly different. Lastly, workplace perception variables had a stronger influence than individual/job characteristics or social support variables on all three burnout components. However, social support had a greater impact than individual/job characteristics for depersonalization and personal accomplishment. [ABSTRACT FROM AUTHOR]

Through constitutional amendments and case law, the United States citizens receive privacy protections. These same protections do not exist for individuals incarcerated in prisons and jails. Instead, their privacy rights are regularly replaced by larger institutional concerns for security, safety, and control. Such privacy violation measures may include electronic surveillance, recording of phone calls, opening/reading of mail, and searches of their person, cell, and property. Although it is expected that incarcerated individuals have fewer privacy rights than nonincarcerated citizens, some privacy violations may be perceived as procedurally unjust due to their severity and infringement upon incarcerated individuals' rights to dignity and respect. This has implications for the well‐being of incarcerated individuals, the legitimacy of correctional officers, and as a result, the potential safety and security of institutions. [ABSTRACT FROM AUTHOR]

It has long been recognized that defects in cell cycle checkpoint and DNA repair pathways give rise to genomic instability, tumor heterogeneity, and metastasis. Despite this knowledge, the transcription factor-mediated gene expression programs that enable survival and proliferation in the face of enormous replication stress and DNA damage have remained elusive. Using robust omics data from two independent studies, we provide evidence that a large cohort of lung adenocarcinomas exhibit significant genome instability and overexpress the DNA damage responsive transcription factor MYB proto-oncogene like 2 (MYBL2). Across two studies, elevated MYBL2 expression was a robust marker of poor overall survival and disease-free survival outcomes, regardless of disease stage. Clinically, elevated MYBL2 expression identified patients with aggressive early onset disease, increased lymph node involvement, and increased incidence of distant metastases. Analysis of genomic sequencing data demonstrated that MYBL2 High lung adenocarcinomas had elevated somatic mutation burden, widespread chromosomal alterations, and alterations in single-strand DNA break repair pathways. In this study, we provide evidence that impaired single-strand break repair, combined with a loss of cell cycle regulators TP53 and RB1, give rise to MYBL2-mediated transcriptional programs. Omics data supports a model wherein tumors with significant genomic instability upregulate MYBL2 to drive genes that control replication stress responses, promote error-prone DNA repair, and antagonize faithful homologous recombination repair. Our study supports the use of checkpoint kinase 1 (CHK1) pharmacological inhibitors, in targeted MYBL2 High patient cohorts, as a future therapy to improve lung adenocarcinoma patient outcomes. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to identify how the design of a performance appraisal system (PAS) affects the perceived justice of academic employees (AE) about their performance appraisal (PA) and how this is associated with organizational effectiveness in terms of organizational leadership (OL). Design/methodology/approach: The study subjects are two economic faculties of two Estonian public universities. The data for the study were collected using the PA Survey with a total of 82 AEs, OL Capability Questionnaire with a total of 72 AEs and the organizations' documents to analyze PAS. Assessment and analysis of the data included: the measurement of PAS design; the measurement of perceived justice from PA; the measurement of organizational leadership capability; analysis of the results gained from studying perceived justice from different PAS designs and organizational effectiveness in terms of OL. Findings: Ultimately, the study reveals that PAS design affects academic employees' perception of distributive justice and organizational external effectiveness in terms of OL but does not affect academic employees' perception of procedural justice and organizational internal effectiveness in terms of OL. Research limitations/implications: This study suggests that organizational effectiveness depends on perceived justice of employees from the design of PAS. However, the results of this study are valid in the arrangements of academic jobs in universities and in similar or close context of Estonian culture. Originality/value: This paper demonstrates the role of PAS design in conditions of intellectual job arrangement in universities with its influence on organizational effectiveness in the context of OL. [ABSTRACT FROM AUTHOR]

Given the increase in the percentage of female employees in correctional institutions, it is important to note that female correctional officers often hold different values relative to justice and fairness than their male counterparts. The current study attempts to understand whether gender differences would affect correctional officers' perceptions of organizational justice in Ghanaian prisons. Results indicate that women and men did differ in how they perceive distributive and procedural justice under a multivariate model controlling for demographics and job-related attitudes. This implies that the job model hypothesis might better explain female officers' perceptions of workplace justice than a gender model hypothesis in Ghanaian corrections. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Background/Aim: The aim of this study was to analyse the stressors on prison officers' workplace in facilities of closed and semi-open type and their differences and the interconnection between specific sociodemographic variables (sex, age, marital status, exposed working experience, education level) and stressors on workplaces. Methods: The cross-sectional study included 330 prison officers, between 19 and 65 years of age, who have been divided in two groups depending on the security level of the facility (semi-open and close facility type). The research was conducted during 2015, using the following questionnaires: sociodemographic questionnaire, the organisational police stress questionnaire (PSQ.org) and the operational police stress questionnaire (PSQ.op). Results: The results have shown significantly higher load with organisational and operative stress in facilities of closed type (p < 0.001) and that in both groups operative stress sources were slightly more represented than the organisational. The intensity of stress ranged from low to medium. Higher intensity of organisational stress was perceived regarding stressors related to work appreciation, than in regard to sources related to logistic support, while the lowest intensity of stress was in regard to interpersonal relations in the organisation. In closed facilities, divorced prison officers and those who were separated from their families for a longer time have experienced higher stress intensity. Total work experience and age of prison officers had a moderate and mild effect, respecitively, on organisational stressors in higher security facilities. 'Fatigue', 'traumatic event' and 'favouritism' were the most important stressors. Conclusion: The prison officers are exposed to stress of low to medium intensity, the operational stress sources being more represented then organisational. In higher security facilities total work experience and age had an influence on organisational stressors. [ABSTRACT FROM AUTHOR]

Copyright of Çankırı Karatekin University Journal of the Faculty of Economics & Administrative Sciences is the property of Cankiri Karatekin University, Faculty of Economics & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study was designed to identify the intricate associations among emotional rewards (compliment, opportunity, empowerment, and recognition), material rewards (promotion, certificate, incentive, and special leave), job satisfaction, burnout, affective commitment, job performance, and turnover intention in the hotel sector. A field survey method with a quantitative approach was used. Our results from multiple regression analysis revealed that emotional and material rewards and their dimensions are of importance in the formation of affective commitment, job performance, and turnover intention. In addition, findings from the series of mediation analysis revealed that job satisfaction and burnout played a complete/partial mediating role within the proposed theoretical framework. Overall, this research can help hotel researchers better understand the role of rewards and help practitioners develop an efficient reward system for hotel employees. [ABSTRACT FROM AUTHOR]

Employees' positive perceptions of organizational justice are crucial to the successful operation of correctional institutions. Employees who perceive their employer treats them justly and fairly report less job-related stress and happier home lives. Organizational justice has two primary components – procedural and distributive justice – that have been examined relative to job satisfaction and job performance. The current study builds on the existing literature and examines the effects that perceptions of procedural and distributive justice have on the strain-based form of work-family conflict. Specifically, the goal of this study is to determine whether these two forms of justice were related to the strain that correctional employees bring home with them. Data collected from a large Southern correctional institution indicate that perceptions of procedural justice related significantly to reported levels of the strain-based form of work-family conflict and that staff with the highest perceptions of procedural justice reported the lowest levels of strain-based work-family conflict. This did not hold true for distributive justice, however, which was found to be statistically unrelated to work-family strain. [ABSTRACT FROM AUTHOR]

The purpose of this study is to explore disturbing consequence of perception of milder kind of interpersonal maltreatments: workplace incivility which is less reported but wildly experienced at the workplace. This study investigates the relationship of observation of workplace incivility with organizational cynicism that leads toward turnover intentions. Hierarchical regression analysis with its four steps/conditions proposed by Baron and Kenney (J Personal Soc Psychol 51(6):1173, 1986) is applied to prove the workplace incivility and turnover intentions. Conclusions of the study revealed that there is a positive relationship between turnover intentions and workplace incivility while organizational cynicism plays a mediational role in this relationship. [ABSTRACT FROM AUTHOR]

Performance management is a key factor to enhance professional development and improve teaching quality. This process is successful only if teachers perceive it as fair, clear, and effective: namely, if it is satisfying. Carefully considering teachers' attributions in the performance appraisal process is fundamental to better clarify the relations between performance management and positive individual outcomes. Therefore, this study aims to investigate the effects of perceived performance appraisal justice on teachers' well-being, in terms of job performance, job satisfaction, and life satisfaction, hypothesizing the mediation role of performance appraisal satisfaction. Data from a sample of Italian teachers were analyzed through structural equation modeling. Results confirm the mediation role of performance appraisal satisfaction. In particular, perceived performance appraisal justice was positively associated to performance appraisal satisfaction, which, in turn, was positively associated with job performance, job satisfaction, life satisfaction. Consequently, performance appraisal satisfaction totally mediated the relations between performance appraisal justice and the outcomes considered. Findings are relevant for two reasons. First, they contribute to better understanding the performance management process in educational settings – an issue requiring further attention. Second, they contribute to highlighting the importance of performance management efficacy, which is essential not only to improve individual well-being but also to enhance teaching quality. [ABSTRACT FROM AUTHOR]

Copyright of Polish Journal of Social Rehabilitation / Resocjalizacja Polska is the property of Pedagogium Foundation and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Job stress has many negative effects on correctional staff. We proposed and tested a path model of transactional, procedural, and distributive justice's direct and indirect effects on the job stress of 322 surveyed correctional staff, including 219 correctional officers, at a maximum security Southern prison. Findings indicated that procedural, distributive, and transactional justice affected job stress. Specifically, the proposed path model was supported, such that procedural justice had an indirect effect on job stress through distributive justice, and transactional and distributive justice had direct, negative effects on job stress. Transactional justice also had indirect effects on job stress through procedural and distributive justice. Taken together, the results suggest that organizational justice plays an important role in reducing correctional staff job stress. [ABSTRACT FROM AUTHOR]

Citation analysis is a valuable method for tracking the growth and transmission of scientific knowledge. In criminology and criminal justice, such analyses tend to be focused on "classic" works or on highly cited scholars over many years. As an alternative approach, we focus on work that has been cited rather quickly – what we term the "early onset" of impact. In doing so, we identified 221 of the most highly cited peer-reviewed articles, authored by 480 scholars, which were published in criminology and criminal justice journals between 2010 and 2015. Analyses reveal wide variation in substantive topics and methodological approaches, as well as a substantial gender gap with respect to authorship. Additional analyses provide insight into both journal and institutional/program prestige. We conclude with directions for future research and stress the importance of tracking over time articles that appear to be off to an early start with respect to scholarly impact. [ABSTRACT FROM AUTHOR]

The aim of the pilot study was to establish the scale of the professional burnout risk for prison officers and to analyze what factors may be associated with the burnout risk. It was important in this case to determine what styles and strategies of coping are used by the respondents and how this may affect the level and scale of burnout. What is the level of anxiety of the subjects? The sense of self-efficacy and satisfaction with life was important for the evaluation of the well-being of the surveyed employees. The sense of social support is also important for the evaluation of the burnout risk, so the evaluation of support and its correlation with the professional burnout of the prison officers surveyed was included among the cognitive objectives. The research used the following questionnaires: the Maslach Burnout Inventory, STAI Questionnaire -- State-Trait Anxiety Inventory, CISS Questionnaire -- Coping Inventory for Stressful Situations, COPE Questionnaire -- Multidimensional Inventory to Measure Stress Management, GSES -- General Self-Efficacy Scale, SWLS -- Satisfaction With Life Scale, SSQSR -- Social Support Questionnaire. The results of the pilot studies showed that, in the group of 30 security officers from two prisons, the level of burnout is moderate. Depersonalization is marked as the strongest. Their behavior is characterized by a high level of anxiety while using task-based coping styles and active strategies. Self-efficacy and satisfaction with life remain at an average level. The social support received is not fully satisfactory. No correlation was found between these variables and professional burnout of the subjects. [ABSTRACT FROM AUTHOR]

The organizational justice doctrine has been applied widely in understanding the performance of criminal justice institutions. Although most of the research has been conducted in the West, few studies have focused on postcolonial societies. Given the importance of cross-cultural investigations, the current study attempts to test the validity of organizational justice theory in Ghana by exploring how key organizational justice components impact correctional officers' perception of job satisfaction and job commitment. The results reveal significant support for organizational justice hypotheses in Ghana. Practical policy implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

Bullying is a behavior in which, in a two-way communication, one party exercising verbal and verbal power accompanied by aggression, attempts to scare, subjugate and achieve tangible and intangible benefits on the other, and at the workplace of an employee in During a long period of time, there is a danger of psychological abuse, such as excessive criticism and humiliation, and the loss of the power of self-defense in relation to the wisdom (Nadi and Gerami, 2014). The main source of stress is the worker's bullying in the workplace, which has a profound cognitive, physical, and psychological consequences (Lewis, 2006).Pressure in the atmosphere of the planet leads to harmful and costly individual and organizational problems (Ganster & Rosen, 2013), which reduces mental and physical health, leading to self-induced absenteeism and lack of access to workplaces (Keashly & Neuman, 2010). The desire to quit service is a function of the well-being and perceived ease of leaving the organization. In sum, individual factors, internal organization and organizational factors determine the probability of individual employee abandonment. Knowing what factors make an employee decide to separate from the organization is crucial to the organization's ability to maintain employees. Job self-alienation is a psychological separation that can be found in everyday life and social communication both inside and outside the environment (Sharfi et al., 2013). Occupational alienation can be explained by the contradiction between the nature of the role of occupation and the nature of the human being (Banai & Weisberg, 2003). An organization's staff always believes in the organization based on the value that the organization pays for its security, comfort and security. This belief is called perceived organizational support. Organizational support is one of the things that can be preventive or counterproductive in terms of the negative effects of occupational alienation and organizational bullying. In fact, perceived organizational support reflects the quality of social exchanges that occur between the employee and the employer (Casper et al., 2011; Eisenberger et al., 2001). Employees, because of their social nature, are willing to accept organizational citizenship behaviors (Organ, 2005). Individual and voluntary behavior that is not directly designed by formal remuneration systems in our organization, however, increases the effectiveness and efficiency of the organization (Appelbaum et al., 2004; Cohen et al., 2004).Finally, based on the findings of this study, it will be determined whether the education organization can reduce self-alienation and job cessation by strengthening organizational support for destructive and negative bullying in the workplace? So, in this research, "Is there a shift in civic engagement from teachers to the shift from working-class perceptions to workplace, job alienation, and organizational support through mediation of compulsory behavior?". [ABSTRACT FROM AUTHOR]

Primarily, this article examines the role of organizational justice in understanding prison officers' behavior. The authors surveyed 169 correctional officers across five correctional facilities in Ghana to explore the role of three organizational justice dimensions in prison misconduct and job stress. Results from the negative binomial and ordinal logistic analyses revealed the significant contributions of two dimensions of organizational justice in explaining misconduct and stress among officers. Officers who had higher perceptions of distributive fairness and interaction in the organization had lower odds of receiving misconduct-related complaints. Also, greater interaction was found to be associated with reduced job stress among prison officers. In addition, several officers' characteristics were found to predict the number of times officers received misconduct complaints. [ABSTRACT FROM AUTHOR]

Job burnout has long been recognized as a common occupational hazard among correctional workers. Although past studies have investigated the effects of job-related characteristics on correctional staff burnout in Western societies, this line of research has largely been absent from the literature on community corrections in China. Using data collected from 225 community correction workers in a Chinese province, this study assessed the effects of positive and negative job characteristics on occupational burnout. Positive job characteristics included job autonomy, procedural justice, and role clarity. Negative characteristics included role conflict, job stress, and job dangerousness. As expected, role clarity tended to reduce burnout, whereas role conflict, job stress, and job dangerousness were likely to produce greater burnout among Chinese community correction workers. Male correctional officers were also subjected to a higher level of burnout than their female coworkers. Implications for future research and policy were discussed. [ABSTRACT FROM AUTHOR]

The aim of this study was to analyze and compare the relationships between distributive and procedural justice and teachers’ burnout (emotional exhaustion, depersonalization and lack of personal accomplishment) between two countries: France and Germany. It was assumed that, due to the difference in the organizational educational structures of France and Germany, distributive and procedural justice would have different relationships on teachers’ burnout in both countries. Our samples consisted of 93 teachers in Germany and 89 teachers in France. Results of regression analysis indicated that among teachers in France, distributive justice plays a major role in the burnout process, while among teachers in Germany both distributive and procedural justice have strong impacts on burnout. [ABSTRACT FROM PUBLISHER]

Fairness in the workplace attenuates a host of negative individual and organizational outcomes. However, research on the psychology of aging challenges the assumption that fairness operates similarly across different age groups. The current research explored how older workers, vis-à-vis younger workers, react to perceptions of fairness. Integrating socioemotional selectivity theory and the multiple needs theory of organizational justice, we generated novel predictions regarding the relations between perceptions of workplace justice, emotional exhaustion, and employee deviance. Specifically, we hypothesized and found that employee age moderates the negative relation between justice facets and deviance (Study 1) and emotional exhaustion (Study 2). We also found that emotional exhaustion mediates the differential effects of justice on deviance, and that this relation depends on employee age (Study 2). Relative to younger workers, older workers are more sensitive to informational and interpersonal justice; in contrast, relative to older workers, younger workers are more sensitive to distributive and procedural justice. The research supports and extends existing theory on organizational justice and on the psychology of aging. Moreover, it highlights the importance of considering employee age as a focal variable of interest in the study of justice processes, and in organizational research more generally. [ABSTRACT FROM AUTHOR]

The purpose of this article was to explore the association between demographic and background characteristics, as well as workplace perceptions that may predict burnout among two connected groups of community corrections officers. Using the Maslach Burnout Inventory, we assessed whether burnout differed between probation/parole and residential officers and analyzed whether predictors of burnout varied across these two groups. Our results indicated that while probation/parole officers were more likely to report Emotional Exhaustion, they were not any more or less likely to experience Depersonalization or Personal Accomplishment. In addition, educational training had a stronger impact for residential officers, while schedule fit was more important for probation/parole officers, when predicting Personal Accomplishment. These results not only extended the existing research on burnout but also helped inform key correctional stakeholders about what policies and practices were working well, as well as indicated potential areas of change to help minimize burnout among staff. [ABSTRACT FROM AUTHOR]

Although prison officers experience working conditions associated with work–life conflict, little research has explored this issue. This study draws upon the work–home resources model to investigate relationships between working conditions (demands and experiences of aggression) and time-based, strain-based, and behavior-based work–life conflict in U.K. prison officers (N = 1,682). Associations between working conditions, work–life conflict, and emotional exhaustion were also examined. Two recovery behaviors (affective rumination and detachment) were considered as potential moderators of associations between working conditions and emotional exhaustion. High levels of all work–life conflict dimensions were found, which were related to working conditions and emotional exhaustion. Some evidence was found that higher rumination and lower detachment exacerbated the positive association between both job demands and aggression and emotional exhaustion. The implications of the findings for the well-being and professional functioning of prison officers are discussed, together with key areas for future research. [ABSTRACT FROM AUTHOR]