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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]

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]

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]

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]

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]

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]

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]

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]

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]

Objective of the present study was to find out the relationship of organizational justice with turnover intentions and also the difference in turn over intentions in Type A and type B personality style. After literature review following hypotheses were formulated 1) Organizational justice would be positively correlated with turnover intentions, 2) There would be a significant difference in turnover intentions of type A and type B personality. Sample size of the study consisted on 90 male and female teaching staff of universities in Lahore. Cammann, Fichman, Jenkins, and Klesh (1979) questionnaire to measure Turnover Intentions, organizational justice measure by Joy and Witt (1992) and personality test by Glazer (1985), was utilized to identify the types of personality in A and B categories. Descriptive statistics, correlation analysis and ttest were applied to examine the data. Results (Mean = 3.48, σ = .92, r = -.288, P <.01) showed the negative and significant association among distributive justice and turnover intentions and procedural justice found to have a negative and insignificant relation with turnover intentions (Mean = 3.46, σ = .94, r = -.187, P >.01). According to the result (Mean Type A= 2.79 & Mean Type B= 2.40, t= 2.241, P <.05), further, personality type "A" was found to have more turnover intentions as compared to type "B" personality. [ABSTRACT FROM AUTHOR]

The research related to organizational justice in criminal justice agencies has specifically examined the police departments and prisons, but sheriff's offices have been absent from examination. This study's data come from a sheriff's office in California after a significant organizational change instigated by the implementation of Assembly Bill 109. Similar to most organizational change, this modification was instigated by the administration without seeking employee input. For this study, a total N of 229 employees (92 % of employees) responded to a survey instrument. Using measures of procedural justice as the independent variable and distributive and interactional justice measures as the control variables, the findings demonstrate employees furthest from the organizational decision-making are least likely to support the change. Measures of distributive justice were non-significant in all models and measures of interactional justice were uneven in different models. This research addresses a gap in the current literature by examining a sheriff's office, but generalizablility of the findings are limited. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

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Previous literature exploring the relationship between correctional officer orientations toward treatment and punishment is inconsistent at best. One rarely studied aspect is the influence of distributive and procedural justice on correctional staff support for treatment and punishment. For this study, ordinary least squares regression analysis of survey responses from 272 correctional officers revealed that distributive justice did not impact support for treatment or punishment. Procedural justice, however, was positively associated with support for treatment and negatively associated with support for punishment. Overall, the results of this study suggest further research in this area is needed. [ABSTRACT FROM AUTHOR]