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Importance of Job Satisfaction and Organizational Commitment in Shaping Turnover Intent: A Test of a Causal Model

NCJ Number
Criminal Justice Review Volume: 34 Issue: 1 Dated: March 2009 Pages: 96-118
Eric Lambert; Nancy Hogan
Date Published
March 2009
23 pages
In a survey of correctional staff, this study sought to add clarification on the antecedents of turnover intent by examining the direct and indirect effects of the work environment and personal characteristics and their interaction with job satisfaction, organizational commitment, and external employment opportunities.
Testing a causal model, this study found that work environment factors helped shaped the job satisfaction and organizational commitment of correctional workers at a midwestern private prison. In turn, job satisfaction and organization commitment were inversely linked to turnover intent. In conclusion, reducing turnover intent will be a beneficial outcome for employees, coworkers, clients, administrators, and society. Even though turnover is harmful to correctional organizations, little research has been conducted on the issue of turnover or turnover intent among correctional staff. Employee turnover can have devastating effects on correctional facilities. Excessive turnover wastes recruiting and training dollars. In addition, high turnover rates may also directly affect the security of the institution as well as the safety of both staff and inmates. This study surveyed correctional staff at a maximum security private prison to examine the impact of the work environment, personal characteristics, external employment opportunities, job satisfaction, and organizational commitment on turnover intent. Tables, appendix, notes, and references