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Wanting Change: The Relationship of Perceptions of Organizational Innovation With Correctional Staff Job Stress, Job Satisfaction, and Organizational Commitment

NCJ Number
Criminal Justice Policy Review Volume: 21 Issue: 2 Dated: June 2010 Pages: 160-184
Eric G. Lambert; Nancy L. Hogan
Date Published
June 2010
25 pages
This study examined the forces that affect and influence the job satisfaction, job stress, and organizational commitment of correctional staff.
Correctional organizations need committed, relatively unstressed, and satisfied staff. Thus, it is important to identify and understand the factors that help shape the job stress, job satisfaction, and organizational commitment of correctional workers. Past research has shown that many different dimensions of the work environment are important predictors. Yet not all dimensions of the work environment have been examined, including perceptions of organizational innovation. Thus, it is unclear whether and how perceptions of organizational innovation may influence the job stress, job satisfaction, and organizational commitment of correctional employees. Using survey data from staff at a Midwestern correctional facility, the effects of perceptions of organizational innovation are studied while controlling for the shared effects of other salient work environment dimensions (i.e., job variety, job autonomy, and perceived dangerousness of the job) and personal characteristics (i.e., gender, age, position, tenure, educational level, and race). In multivariate analyses, perceptions of organizational innovation had a statistically negative association with job stress, whereas it had statistically significant positive associations with job satisfaction and organizational commitment. Tables and references (Published Abstract)