The Impact of Individual Factors, Job Characteristics, and Organizational Variables on Job Stress and Job Satisfaction Among Community Corrections Staff

2020 ◽  
Vol 45 (4) ◽  
pp. 464-483
Author(s):  
Gayle Rhineberger-Dunn ◽  
Kristin Y. Mack
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Organizational Factors ◽  
Job Characteristics ◽  
The United States ◽  
Community Corrections ◽  
Individual Factors ◽  
Organizational Variables ◽  
Negative Effect ◽  
The Impact

Community corrections (e.g., probation, parole, halfway houses) is the largest correctional placement in the United States, yet little research assesses community corrections staff experiences with job stress and job satisfaction. The purpose of this article is to extend the literature on community corrections officers by assessing the influence of individual factors, job characteristics, and organizational variables on both job stress and job satisfaction. In general, we found that the influence of individual factors and job characteristics differed for job stress compared to job satisfaction. Similarly, the impact of organizational factors on these outcomes also differed, although this was contrary to our expectations. Finally, job stress had a negative effect on job satisfaction and organizational factors had a larger impact on both job stress and job satisfaction, compared to individual and job characteristics. Our results provide a number of possible areas for departments to focus on in order to reduce job stress and increase job satisfaction among probation/parole and residential officers.

scholarly journals ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

2019 ◽  
Vol 17 (1) ◽  
pp. 33
Author(s):  
Sri Mulyani ◽  
Hendra Gunawan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Customer Service ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Negative Effect ◽  
The Impact

<p>The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company.<br />The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta.<br />The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows.<br />The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention.<br />Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.</p>

Impact of Workplace Factors on Role-Related Stressors and Job Stress Among Community Corrections Staff

2018 ◽  
Vol 30 (8) ◽  
pp. 1204-1228 ◽  
Author(s):  
Gayle Rhineberger-Dunn ◽  
Kristin Yagla Mack
Keyword(s):  
Job Stress ◽  
Role Ambiguity ◽  
Job Characteristics ◽  
Community Corrections ◽  
Role Overload ◽  
Related Factors ◽  
Parole Officers ◽  
Role Preference ◽  
Role Stressor ◽  
The Impact

Community corrections staff are responsible for supervising more than 4 million offenders nationwide; yet, little research exists on understanding their experiences with role-related stressors and job stress. The purpose of this study was to extend the existing community corrections literature by examining the impact of job characteristics, danger-related factors, and role preference on role-related stressors (i.e., role conflict, role ambiguity, and role overload) and job stress, with a focus on determining whether the relationships varied across specific job positions (i.e., probation/parole vs. residential). Results indicated that each type of role-related stressor was differentially affected by job characteristics, danger-related factors, and role preference, and that these relationships also differed by position. Threat of harm was a significant predictor of each type of role-related stressor for probation/parole officers, but only had a significant effect on role overload for residential officers. Furthermore, safety training had significant effects on role ambiguity and role overload for residential officers, but was not a significant predictor of any role stressor for probation/parole officers. Role preference was significant for both positions, but only for the role overload variable. Most surprisingly, the only variable to predict job stress was role overload.

NEPOTISM, FAVORITISM AND CRONYISM: A STUDY OF THEIR EFFECTS ON JOB STRESS AND JOB SATISFACTION IN THE BANKING INDUSTRY OF NORTH CYPRUS

2008 ◽  
Vol 36 (9) ◽  
pp. 1237-1250 ◽  
Author(s):  
Huseyin Arasli ◽  
Mustafa Tumer
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Word Of Mouth ◽  
Banking Industry ◽  
Intention To Quit ◽  
Preferential Treatment ◽  
North Cyprus ◽  
Northern Cyprus ◽  
Negative Effect ◽  
The Impact

Nepotism, cronyism and favoritism are unprofessional practices giving preferential treatment to relatives and friends in employment. For this study a survey was carried out with 576 respondents working in the banking industry in northern Cyprus. An analysis was then conducted to assess the impact of these practices on job stress, job satisfaction, and intention to quit behavior of employees, as well as word of mouth comments in their workplaces. Results of this study show that nepotism, favoritism and cronyism create job stress in the workplace and this increases dissatisfaction of the staff about their organizations. Nepotism has the greatest negative effect on job stress.

scholarly journals From Speculation to Substantiation: Empirically-Testing Societal Changes in Impact of Fit on Job Satisfaction From 1989, 1998, 2006, and 2016

2021 ◽  
Author(s):  
Mindy Shoss ◽  
Clair Kueny
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Large Scale ◽  
Polynomial Regression ◽  
Job Characteristics ◽  
The United States ◽  
The Past ◽  
Scale Population ◽  
Societal Changes ◽  
The Impact

Against the backdrop of large-scale changes in work over the past few decades, both business leaders and academics have speculated that employees’ job satisfaction is increasingly tied to the extent to which their jobs meet their desires for meaning and other reinforcers. However, empirical evidence has not yet been brought to bear on these arguments. In order to provide insights into potential socio-temporal changes in how employees derive job satisfaction from job characteristics, we analyzed repeated large-scale population surveys in the United States to examine the impact of fit between desiring and receiving job characteristics on job satisfaction across four time points (1989, 1998, 2006, and 2016). Moderated polynomial regression analyses indicated that employees in more recent years experience greater dissatisfaction by deficiencies in intrinsically-rewarding job characteristics. We interpret these findings against broader discussions of the changing employment narrative theorized to have occurred in the United States over the past several decades.

scholarly journals What If the Influenza Vaccine Did Not Offer Such Variable Protection?

2020 ◽  
Vol 222 (7) ◽  
pp. 1138-1144 ◽  
Author(s):  
Sarah M Bartsch ◽  
Elizabeth A Mitgang ◽  
Gail Geller ◽  
Sarah N Cox ◽  
Kelly J O’Shea ◽  
...  
Keyword(s):  
Influenza Vaccine ◽  
Compartment Model ◽  
Medical Costs ◽  
The United States ◽  
Individual Factors ◽  
Policy Makers ◽  
Direct Medical Costs ◽  
Productivity Losses ◽  
Potential Impact ◽  
The Impact

Abstract Background The protection that an influenza vaccine offers can vary significantly from person to person due to differences in immune systems, body types, and other factors. The question, then, is what is the value of efforts to reduce this variability such as making vaccines more personalized and tailored to individuals. Methods We developed a compartment model of the United States to simulate different influenza seasons and the impact of reducing the variability in responses to the influenza vaccine across the population. Results Going from a vaccine that varied in efficacy (0–30%) to one that had a uniform 30% efficacy for everyone averted 16.0–31.2 million cases, $1.9–$3.6 billion in direct medical costs, and $16.1–$42.7 billion in productivity losses. Going from 0–50% in efficacy to just 50% for everyone averted 27.7–38.6 million cases, $3.3–$4.6 billion in direct medical costs, and $28.8–$57.4 billion in productivity losses. Going from 0–70% to 70% averted 33.6–54.1 million cases, $4.0–$6.5 billion in direct medical costs, and $44.8–$64.7 billion in productivity losses. Conclusions This study quantifies for policy makers, funders, and vaccine developers and manufacturers the potential impact of efforts to reduce variability in the protection that influenza vaccines offer (eg, developing vaccines that are more personalized to different individual factors).

Implementation uptake: organisational factors affecting evidence-based reform in community corrections in the United States

2017 ◽  
Author(s):  
Danielle S. Rudes ◽  
Kimberly R. Kras ◽  
Kimberly S. Meyer ◽  
Shannon Magnuson
Keyword(s):  
Leadership Development ◽  
Observational Data ◽  
Organizational Factors ◽  
The United States ◽  
Community Corrections ◽  
Policy And Practice ◽  
Factors Affecting ◽  
Organizational Survey ◽  
Strategic Implementation ◽  
Changing Times

As community corrections organizations adapt to changing times, probation/parole agencies work to reform both organizational policy and practice. However, reform is much easier planned than implemented. With little or no formal training on strategic implementation, most community corrections agencies face a complex web of inter- and intra-organizational dynamics and contexts that make implementing reform challenging and sustaining reforms nearly impossible. Using survey and interview/observational data from both adult and juvenile probation in two U.S. states, this chapter examines organizational factors such as culture/climate, cynicism and commitment as key internal issues to consider prior to implementation of reform and during reform uptake. Using dual methods reveals while organizational actors respond similarly on organizational survey response measures, the observational data detail a more nuanced story for understanding implementation. Specifically, findings suggest a need for new training approaches, continued leadership development and improved communication at all organizational levels.

The Impact of Job Characteristics on Burnout Among Chinese Correctional Workers

2016 ◽  
Vol 62 (2) ◽  
pp. 551-570 ◽  
Author(s):  
Xiaohong Jin ◽  
Ivan Y. Sun ◽  
Shanhe Jiang ◽  
Yongchun Wang ◽  
Shufang Wen
Keyword(s):  
Role Conflict ◽  
Job Stress ◽  
Correctional Officers ◽  
Job Characteristics ◽  
Community Correction ◽  
Future Research ◽  
Role Clarity ◽  
Occupational Burnout ◽  
Using Data ◽  
The Impact

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.

Firefighters’ job stress and the (un)intended consequences of relational quality with spouses and firefighter friends

2019 ◽  
Vol 37 (4) ◽  
pp. 1092-1113 ◽  
Author(s):  
Mark T. Morman ◽  
Paul Schrodt ◽  
Amber Adamson
Keyword(s):  
Job Satisfaction ◽  
Relationship Quality ◽  
Job Stress ◽  
Quality Of Work Life ◽  
Negative Effects ◽  
Relational Quality ◽  
Negative Effect ◽  
Fire Stations ◽  
As Relationship ◽  
At Home

For firefighters, there is reason to believe that relational quality with spouses and firefighter friends might buffer the negative effects of occupational stress both on and off the job. In this study, we examined the associations among firefighters’ relationship quality at work and at home, their job stress, job satisfaction, and quality of work life (QWL). We surveyed 428 male firefighters employed at 12 fire stations across Texas. All but one of our hypotheses were supported, as relationship quality with both wife and firefighter friend emerged as significant, positive predictors of job satisfaction and QWL, whereas job stress emerged as a significant, negative predictor of job satisfaction and QWL. These main effects were qualified by three, significant two-way interaction effects. Whereas the negative effect of stress on job satisfaction and QWL was buffered by relational quality with a firefighter friend, it was exacerbated by relational quality with a spouse. Nevertheless, when a firefighter has strong relational quality at work and at home, the effects of job stress are diminished.

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