The Issue of Trust in Shaping the Job Involvement, Job Satisfaction, and Organizational Commitment of Southern Correctional Staff

2020 ◽  
pp. 088740342090337
Author(s):  
Eric G. Lambert ◽  
Linda D. Keena ◽  
Stacy H. Haynes ◽  
Rose Ricciardelli ◽  
David May ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Involvement ◽  
Correctional Staff ◽  
Positive Effects ◽  
Effective Operation ◽  
Different Types ◽  
Workplace Trust ◽  
Supervisor Trust ◽  
Positive Effect

While the issue of trust is theoretically essential for the effective operation of correctional organizations, few researchers have examined how the different types of trust are related to salient outcomes for staff. In this study, we examined the effects of coworker, supervisor, and management trust on the job involvement, job satisfaction, and organizational commitment of 322 Southern U.S. correctional staff. The types of workplace trust, however, varied in their effects. Specifically, multivariate analysis indicated only management trust had a significant positive effect on job involvement, but both coworker trust and management trust had significant positive effects on job satisfaction, whereas both supervisor trust and management trust had significant positive effects on organizational commitment. The current findings support the overall contention that workplace trust plays an important role in shaping prison staff job involvement, job satisfaction, and organizational commitment. The results underscore the need for improving perceptions of trust in the workplace, particularly management trust.

Job Involvement, Job Stress, Job Satisfaction, and Organizational Commitment and the Burnout of Correctional Staff

2009 ◽  
Vol 37 (2) ◽  
pp. 239-255 ◽  
Author(s):  
Marie L. Griffin ◽  
Nancy L. Hogan ◽  
Eric G. Lambert ◽  
Kasey A. Tucker-Gail ◽  
David N. Baker
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Emotional Exhaustion ◽  
Positive Association ◽  
Job Involvement ◽  
Job Burnout ◽  
Three Dimensions ◽  
Correctional Staff ◽  
Personnel Shortages

In an era in which rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure worker stability. Research indicates that job burnout is a negative response that is harmful to the employee and to the organization. Depersonalization, emotional exhaustion, and feeling a lack of accomplishment at work are all dimensions of job burnout. This study examined the association of job involvement, job stress, job satisfaction, and organizational commitment with burnout among correctional staff. The findings highlight the significance of these variables in relation to burnout. Specifically, job satisfaction had an inverse relationship with emotional exhaustion, depersonalization, and a sense of reduced accomplishment at work, whereas job stress had a significant positive relationship with depersonalization and emotional exhaustion. Job involvement also had a positive association with emotional exhaustion, whereas commitment to the organization had no relationship with any of the three dimensions of burnout.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

scholarly journals Enhancing organizational commitment by exploring job satisfaction, organizational citizenship behavior and emotional intelligence

2021 ◽  
pp. 917-924
Author(s):  
Mochamad Vrans Romi ◽  
Noer Soetjipto ◽  
Sri Widaningsih ◽  
Ester Manik ◽  
Ari Riswanto
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Positive Effects ◽  
Positive Effect

Problems related to emotional intelligence, job satisfaction, organizational citizenship behavior, and organizational commitment in the world of education, especially lecturers in providing services for students is relevant in the analysis for the sustainability of the quality of an institution. Thus, this study aims to analyze the increase in organizational commitment in Indonesia by involving 371 lecturers from 19 universities in Bandung. Structural Equation Modeling (SEM) using AMOS was employed in selecting the sample. The results explain emotional intelligence had positive effects on organizational citizenship behavior and on organizational commitment, and job satisfaction had positive effects on organizational citizen-ship behavior and on organizational commitment. Organizational citizenship behavior was empirically proven to have a positive effect on organizational commitment. In examining the mediating variable, the results show that emotional intelligence positively influenced the organizational commitment through organizational citizenship, and that job satisfaction had a positive effect on organizational commitment through organizational citizenship behavior as a mediating variable.

The Association of Organizational Justice with Job Satisfaction and Organizational Commitment among Nigerian Correctional Staff

2020 ◽  
pp. 0306624X2094692
Author(s):  
Eric G. Lambert ◽  
Richard Tewksbury ◽  
Smart E. Otu ◽  
O. Oko Elechi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Ordinary Least Squares ◽  
Correctional Staff ◽  
Correctional Institutions ◽  
Interpersonal Justice ◽  
Positive Effects ◽  
Medium Security

Correctional staff are a necessary and valuable resource for correctional institutions, in both Western and Nonwestern nations; however, studies of correctional staff in Nonwestern nations, particularly those in Africa, are lacking. Improving the job satisfaction and organizational commitment of these staff are imperative, as both of these job attitudes have been linked to many salient beneficial outcomes. Most of the existing empirical research on correctional staff organizational justice explores only the effects of procedural and distributive justice and ignores interpersonal justice. Additionally, there has been little research on how procedural, distributive, and interpersonal justice affect correctional staff in Nonwestern correctional organizations. The current study explored the effects of all three forms of organizational justice on the job satisfaction and organizational commitment of staff at a medium security prison in southeast Nigeria. Based on Ordinary Least Squares (OLS) regression, all three forms of justice had significant positive effects on commitment. Procedural and interpersonal justice had positive effects on job satisfaction, while distributive justice had nonsignificant effects. Correctional administrators need to be aware the importance of procedural, distributive, and interpersonal justice and attempt to improve perceptions of these organizational justice variables.

Work–Family Conflict’s Association With the Work Attitudes of Job Involvement, Job Satisfaction, and Organizational Commitment Among Southern Prison Staff

2021 ◽  
pp. 088740342110032
Author(s):  
Eric G. Lambert ◽  
Weston Morrow ◽  
Samuel G. Vickovic ◽  
Matthew C. Leone ◽  
Linda D. Keena ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Correctional Officers ◽  
Job Involvement ◽  
Work Attitudes ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Positive Effects ◽  
Family Based ◽  
Work Family

Prisons depend on their employees, and staffing a prison is expensive. Approximately 80% of a prison’s budget is for staff wages and benefits. Prisons are not generally viewed as desirable places to work, thus recruiting and retaining correctional officers can be difficult. Work-related stress can negatively affect staff members’ home lives, and home stress can make an employee distracted and endangered at work. Time-, strain-, behavior-, and family-based work–family conflicts were hypothesized to impact three work attitudes (job involvement, job satisfaction, and organizational commitment) negatively. Time-based conflict had no significant effects on any of the work attitudes. Strain-based conflict had significant negative effects on job satisfaction and organizational commitment but not job involvement. Behavior-based conflict had significant negative effects on all three work attitudes. Contrary to our hypotheses, family-based conflict had significant positive effects on all three. Work–family conflict is a significant work attitude-associated stressor for correctional staff; therefore, policy recommendations to address it are made.

The good life: Exploring the effects job stress, job involvement, job satisfaction, and organizational commitment on the life satisfaction of police officers

2021 ◽  
pp. 146135572110164
Author(s):  
Eric G. Lambert ◽  
Hanif Qureshi ◽  
James Frank
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Police Officers ◽  
Job Involvement ◽  
Ordinary Least Squares ◽  
Least Squares Regression ◽  
Positive Effects ◽  
Spillover Theory

Life satisfaction is an important concept for both police and other law enforcement organizations. Past research on the spillover theory has found that higher life satisfaction results in better physical health, being more open-minded, improved effort, and longer life expectancy. The spillover theory holds what happens at work does not stay at work but spills over and affects a person’s overall life. Workplace variables, particularly job stress, job involvement, job satisfaction, and organizational commitment do not just affect people at work, but also affect people’s satisfaction with their overall lives. The current study examined how job stress, job involvement, job satisfaction, and organizational commitment were associated with life satisfaction among a sample of 827 police officers from the state of Haryana in India. In a multivariate ordinary least squares regression analysis, job stress had a significant negative effect on life satisfaction, whereas job involvement, job satisfaction, and organizational commitment had significant positive effects. The results suggest that police administrators should attempt to lower job stress and increase job involvement, job satisfaction, and organizational commitment among officers to raise their life satisfaction, which, in turn, should benefit the individual officers, the police agency, and the community being served.

scholarly journals Analisis Pengaruh Kepuasan Kerja, Komitmen Organisasi, dan Keterlibatan Kerja Pada Kinerja Karyawan Bank Muamalat Surakarta

2020 ◽  
Vol 6 (3) ◽  
pp. 703
Author(s):  
Agus Marimin ◽  
Harun Santoso
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Quantitative Method ◽  
Employee Performance ◽  
Sampling Technique ◽  
Job Involvement ◽  
Analysis Technique ◽  
Positive Effect ◽  
Research Type

The purpose of this study was to examine the positive effect of job satisfaction, organizational commitment, and job involvement on employee performance at Bank Muamalat Surakarta. This research methodology using explanatory research type, the researcher conducted a survey and jumped into the research location by giving questionnaires to the employees of Bank Muamalat Surakarta directly. This study uses a quantitative method, where this method is used to test the hypothesis. The population of this research is all employees of Bank Muamalat Surakarta as many as 60 people as well as the research sample. The sampling technique used total sampling technique, where the number of samples was the same as the population. The data analysis technique used multiple regression analysis, t test, F test, and R2 test. The results showed that there was a significant influence between job satisfaction factors (X1) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between organizational commitment factors (X2) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between job involvement factors (X3) on the performance of employees of Bank Muamalat Surakarta.

Analisa Pengaruh Professionalism dan Rewards Terhadap Job Satisfaction Serta Implikasinya Pada Organizational Commitment; Telaah Pada Sopir Taksi Konvensional Bandara Soekarno-Hatta

2018 ◽  
Vol 9 (2) ◽  
pp. 1-17
Author(s):  
Aldo Winata
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Sampling Technique ◽  
Positive Influence ◽  
Primary Data ◽  
Equation Modeling ◽  
Taxi Driver ◽  
Probability Method ◽  
Positive Effect

Jakarta is the place where the largest number of land transportation in Indonesia, according to Djarot in Kompas.com article, vehicles every day increased about 1500 units. And according to an article from Liputan 6, revenue from conventional taxi drivers dropped dramatically after the entry of online transport by 40-50% during 2016 due to the entry of online transport. Conventional taxi companies must immediately anticipate this phenomenon so that their human resources can survive in the company. The purpose of this research are first, to know is there a positive effect from professionalism factors to organizational commitment and job satisfaction. Second, to know job satisfaction factors have a positive effect to organizational commitment. And the last is to know is there a positive effect from rewards factors to job satisfaction and organizational commitment’s factors. This research uses descriptive method with non-probability method. Through judgmental sampling technique, primary data collection was obtained from questionnaire distribution to conventional taxi driver of Soekarno-Hatta Airport. The data has been collected and then obtained by using Structural Equation Modeling (SEM). The result of this research indicates that there is positive influence from professionalism to organizational commitment but the data do not support the hypothesis, there is positive influence from professionalism to job satisfaction, but there’s negative effect between job satisfaction and organizational commitment, there is positive relation of rewards to job satisfaction, Finally there is a positive effect of rewards on organizational commitment. Keywords: organizational commitment, professionalism, rewards, job satisfaction, ecommerce, conventional taxi driver.

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