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.

Living the Good Life: The Effects of Job Variables on Nigerian Prison Staff Life Satisfaction

2018 ◽  
Vol 29 (4) ◽  
pp. 361-377 ◽  
Author(s):  
Eric G. Lambert ◽  
O. Oko Elechi ◽  
Smart Otu
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Job Stress ◽  
Job Involvement ◽  
Past Research ◽  
Ordinary Least Squares ◽  
Least Squares Regression ◽  
Negative Effects ◽  
Prison Staff ◽  
Positive Effects

Life satisfaction is an important concept for both workers and employing organizations. Past research on the spillover theory has found that higher life satisfaction results in lower absenteeism and turnover/turnover intent, higher job performance, and better mental and physical health. The current study examined how job variables (i.e., job stress, job involvement, and job satisfaction) were associated with life satisfaction among Nigerian prison staff in an attempt to determine whether the aforementioned workplace variables have similar or different effects across nations. Data for this study came from a survey of 120 responding staff at a prison located in the Ebonyi state in Southeast Nigeria. In a multivariate ordinary least squares regression analysis, job stress had significant negative effects on life satisfaction, and job involvement and job satisfaction had significant positive effects. The findings for job stress and job involvement are consistent with that found among U.S. correctional staff. The finding that job involvement had a significant positive effect differs from that reported for U.S. staff. The results suggest that prison administrators should attempt to lower job stress and increase job involvement and job satisfaction.

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.

The Association of Job Variables With Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers

2015 ◽  
Vol 25 (2) ◽  
pp. 194-213 ◽  
Author(s):  
Eric G. Lambert ◽  
Hanif Qureshi ◽  
Nancy L. Hogan ◽  
Charles Klahm ◽  
Brad Smith ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Police Officers ◽  
Job Involvement

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.

The impact of customer participation: the employee’s perspective

2015 ◽  
Vol 30 (5) ◽  
pp. 486-497 ◽  
Author(s):  
Chih-Cheng Volvic Chen ◽  
Chih-Jou Chen ◽  
Ming-Ji James Lin
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Partial Least Square ◽  
Customer Participation ◽  
Content Type ◽  
Service Firm ◽  
Positive Effects ◽  
Relational Value ◽  
The Impact

Purpose – The purpose of this paper is to examine the impact of customer participation in a service delivery process by designing and testing an empirical model with the employees’ point of view in mind. Design/methodology/approach – Using data collected from 166 pairs of customers and service employees in the context of professional financial insurance services, this study uses partial least square path modeling in SmartPLS to analyze the proposed model. Findings – The results of the study show that customer participation produces positive effects on employees’ job satisfaction only if such participation minimizes job stress and meets employees’ relational needs. Job stress and satisfaction were strong predictors for organizational commitment, but the proposed relationship between relational value and organizational commitment was not found. Practical implications – This study suggests that customer participation can be a win-win situation for employees and the service firm. Employees who create relational value with their customers effectively enjoy their jobs more and are more likely to build and maintain long-term relationships with their service firm. Originality/value – The findings highlighted the roles of the customer and the employee and indicated the heuristic value of viewing job satisfaction and organizational commitment as consequences of customer participation. This can enhance the understanding of how encounters should be designed to support employees and improve the co-creation of value.

scholarly journals A Happy Life: Exploring How Job Stress, Job Involvement, and Job Satisfaction Are Related to the Life Satisfaction of Chinese Prison Staff

2018 ◽  
Vol 25 (4) ◽  
pp. 619-636 ◽  
Author(s):  
Eric G. Lambert ◽  
Shanhe Jiang ◽  
Jianhong Liu ◽  
Jinwu Zhang ◽  
Eunsuhk Choi
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Job Stress ◽  
Job Involvement ◽  
Prison Staff ◽  
Happy Life

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.

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