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.

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During the past twenty years, there has been significant growth in the literature on correctional staff Much of this literature has examined how the work environment helps shape the job satisfaction of correctional employees. Conversely, little empirical attention has been devoted to the broader concept of life satisfaction. The current study attempts to $11 this empirical void by * The authors thank Janet Lambert for editing and proofreading the paper. The authors also thank the anonymous reviewers for their comments and suggestions. Nancy Hogan and Eugene A. Paoline III contributed equally to the paper. Downloaded by [Korea University] at 16:41 26 December 2014 2 Journal of Crime &Justice examining whetherjob satisfaction and occupational stressors (in the forms of job stress, work-family conflict, role stress, and perceived dangerous) had any impact on the life satisfaction of correctional sta$ Based on a multi-variateanalysis, we find that job satisfaction, job stress, work-family conflict, and dangerousness had significant effects on life satisfaction. An additional analysis of the effects of life satisfaction revealed a significant relationship to workers' turnover intentions.

Despite greater acceptance of gay rights and relationships in recent decades, significant homophobia still exists in the U.S. population. There are consistent demographic differences in levels of homophobia; specifically, men, older persons, less educated persons, and conservatives tend to be more homophobic than women, younger persons, more highly educated persons, and liberals. Additionally, there is a perception that Blacks are more homophobic than Whites, and that this difference is because of the importance of religion in the Black community, another factor frequently associated with homophobic attitudes. This perception has not been empirically tested to any great extent. In the current study of 551 Midwestern college students, both independent t-test results and ordinary least squares (OLS) regression analysis find that there are no significant racial differences between Black and White students in indexes measuring views toward, rights for, and willingness to socialize with gays and lesbians. Gender is a significant predictor of homophobia for both groups, although age and measures for the importance of religion are significant predictors for White students only.

It has been long recognized that organizational commitment is an important component of effective organizations. It has, however, received relatively little attention in the correctional literature. Furthermore, much of the research to date on correctional orientation has focused on examining how various forces affect the punishment and rehabilitation views of correctional employees, but ignored how these views affect employees' organizational commitment. Using a data set collected from 272 staff members at a Midwestern, high security state prison, this study examined the impact of punishment and rehabilitation views on organizational commitment. It was found that support for rehabilitation was associated with higher levels of organizational commitment while support for punishment was related with lower levels of organizational commitment.