Correctional staff are the driving force of any correctional facility. Identification of the forces that shape job satisfaction and organizational commitment of correctional staff is necessary for correctional institutions to succeed in their missions. There is a growing body of literature focused on the antecedents of job satisfaction; however, very little literature has focused on the antecedents of organizational commitment. The effects of the occupational stressors of role ambiguity, role conflict, perceived dangerousness of the job, and two forms of work-family conflict (i.e., work on family conflict and family on work conflict) on organizational commitment were examined. Based on ordinary least squares regression results, role ambiguity, role conflict, and work on family conflict had statistically significant effects. Dangerousness and family on work conflict had nonsignificant effects.

Correctional staff are instrumental in ensuring the success of any correctional institution; therefore, investigating how the work environment impacts correctional workers is essential. To determine the effects of supervisory consideration, supervisory structure, job variety, and perceptions of training on correctional staff job stress, job satisfaction, and organizational commitment, data from a survey of staff at a Midwestern private correctional facility were examined. The Ordinary Least Squares regression results indicate that each of the work environment factors had a significant impact on one or more of the three outcomes. Specifically, supervisory consideration and perceptions of training decreased job stress. Supervisory consideration, job variety, and perceptions of training had positive effects on job satisfaction. Finally, supervisory consideration, supervisory structure, job variety, and perceptions of training had positive relationships with organizational commitment.

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.

The number of private prisons run by corporate security businesses has increased rapidly throughout the past two decades. There has been a parallel increase in literature, both pro and con, comparing the efficiency and effectiveness of private and public prisons; however, private prison staff has been largely ignored. OLS regression analysis of a survey of 160 employees at a Midwestern private prison facility showed that the job characteristics of job stress, supervision, and job variety were far more important than personal characteristics of race/ethnicity, gender, age, tenure, education and position in influencing staff job satisfaction and organizational commitment. Specifically, job stress had the largest impact on job satisfaction, while quality of supervision had the greatest impact on organizational commitment.

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