A meta-analysis of the correlates of turnover intent in criminal justice organizations: Does agency type matter?

Matz, Adam K.; Woo, Youngki; Kim, Bitna

doi:10.1016/j.jcrimjus.2014.02.004

Cited by 46 publications

(77 citation statements)

References 35 publications

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“…Empirical studies in the field of corrections have presented findings similar to those found in the general organizational research literature, such as the effects of job satisfaction on turnover or turnover intent (Camp, 1994;Dennis, 1998;Lambert et al, 2001;Lee, Joo, & Johnson, 2009;Matz, Woo, & Kim, 2014;Simmons, Cochran, & Blount, 1997;Stohr, Self, & Lovrich, 1992;Whiteacre, 2006;Wright, 1993), job burnout (Griffin, Hogan, Lambert, Tucker, & Baker, 2010;Whitehead & Lindquist, 1986), and life satisfaction (Lambert, Hogan, Paoline, & Clarke, 2005). The importance of job satisfaction has led to a large quantity of research in Western countries in the field of organizational studies in general and in corrections in particular; however, no job satisfaction research about corrections exists in China.…”

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confidence: 65%

Effects of Work Environment Variables on Job Satisfaction Among Community Correctional Staff in China

Jiang

Lambert

Zhang

et al. 2016

Criminal Justice and Behavior

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Job satisfaction is an important predictor of organizational efficiency and effectiveness; it can also predict attitudes and behaviors of staff. The field of organizational studies contains an ever-expanding quantity of empirical research on satisfaction, including research specifically focused on community corrections; however, no published research in the English language on satisfaction regarding community corrections in China currently exists. Using data from 225 community correctional officers from 15 counties (or equivalents) in Hubei, China in 2013, this study examined community correctional staff's satisfaction and its predictors. The majority of Chinese community correctional officers were satisfied with their jobs. Role clarity, formalization, and perceived promotional opportunities were significant predictors of the satisfaction. Although distributive justice and procedural justice have often been found to be predictors of job satisfaction in the United States, particularly procedural justice, they were not predictors of job satisfaction among this group of Chinese community correctional staff.

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confidence: 65%

Effects of Work Environment Variables on Job Satisfaction Among Community Correctional Staff in China

Jiang

Lambert

Zhang

et al. 2016

Criminal Justice and Behavior

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“…It reflects the employee's subjective tendency that he will leave the organization at some future time period [28][29]. Turnover intention can be defined as cognitive manifestation, deliberate and conscious willingness of an employee to leave the organization which lead towards behavioural decision to quit [10,14,30]; not only the location but also the job, his/her respective work duties, current employer [14] and look forward to an alternative employment opportunity [10]. The development of turnover intention can be explained by the help of equity theory.…”

Section: International Letters Of Social and Humanistic Sciences Vol 78mentioning

confidence: 99%

Expressed Turnover Intention: Alternate Method for Knowing Turnover Intention and Eradicating Common Method Bias

Abid

Butt

2017

ILSHS

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Abstract. Employees are the building blocks and valuable assets in an organization. Organizational researchers and practitioners have shown a burgeoning attention to satisfy and retain key performer as the cost of leaving a job is very high for the employing organizations. Discovering turnover intention in its formation stages is very crucial, not only to resist its' piled up effect but also to control the actual turnover in the future. Most of the times, management is not aware of the employee's quit intention because employees don't show their intention explicitly until they actually leave the organization. However, majority of the times employees share their feeling with their colleagues or other close work mates. Based on positive relationship at work, we argued that the individuals who work together normally share their feelings with their close colleagues regarding their decision of leaving or staying (expressed turnover intention) with the current employer. Therefore, the objective of the current study is to investigate the relationship between turnover intention and expressed turnover intention. Furthermore, we offer a new perspective to data collection from other sources, which will assist us in shortening the questionnaire, also minimizing the common method bias and knowing the quit intention from other source. Finally, theoretical and practical implications along with direction for future studies are also discussed.

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“…Most definitions are channeled towards the same area and have similar meanings. According to [22], turnover intention is the conscious, deliberate and willfulness of an employee to leave an organization. In other words, turnover intention, intention to quit or leave is define as the desire to withdraw one's services from an organization.…”

Section: Turnover Intentionmentioning

confidence: 99%

A Mediating Role of Relational Psychological Contract on the Relationship Between Work Place Spirituality and Employee Turnover Intention in Nigeria Banks

Oyelakin¹

2017

AJAP

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Abstract:The study examined the effect of workplace spirituality (meaningful work, inner life and community) on employee turnover intention in Nigeria banks mediated by relational psychological contract. Data were collected from a sample of 357 employees in 21 Deposit Money Banks located in Kaduna State. Structural Equation Model was used to explore the effect. Findings revealed that meaningful work has positive, significant effect on employee turnover intention while inner life and community were found to have insignificant effect on employee turnover intention. Relational psychological contract was found to have fully mediating effect between workplace spirituality (inner life, meaningful work and community) and employee turnover intention. The most explanatory variable of the study is the relationship that exists between meaningful work and relational psychological contract. The study recommends that management of Banks should attach more importance to meaningful work and relational psychological contract of employees to reduce employee turnover intention.

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A meta-analysis of the correlates of turnover intent in criminal justice organizations: Does agency type matter?

Cited by 46 publications

References 35 publications

Effects of Work Environment Variables on Job Satisfaction Among Community Correctional Staff in China

Effects of Work Environment Variables on Job Satisfaction Among Community Correctional Staff in China

Expressed Turnover Intention: Alternate Method for Knowing Turnover Intention and Eradicating Common Method Bias

A Mediating Role of Relational Psychological Contract on the Relationship Between Work Place Spirituality and Employee Turnover Intention in Nigeria Banks

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