Factors Affecting Juvenile Care Workers’ Intent to Continue Working in Juvenile Corrections

Abstract

Employee turnover in social service organizations such as juvenile corrections poses a major problem for both administrators and frontline juvenile care workers (JCWs). Prior to turnover, many employees contemplate such an action; this is referred to as turnover intent. Several factors can affect JCWs' decisions about whether to work in a facility or leave. The current study examined some of these factors using an integrated theory of person-environment fit and social identity. Findings indicate that perceived attitudes congruence (AC) between the juvenile detention staff and the climate of the facility was a significant predictor of intent to continue working as a juvenile staff. Results also revealed that juvenile staff strongly identified with their professional role as a salient part of their self-concept and individuals' perceptions of shared attitudes with coworkers contributed to their professional identity. Perceived AC then predicted intent to continue working as a JCW. Implications for practice and future research are discussed.Employee turnover is a cause of concern for most organizations, including social service organizations. The literature on employee turnover in social service organizations reveals that voluntary turnover, in which the employee chooses to leave the environment and is not fired or asked to leave, can have a negative impact on the work environment. The voluntary turnover rate in most social services occupations is generally very high (Drake & Yadama, 1996) and can exceed rates of 40% (Lambert & Hogan, 2009). Turnover in juvenile corrections, unfortunately, may be even more pronounced (Tipton, 2002). The detrimental impact of employee turnover is amplified in closed organizations

Juvenile Facility Staff: Research, Policy, and Practice

“…Researchers have found that occupational stress amongst individuals working in juvenile facilities is relatively high. Staff turnover rates in juvenile correctional facilities are relatively high (Mitchell et al, 2000, Armstrong et al, 2013. Occupational stress in correctional environments has not only been linked to negative health outcomes, including lowered life expectancy, but also to negative personal behaviors, such as alcoholism and family problems, but also to chronic absenteeism, problems at work, low morale, and problems with co-workers (Mitchell et al, 2000).…”

“…Juvenile facility work is also important to understand in the broader context of labor and labor rights, and the transformation of juvenile imprisonment around the globe, particularly in the context of the implementation of the United Nations Convention on the Rights of the Child and global reforms which have sought to keep the detention of children to the minimum and transform the treatment of young people. Workers lie not only at the heart of organizational change initiatives, as they are the key individuals who implement those reforms, but also at the center of discussions about the future of care work (Armstrong et al, 2013, Himmelweit, 2018.…”

Improving Social Climate In Youth Detention

“…For many years concerns have been expressed about the nature and quality of youth detention and its potential negative impact on detainees. This has been evident in different parts of the United States with commentary on poor conditions, staff turnover, and assaults (Barton & Mackin, 2012; Armstrong et al, 2014). Similar cocerns have been expressed in Canada regarding bullying and its impact on residents (Viljoen et al, 2015).…”