Predictors of Turnover Intention Among Staff in Juvenile Correctional Facilities

Matz, Adam K.; Wells, James B.; Minor, Kevin I.; Angel, Earl

doi:10.1177/1541204012460873

Cited by 57 publications

(57 citation statements)

References 39 publications

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“…OC has received considerable interest from organizational researchers since its inception. Therefore, it has been tested in a variety of research fields such as: job satisfaction ( Williams & Anderson, 1991 ; Clugston, 2000 ; Fu, & Deshpande, 2013 ; Ibrahem, Elhoseeny, & Mahmoud, 2013 ; Tnay et al, 2013 ), learning organization ( Pool & Pool, 2007 ) and turn over ( Matz et al, 2013 ; Griffin et al, 2010 ). In this regard, some studies have assessed the relation between SE and variables such as critical thinking ( Suliman & Halabi, 2007 ) mental health ( Baumeister et al, 2003 ) and job satisfaction ( Judge & Bono, 2001 ).…”

Section: Introductionmentioning

confidence: 99%

Self Esteem and Organizational Commitment Among Health Information Management Staff in Tertiary Care Hospitals in Tehran

Sadoughi

Ebrahimi

2014

GJHS

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Background:Self esteem (SE) and organizational commitment (OC) have significant impact on the quality of work life.Aim:This study aims to gain a better understanding of the relationships between SE and OC among health information management staff in tertiary care hospitals in Tehran (Iran).Methods:This was a descriptive correlational and cross sectional study conducted on the health information management staff of tertiary care hospitals in Tehran, Iran. A total of 155 participants were randomly selected from 400 staff. Data were collected by two standard questionnaires. The SE and OC was measured using Eysenck SE scale and Meyer and Allen’s three component model, respectively. The collected data were analyzed with the SPSS (version 16) using statistical tests of of independent T-test, Pearson Correlation coefficient, one way ANOVA and F tests.Results:The OC and SE of the employees’ were 67.8, out of 120 (weak and 21.0 out of 30 (moderate), respectively. The values for affective commitment, normative commitment, and continuance commitment were respectively 21.3 out of 40 (moderate), 23.9 out of 40 (moderate), and 22.7 out of 40 (moderate). The Pearson correlation coefficient test showed a significant OC and SE was statistically significant (P<0.05). The one way ANOVA test (P<0.05) did not show any significant difference between educational degree and work experience with SE and OC.Conclusion:This research showed that SE and OC are moderate. SE and OC have strong correlation with turnover, critical thinking, job satisfaction, and individual and organizational improvement. Therefore, applying appropriate human resource policies is crucial to reinforce these measures.

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Section: Introductionmentioning

confidence: 99%

Self Esteem and Organizational Commitment Among Health Information Management Staff in Tertiary Care Hospitals in Tehran

Sadoughi

Ebrahimi

2014

GJHS

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“…Staff members not only have salient effects on correctional facilities, but correctional work environments shape the attitudes and behaviors of staff. Three vital work attitudes are job involvement, job satisfaction, and organizational commitment (Matz, Wells, Minor, & Angel, 2013). Job involvement is the degree to which employees identify psychologically with their jobs (Kanungo, 1982).…”

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confidence: 99%

“…Job satisfaction is the extent a person likes or dislikes his or her job (Griffin, 2001). Organizational commitment refers to a bond of loyalty between the person and the employing organization (Matz et al, 2013).…”

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confidence: 99%

An Exploratory Study of Organizational Justice and Work Attitudes Among Chinese Prison Staff

Lambert

Liu²,

Jiang

2018

The Prison Journal

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While both forms of organizational justice are important, the empirical literature indicates that procedural justice generally has wider and greater effects on job attitudes compared with distributive justice. Regression analysis of self-reported survey data from 322 staff at two Chinese prisons in Guangzhou suggests that, while both forms of organizational justice were important for Chinese correctional staff's organizational commitment, distributive (but not procedural) justice had significant positive associations with both job involvement and job satisfaction. This emphasis on distributive justice differs from what has been empirically found for U.S. correctional staff.

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“…Ucho et al (2012) also argued that job satisfaction is negatively related to turnover intention, and Gillet et al (2012) mentioned that lower satisfaction increases the rate of turnover intention. Further, Yucel (2012) found a relationship between job satisfaction and turnover intention, while Matz et al (2013) indicated that there is relationship between job satisfaction and turnover intention based on communication and co-workers. Salleh et al (2012) achieved the same findings regarding job satisfaction and turnover intention: job satisfaction based on work and salary is negatively related to turnover intention.…”

Section: Literature Reviewmentioning

confidence: 97%

Turnover Intention and Job Satisfaction among Quantity Surveyors

Keng¹,

Nor²,

Ching³

2018

IJTech

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Within the framework of human resource management, this study focuses on the issues of turnover intention and job satisfaction in the context of quantity surveying firms. Turnover intention leads to actual turnover. Several factors have been identified to cause turnover intention. Quantity surveyors are among the key players in construction projects. A quantity surveyor is involved in financial and contractual matters from the initiation stage to the completion of construction. In relation to the technical employees of quantity surveying firms, the objectives of this research are: (1) to determine whether these employees have turnover intention; and (2) to determine their level of job satisfaction. The data for this study were collected through a questionnaire survey. The scope of the study is limited to technical staff in quantity surveying firms in Malaysia. A total of 600 questionnaires were distributed to quantity surveyors in these firms, and 183 responses were received within the given period of time. Thus, the response rate for this study is 30.5%. This study found that 38.8% of respondents intend to quit their current organizations. This percentage is considered high and impacts the staff stability of the firms. Turnover intention might be related to job dissatisfaction; the majority of respondents were not satisfied with most of the items in the constructs of opportunities and rewards, specifically, the salaries, bonuses, benefits, and promotion opportunities provided by the firms. In addition, the majority of the respondents expressed their dissatisfaction with the opportunities provided by their firms to participate in work-related decisions and suggestions.

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Predictors of Turnover Intention Among Staff in Juvenile Correctional Facilities

Cited by 57 publications

References 39 publications

Self Esteem and Organizational Commitment Among Health Information Management Staff in Tertiary Care Hospitals in Tehran

Self Esteem and Organizational Commitment Among Health Information Management Staff in Tertiary Care Hospitals in Tehran

An Exploratory Study of Organizational Justice and Work Attitudes Among Chinese Prison Staff

Turnover Intention and Job Satisfaction among Quantity Surveyors

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