Testing the Job Demands-Resources Model for Nigerian Prison Staff Job Involvement

Otu, Smart; Lambert, Eric G.; Elechi, O. Oko

doi:10.1080/23774657.2020.1800434

Cited by 5 publications

(23 citation statements)

References 48 publications

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“…Among US prison staff (Lambert et al, 2013) and Chinese prison officers (Lambert et al, 2018), this demand was related to lower job involvement. Conversely, a nonsignificant association was reported for US jail officers (Lambert & Paoline, 2012;Paoline et al, 2018) and Nigerian officers (Otu et al, 2020).…”

Section: Perceived Dangerousness Of the Jobmentioning

confidence: 81%

“…Perceived dangerousness of the job is a belief that the job is dangerous and carries an increased chance of being hurt on the job (Otu et al, 2020). Fear of being injured on the job places psychological strain on correctional officers, and as such, is considered a job demand.…”

Section: Perceived Dangerousness Of the Jobmentioning

confidence: 99%

“…Role overload refers to being required to do too many tasks or not being provided necessary equipment (Lambert et al, 2013). Role overload is a job demand because it places strains on a person, making the job more difficult (Otu et al, 2020). The resulting psychological strain reduces the connection and attachment with the job, resulting in lower job involvement (Lambert et al, 2018).…”

Section: Role Overloadmentioning

confidence: 99%

“…The resulting psychological strain reduces the connection and attachment with the job, resulting in lower job involvement (Lambert et al, 2018). The limited past research, however, has found no association between role overload and involvement among Nigerian officers (Otu et al, 2020), Chinese officers (Lambert et al, 2018), or US prison staff (Lambert et al, 2013).…”

Section: Role Overloadmentioning

confidence: 99%

“…Job autonomy is the perceived degree of control of job a person has in terms of how the job is done and in what order tasks are completed (Lambert et al, 2018). Providing greater job autonomy can not only make the job more stimulating and interesting for an officer, but it also sends a message that the officer is trusted and valued by the prison, which is why it is viewed as a job resource (Otu et al, 2020). Low job autonomy can make the job less enjoyable, resulting in lower involvement.…”

Section: Job Autonomymentioning

confidence: 99%

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The Effects of Work Demand and Resource Variables on Indian Prison Staff Job Involvement

Lambert

Qureshi²,

Frank

et al. 2022

Int Criminol

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Prison officers not only affect prison operations, but correctional workplace variables also have effects on officers. Most of the past empirical research on this topic has focused on officers working in Western prisons. This study used the job demands-resources model to examine the effects of workplace variables in terms of job demands (e.g., perceived dangerousness of the job and role overload) and job resources (e.g., job autonomy, job variety, instrumental communication, and quality supervision) on job involvement among Indian prison officers using a sample of 163 prison officers from a prison in the state of Haryana in India. OLS regression indicated role overload, job autonomy, and instrumental communication all had nonsignificant effects, while job variety and quality supervision had positive effects on job involvement, as did the job demand of perceived dangerousness of the job. Similar to past research, the positive effects of job variety and quality supervision appear to be universal across prisons, as are the lack of direct effects for role overload and instrumental communication. Conversely, the effects of perceived dangerousness of the job and job autonomy appear to be contextual, varying across prisons in different nations.

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Section: Perceived Dangerousness Of the Jobmentioning

confidence: 81%

Section: Perceived Dangerousness Of the Jobmentioning

confidence: 99%

Section: Role Overloadmentioning

confidence: 99%

Section: Role Overloadmentioning

confidence: 99%

Section: Job Autonomymentioning

confidence: 99%

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The Effects of Work Demand and Resource Variables on Indian Prison Staff Job Involvement

Lambert

Qureshi²,

Frank

et al. 2022

Int Criminol

Self Cite

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To Be Involved or Not to Be Involved: Testing Prison Staff Job Involvement Using the Job Demands–Job Resources Model

May

Lambert

Solinas‐Saunders

et al. 2023

Criminal Justice Policy Review

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In this study, data were used from 322 employees at a large medium- and maximum-security prison in the Southern United States to examine the influence of job demands (dangerousness of the job, role overload, role ambiguity) and job resources (employee input into decision-making, instrumental communication, job variety) on employee job involvement. We also controlled for demographic characteristics (gender, age, position, tenure, and educational attainment). Drawing on the job demands–job resources model, four separate equations were estimated to assess the influence of job demands and job resources both separately and jointly. Overall, job resources (specifically, employee input into decision-making and job variety) have a stronger influence on job involvement than do job demands. The findings indicate that to boost employee job involvement in correctional settings, employers must implement policies and practices that facilitate the sharing of job resources in the work environment. Implications for policy and future research are also discussed.

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How Do Employability, Personality, and Talent Management Affect Lecturers' Organizational Citizenship Behavior

Widodo¹,

Maya²

2023

INT J EDUC METHODOL

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<p style="text-align: justify;">Private universities in Indonesia need to urgently enhance the lecturers' organizational citizenship behavior (OCB), especially in overcoming a transition period of learning patterns after the COVID-19 pandemic from online to offline. Therefore, this research explores employability, personality, and talent management affect OCB and proves job involvement mediates employability, personality, and talent management influences OCB. It was conducted through a survey using a Likert scale questionnaire with 230 participants of lecturers from Indonesian private universities. Path analysis supplemented by descriptive and correlational analysis was used as a data analysis technique. The results showed that employability, personality, talent management, and job involvement significantly affect OCB. In addition, job involvement mediates employability, personality, talent management influences OCB. Therefore, a new empirical model regarding employability, personality, and talent management affect OCB with job involvement mediation was developed. Accordingly, researchers and practitioners can utilize for the model in their future activities.</p>

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Testing the Job Demands-Resources Model for Nigerian Prison Staff Job Involvement

Cited by 5 publications

References 48 publications

The Effects of Work Demand and Resource Variables on Indian Prison Staff Job Involvement

The Effects of Work Demand and Resource Variables on Indian Prison Staff Job Involvement

To Be Involved or Not to Be Involved: Testing Prison Staff Job Involvement Using the Job Demands–Job Resources Model

How Do Employability, Personality, and Talent Management Affect Lecturers' Organizational Citizenship Behavior

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