Correlates of Organizational Commitment Among Community Correctional Officers in China

Abstract

There has been limited research on the correlates of organizational commitment among community correctional staff, regardless of the nation. Using data from 225 community correction officers from Hubei, China, this study examined community correctional staff commitment to their agencies and its predictors. The study found the majority of the respondents had commitment to their organizations. Organizational structure variables were more powerful than job characteristics in explaining the variance of the organizational commitment. All relationships between organizational structure variables, job characteristics, and organizational commitment were mediated by job satisfaction.

An Exploratory Study of the Views of Supervision Strategies by Community Corrections Probationers in China

“…For the views of the community-based crime opportunity prevention model, all three significant predictors were institutional factors. The findings that, relative to individual characteristics, institutional or organizational factors have stronger impacts on offenders’ attitudes are also found in other correctional studies in China (Jiang, Jin et al, 2016; Jiang, Lambert, Liu, & Zhang, 2018; Jiang, Lambert, Liu, Kelley et al, 2018; Jiang, Lambert, Zhang et al, 2018) and the United States (Lambert, 2004; Lambert & Hogan, 2009).…”

Effects of work environment variables on Chinese prison staff organizational commitment

“…Past studies have typically found these and other personal characteristics to be either weak or insignificant predictors of commitment for US prison staff—particularly when job and/or organizational characteristic variables are included in the analysis (Lambert, 2004; Lambert & Hogan, 2009; Lambert e al., 2008; Lambert & Paoline, 2008; Rogers, 1991; Stohr, Lovrich, Monke, & Zupan, 1994). Similarly, prior studies among staff in Chinese community corrections agencies typically show that personal characteristics fail to predict employee attitudes toward the police, capital punishment, crime control, law and legal system, community corrections, commitment, and job satisfaction (Jiang, 2015; Jiang, Lambert, Xiang, Jin, Shi, & Zhang, forthcoming; Jiang, Lambert, Zhang, Jin, Shi, & Xiang, 2016).…”

Perhubungan di antara Komunikasi tentang Ganjaran Berasaskan Prestasi, Keadilan Interaksi dan Komitmen Organisasi

“…Dalam konteks gelagat organisasi, komitmen organisasi sering dianggap sebagai ikatan psikologi yang kuat sehingga mewujudkan perhubungan yang kukuh di antara pekerja dengan organisasi (Darwish 2017;Qureshi et al 2017). Ia terbahagi kepada tiga kategori iaitu komitmen afektif, komitmen penerusan dan komitmen normatif (Jiang et al 2018;Nishanthi & Kailasapathy 2018). Komitmen afektif merujuk kepada ikatan emosi yang kuat antara pekerja dengan organisasi sehingga menyebabkan pekerja merasakan dirinya sebahagian daripada organisasi.…”

“…Seterusnya, komitmen normatif pula merujuk kepada perasaan tanggungjawab yang menyebabkan pekerja beranggapan bahawa adalah menjadi kewajipan dirinya untuk memberi sokongan dan komitmen yang jitu kepada organisasi. Berdasarkan perbincangan di atas, sekiranya pekerja mencapai komitmen afektif, penerusan dan normatif, maka keadaan ini akan dapat meningkatkan keinginan untuk bersama dengan organisasi (Jiang et al 2018;Nishanthi & Kailasapathy 2018). Kebanyakan kajian yang dilaksanakan baru-baru ini menunjukkan bahawa komitmen organisasi adalah hasil yang penting daripada perhubungan di antara komunikasi dalam sistem ganjaran berasaskan prestasi (komunikasi terbuka dan komunikasi berahsia) dan keadilan interaksi (Esse & Aunemo 2017;Wang et al 2017).…”