Testing the Job Demands‐Resources Model for Nigerian Prison Staff Job Stress

Abstract

Job stress is the psychological tension, distress, and anxiety caused by stressors at work, and job stress is linked to numerous negative outcomes. While the nature of working with inmates can cause stress, work environment variables also contribute to the job stress of prison staff. The current study used the job demands‐resource model as a theoretical guide to explore the effects of job demand variables (that is, perceived dangerousness of the job, and role overload) and job resource variables (that is, supervision, job variety, instrumental communication, and job autonomy) on the job stress of staff at a medium‐security prison in Southeast Nigeria. Perceived dangerousness of the job and role overload increased stress from the job while supervision reduced job stress. Job variety, instrumental communication, and job autonomy did not have significant positive effects on job stress. The results partially supported the job demands‐resources model; however, specific work environment variables varied in terms of their statistical significance. Prison administrators need to be aware of the contribution that work environment variables have on job stress and need to make changes to reduce job stress among prison staff.

Explaining job satisfaction and voluntary assistance among Nigerian police officers

“…Cronbach's alphas) suggested that these variables have acceptable levels of reliability. Drawing from previous research on Nigerian correctional officers (Otu et al, 2018), our first exogenous variable, supervisor support, was constructed using four items that indicate the respondent's judgment about the degree of supervisory support or the quality of supervision. The second exogenous variable, coworker support, was derived from three items asking the respondents about their perceptions of coworkers' support (see Griffin et al, 2014).…”

Exploring the influence of job demands and resources on organisational justice views in a sample of correctional staff

“…Further, it is critical to examine how different specific job demand and job resource variables are linked to various outcomes. In the field of institutional corrections, scholars have employed the job demands-resources model to predict the positive work outcome of organisational trust (Keena et al, 2022), the positive outcome of staff life satisfaction (Lambert, Elechi & Otu, 2022) and the negative outcome of staff job stress (Otu, Lambert & Elechi, 2018). The current study examines the relationship between job demand and job resources variables with perceptions of distributive and procedural justice.…”

Exploring the Effects of Multiple Dimensions of Organizational Justice on Correctional Staff Job Stress

“…Role ambiguity, role conflict, role overload, work-family conflict, and perceived job dangerousness have all been associated with higher levels of correctional employee stress from work (Armstrong & Griffin, 2004; Castle & Martin, 2006; Cullen et al, 1985; Dowden & Tellier, 2004; Griffin, 2006; Liu et al, 2017; Triplett et al, 1996). Conversely, quality supervision, instrumental communication, job autonomy, job variety, and participation in decision-making have each been reported to result in lower correctional staff job stress (Brough & Williams, 2007; Dowden & Tellier, 2004; Lambert & Paoline, 2008; Otu et al, 2018; Slate & Vogel, 1997). The different types of organizational justice may influence correctional employee work tension.…”