The Effects of Inmate Medical Issues on Correctional Staff Job Involvement and Organizational Commitment

Abstract

In the United States, institutional corrections is a major undertaking that requires substantial financial resources. Correctional staff are the essential element to ensuring the safety and security of these institutions, which house approximately 2.2 million adults. Thus, it is invaluable to explore work environment variables that contribute to their success. One area that has received scant attention is staff views of inmate medical care and their effect on job involvement and organizational commitment. This study focused on the effects of views concerning the proper handling of inmate infectious diseases, the quality of medical care provided to inmates, the timeliness of the responses to inmate medical needs, turnover of medical staff, and inmate medical privacy rights. Results indicate that proper handling of inmate infectious diseases and quality of medical care positively increase job involvement and organizational commitment.

Job Rotation Practices and Employees Performance: Do Job Satisfaction and Organizational Commitment Matter?

“…These are workers who continue to work for an organization − with a deep affective passion − for the purpose that they actually want to. As a result, their organizations are likely to benefit more because of reduced absenteeism and organizational citizenship behaviors (Allen & Meyer, 1996;Lambert et al, 2020;Thakur et al, 2020).…”

“…When they perceive that the merits associated with their current organization exceed that of elsewhere, their commitment to the organization in question is strengthened (Mangundjaya & Farahzehan, 2019). The merits come in monetary compensation, social networks, and job-related competencies over time (Lambert et al, 2020;Redditt et al, 2019). According to Shujaat et al (2019), continuance commitment increases with experience and age; hence employees who work in an organization that offers them stable positions with high chances of career development are more likely to develop continuance commitment towards the said organization.…”

“…Thus, it indicates an employee's willingness to remain a member of an organization. According to Lambert et al (2020), a committed employee exhibits psychological loyalty to work and identifies with the organization's goals. Research suggests that employees with strong organizational commitment are valuable assets of an organization; as a committed workforce, they can improve organizational performance and increase productivity and competitiveness (Mohsan et al, 2012;Redditt et al, 2019;Rose et al, 2011).…”

Inclusive leadership and turnover intention: the role of follower–leader goal congruence and organizational commitment

“…The concept of organizational commitment refers to the desire and willingness of an employee to contribute to organizational success and implies loyalty to the organization and mobilization to achieve organizational goals (Redondo et al, 2021). Organizational commitment is viewed as an important work attitude for both staff and the organization (Lambert et al, 2020). Employees who are attached to an organization, consider the organization as a part of their family, and thus, do not want to leave the organization (Fazio et al, 2017).…”

“…, 2021). Organizational commitment is viewed as an important work attitude for both staff and the organization (Lambert et al. , 2020).…”