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Date: April 29, 2024 Mon
Time: 10:16 pm
Time: 10:16 pm
Results for job satisfaction
5 results foundAuthor: Nink, Carl Title: Correctional Officers: Strategies to Improve Retention. 2nd ed. Summary: Correctional officer turnover is high, and the cost of replacing these critical employees is growing. In addition, prison populations are increasing, contributing to the problems associated with retention of prison staff. This report explores issues impacting correctional agencies and companies, such as changing workforce demands, a dynamic labor market, predictors of turnover, and various reasons for why correctional officers leave their position. Research presented in this study suggests strategies in a number of focus areas (e.g., applicant screening, new employee orientation, job satisfaction, organizational commitment, supervisory relations, work environment, training and development, and salary and benefits) to improve retention of correctional officers. Details: Centerville, UT: MTC Institute, 2010. 20p. Source: Internet Resource Year: 2010 Country: United States URL: Shelf Number: 118762 Keywords: Corrections OfficersEmployee Hiring and RetentionJob SatisfactionPrison GuardsPrison Staff |
Author: Hogget, James Title: Challenge and Change: Police Identity, Morale and Goodwill in an Age of Austerity Summary: This project was developed by a research team at the University of the West of England (UWE) under the direction of the Principal Investigator (PI) Dr. James Hoggett. The project adopted a mixed methods approach, comprising an on-line survey questionnaire utilising both quantitative closed and qualitative open questions. These questions were used to elicit self-report data from 13,591 police officers from the rank of Police Constable to Chief Inspector from the 43 police forces in England and Wales. This is a response rate of an approximate one-in-ten when judged against figures from Her Majesties Inspectorate of Constabulary (2013) which suggests an eligible population size of 128,199. Statistical tests were used to identify whether there was any geographical clustering on response profiles and whether these profiles differed between police forces or between the ranks of Constable, Sergeant, Inspector and Chief Inspector. It was found that differences in responses between forces and ranks are small, and there is no extensive geographical clustering of responses. The lack of differences between forces and ranks and the absence of any substantive clustering is in-keeping with a consistent set of responses suggesting a common voice across the sample. The self-report data contained in this report cover a number of issues. These issues include officers police/professional identity (how they perceive their roles and duties and whether being a police officer is an integral part of who they are), contextual issues currently impacting on the police profession (i.e. participants' views on the changes and challenges they face in relation to issues such as the government spending cuts and Winsor reviews), issues of police morale, sacrifice and goodwill and finally officers hopes and concerns for the future of the police service. Key findings include; - 79.6% of respondents agree or strongly agree that policing is a vocation rather than a job. - Only 1.6% of respondents agree the current government supports the police and only 1.1% positively report confidence in long-term government plans for policing. 95.8% disagree that cuts will not affect police resilience, 89.8% agree or strongly agree that the police are under resourced while only 6.4% of officers agree or strongly agree that the cuts will not impact on their ability to do their job. A further 80.4% agree or strongly agree that the current proposals, if implemented, will give criminality the upper hand - 84.0% of respondents either agree or strongly agree that some police reform is needed and 87.6% that some change is needed. Additionally 92.5% agree or strongly agree change and reform should be independent of politics while 96.3% are similarly in agreement that change should be made in collaboration with the police. - 83.8% of respondents agree or strongly agree that the Winsor reviews will negatively impact on their ability to do their job while 92.6% disagree or strongly disagree with the statement - The aim of the Winsor recommendations is not to save money but to create a more efficient, productive, motivated and highly skilled workforce. - 80.5% of respondents agree or strongly agree that the support of the general public positively impacts on their job. However, only 8.9% agree or strongly agree that the general public understands what the police do. 81.2% agree that the proposed changes in the Winsor review will negatively impact on the police's relationship with the public and only 1.7% agree or strongly agree that the changes being made to the police service are in the public's best interest - Only 11.9% of the sample respondents agree or strongly agree that they would join the police today if starting afresh. A further 64.9% of respondents agreed or strongly agreed that they would consider looking for alternative employment and 44.2% agreed or strongly agreed that they would consider voluntary severance. - Only 9.6% of respondents reported that their morale was high while only 1.9% reported that the morale of their colleagues was high. - 96.0% of respondents agree or strongly agree that they make sacrifices to be a police officer while only 18.9% agree or strongly agree that the sacrifices are still worth it. Additionally 96.9% of respondents agree or strongly agree that officer goodwill is essential to the success of the police, while only 11.3% agree or strongly agree that the changes occurring to policing will not erode this goodwill. The report also identifies that the police service is an organisation which creates a strong sense of identity for its members. Being a police officer forms a fundamental part of an individual's self-concept, therefore what happens to the police is of great importance to them and subsequently can have both positive and negative impacts which transfer beyond when officers are on duty. Interestingly the report also identifies that police organisational identity is important as it underpins officers' organisational citizenship behaviour (goodwill). In other words it appears that the behavioural norms and rules that are consonant with police organisational identity are based on officer's willingness to go above and beyond what is contractually expected in order to get the job done. If police organisational identity is threatened or changed it could change the normative rules of police behaviour from that based on goodwill to that based on work to rule. Finally the report suggests that senior management engagement and the development of management procedures to address the uncertainty created by current changes is important so that officers feel both supported and protected by the senior ranks. By supporting and encouraging active engagement from officers in the change process itself senior management may be able to strengthen police organisational identity and thus increase police organisational citizenship behaviour. Details: Bristol, UK: University of the West of England, 2014. 170p. Source: Internet Resource: Accessed March 13, 2014 at: http://eprints.uwe.ac.uk/22392/9/Challenge%20and%20change%20police%20identity%20morale%20and%20goodwill%20in%20an%20age%20of%20austerity.pdf Year: 2014 Country: United Kingdom URL: http://eprints.uwe.ac.uk/22392/9/Challenge%20and%20change%20police%20identity%20morale%20and%20goodwill%20in%20an%20age%20of%20austerity.pdf Shelf Number: 131902 Keywords: Job SatisfactionPolice AdministrationPolice MoralePolice Officers |
Author: Skogan, Wesley G. Title: Job Satisfaction Among Civilians in Policing Summary: There has been very little research on the role of civilians in police work, despite the fact that civilians represent a growing presence in police departments. The number of civilians employed by police departments varies greatly, as do the tasks they perform. This report from the National Police Research Platform examines workplace satisfaction among civilian respondents to surveys conducted in 19 cities. The agencies surveyed range greatly in size, from dozens to thousands of employees, and they serve a diverse collection of communities. On average, 18 percent of their employees are civilians, but that figure ranges from less than 10 percent to the high 40s. This analysis combines responses from just over 700 civilian employees, including those whose jobs range from parking enforcement and data entry to planning, budgeting and technical support. It describes how satisfied they are with their jobs, and then examines some of the factors that contribute to job satisfaction among civilians in police work. Details: Chicago: National Police Research Platform, 2011. 5p. Source: Internet Resource: Accessed October 2, 2017 at: http://static1.1.sqspcdn.com/static/f/733761/10444477/1296183358957/Job+Satisfaction+Among+Civilians+in+Policing+FINAL.pdf?token=N2o6z68sFosL%2FRtX5Tb1mbcifHQ%3D Year: 2011 Country: United States URL: Shelf Number: 147634 Keywords: Civilian EmployeesJob SatisfactionPolicing |
Author: Chenault, Scott Title: An Ethnographic Examination of Correctional Officer Culture in a Midwestern sTate Summary: Over the years volumes of research have been conducted in the field of corrections. However, relatively little of this research focuses on correctional officers, and virtually none focuses on correctional officer culture. I address this gap in the research by conducting an ethnography of correctional officers in a Midwestern state. My use of ethnographic methods allowed me to observe correctional officer culture first hand. Specifically I examine the dominant values and beliefs of correctional officer culture, the process of acculturation new recruits experience, and the impact that acculturation has on individuals who become correctional officers. Details: Omaha: University of Nebraska, 2010. 241p. Source: Internet Resource: Dissertation: Accessed June 7, 2018 at: https://corrections.nebraska.gov/sites/default/files/files/46/chenault_2010_2.pdf Year: 2010 Country: United States URL: https://corrections.nebraska.gov/sites/default/files/files/46/chenault_2010_2.pdf Shelf Number: 150505 Keywords: Correctional AdministrationCorrections OfficersJob SatisfactionJob StressPrison Guards |
Author: Drydakis, Nick Title: School-Age Bullying, Workplace Bullying and Job Satisfaction: Experiences of LGB People in Britain Summary: Using a data set that contains information on retrospective school-age bullying, as well as on workplace bullying in the respondents' present job, the outcomes of this study suggest that bullying, when it is experienced by sexual orientation minorities tends to persist over time. According to the estimations, it seems that school-age bullying of LGB people is associated with victims' lower educational level and occupational sorting into non-white-collar jobs, especially for gay/bisexual men. In addition, the outputs suggest that for both gay/bisexual men and lesbian/bisexual women, school-age bullying is positively associated with workplace bullying and negatively associated with job satisfaction. Additional results suggest a negative association between workplace bullying and job satisfaction. However, the outcomes show a positive association between the existence of an LGBT group in the workplace and job satisfaction. Details: Bonn: Institute of Labor Economics (IZA), 2018. Source: Internet Resource: IZA Discussion Paper No. 11699: Accessed August 30, 2018 at: https://www.iza.org/publications/dp/11699/school-age-bullying-workplace-bullying-and-job-satisfaction-experiences-of-lgb-people-in-britain Year: 2018 Country: United Kingdom URL: https://www.iza.org/publications/dp/11699/school-age-bullying-workplace-bullying-and-job-satisfaction-experiences-of-lgb-people-in-britain Shelf Number: 151315 Keywords: BullyingJob SatisfactionLGBT PersonsSchool BullyingSexual OrientationWorkplace Bullying |