Job Stress and Burnout Among Correctional Officers: A Literature Review

This literature review presents an overview of occupational stress and burnout in correctional institutions, based on 43 investigations from 9 countries. First, the prevalence of various stress reactions among correctional officers (COs) is discussed: turnover and absenteeism rates, psychosomatic diseases, and levels of job dissatisfaction and burnout. Next, empirical evidence is summarized for the existence of 10 specific stressors in the CO's job. It appears that the most notable stressors for COs are role problems, work overload, demanding social contacts (with prisoners, colleagues, and supervisors), and poor social status. Finally, based on 21 articles, individual-oriented and organization-oriented approaches to reduce job stress and burnout among COs are discussed. It is concluded that particularly the latter (i.e., improving human resources management, professionalization of the CO's job, and improvement of the social work environment) seems to be a promising avenue for reducing job stress and burnout in correctional institutions.     

工作要求-资源、心理资本对工作家庭关系的影响

本研究选取253名已婚全职员工为研究对象,采用自陈式问卷调查的方法,考察了工作要求、工作资源、心理资本对工作家庭关系的影响。结果发现：（1）工作要求与工作家庭双向冲突均呈显著正相关;（2）工作资源与工作家庭双向冲突均呈显著负相关,与工作家庭双向促进均呈显著正相关;（3）心理资本在工作资源与工作家庭关系间起中介作用。     

护士工作应激与倦怠的关系

依据Maslach等的理论构想,利用中式工作倦怠量表和工作应激问卷,通过对175名护士的调查,考察工作应激与倦怠之间的关系。结果表明,奖赏不足和价值观冲突对耗竭具有显著的预测作用;工作负荷、缺乏控制和共同体瓦解对人格解体具有显著的预测作用;共同体瓦解对成就感降低具有显著的预测作用。     

Finding Work Following Job Loss: The Role of Coping Resources

The negative physical and psychological effects of job loss are well-documented. Much less research has explored factors that might help people cope with job loss and become reemployed quickly. Individuals who became reemployed within 3 months of job loss were more “internal” in locus of control, had greater self-efficacy, and possessed better problem-solving skills than did individuals who remained unemployed.     

专念对工作重塑的影响：工作投入的中介作用

基于工作要求-资源理论,检验工作投入在专念与工作重塑之间的中介作用。以238名医务人员为研究对象,开展两阶段的追踪问卷调查。专念对工作重塑有积极的直接预测作用。另外,在横断数据中,工作投入在专念与工作重塑之间的中介作用显著。在纵向数据中,专念(T1)能正向预测工作投入(T2),进而影响工作重塑(T2),中介效应显著。专念(T1)能正向预测工作投入(T1),但工作投入(T1)不能显著正向预测两个月后的工作重塑(T2)。在一定的时间范围内,专念可以通过激发工作投入,进而促进工作重塑行为。     

企业员工人口学变量、工作特征与主观幸福感的关系：工作压力的作用

本研究通过对北京、上海、南京、成都、长沙及广州266名企业员工有效样本的测查,考察了员工幸福感在人口学变量和工作特征变量上的差异,探讨了工作压力对幸福感的影响机制,发现不同年龄、学历、企业所有制、行业和工作岗位的员工的幸福感水平差异显著,人口学变量和工作特征对幸福感有交互作用。回归分析发现,工作压力、学历和工作类别变量分别直接影响幸福感,年龄和学历还通过工作压力间接影响幸福感。     

Evidence for the Impact of Organisational Resources Versus Job Characteristics in Assessments of Occupational Stress Over Time

Considerable evidence demonstrates the importance of both job demands and job resources in the prediction of employee health and motivational outcomes. However, scant empirical evidence explains how broader organisational factors can also have an impact on these outcomes. Utilising the job demands-resources (JD-R) model as a theoretical explanation of occupational stress, we examined the impact of employees’ alignment with their organisation's strategic objectives (strategic alignment) in predicting long-term occupational health outcomes. The sample consisted of 1,601 police officers employed in one Australian police service, who completed two self-report surveys over 12 months. Results of the study indicated that strategic alignment was the only resource to reduce psychological strain, and to increase work engagement over time. Job demands were not found to be significantly associated with either psychological strain or work engagement over time. There was also no evidence of the moderating effects of job resources on health and motivational outcomes. The theoretical and practical implications of the inclusion of strategic alignment as an organisational resource are discussed.     

The Impact of Spirituality and Occupational Stress Among Middle School Teachers

Abstract

The purpose of this quantitative simple linear regression study was to examine the degree to which the level of spirituality predicted the level of occupational stress among 105 middle school teachers. Specifically, this study examined the influence of spirituality, as measured by the Daily Spiritual Experience Scale on occupational stress as measured by the Teacher Stress Inventory. The regression results indicated that teachers’ spirituality scores significantly predicted time-management stress and work-related stress among middle school teachers in Northeast Texas.     

The Consequences of Emotional Labor: Effects on Work Stress,Job Satisfaction,and Well-Being

Although early research suggested that the performance of emotional labor had deleterious effects on workers, recent empirical investigations have been equivocal. The performance of emotional labor appears to have diverse consequences for workers—both negative and positive. Variation in the consequences of emotional labor may be due to the different forms of emotion management involved. There is also evidence that the effects of emotional labor are specified by other work conditions. The effects of two forms of emotional labor on work stress, job satisfaction, and psychological distress—self-focused and other-focused emotion management—are explored using data from a survey of workers in a large organization. Results indicate that both forms of emotional labor have uniformly negative effects on workers, net of work complexity, control, and demands. Emotional labor increases perceptions of job stress, decreases satisfaction, and increases distress. Self-focused emotion management has the most pervasive and detrimental impacts. There is little evidence of interaction effects of work conditions and emotional labor.     

Maximizing Staff Resources in Meeting the Needs of Job Seekers in One-Stop Centers

The evolution of one-stop centers is examined in terms of the limitations of existing services and the one-stop response. Levels of support are discussed in relation to the needs of job seekers and options for matching needs with staff support (self-help, brief staff-assisted, and individual case-managed services) are reviewed. This article proposes 2 models for maximizing staff resources in one-stop centers. The first model deals with determining the support necessary for job seekers to make effective use of information and assessment resources. The second model deals with specific service delivery sequences for self-help, brief staff-assisted, and individual case-managed services.     

Complex Relationships Among Personality Traits,Job Characteristics,and Work Behaviors

The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N=161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking. One and a half years later, supervisors rated the applicants' job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self‐efficacy, and propensity to leave. LISREL was used to test 15 hypotheses. Perceived feedback mediated the relationship between achievement motivation and job performance. Extraversion predicted work self‐efficacy and job satisfaction. Work stress mediated the relationship between neuroticism and job satisfaction. Job satisfaction and experience seeking were related to propensity to leave. Autonomy, skill variety, and feedback were related to job satisfaction.     

Social Support, Job Stress, Health, and Job Satisfaction Among Nurses in the United Kingdom

Recruitment and retention of nurses is a major concern in healthcare provision in several countries. This study explored the relationship between perceived social support, job stress, health, and job satisfaction among nurses from 4 organizations in northwest England. A total of 350 usable questionnaires measuring stressors, perceived support, health, and job satisfaction, was obtained from a sample of 1,162 nurses drawn from 4 healthcare organizations. A follow-up study was conducted after 6 months. Results indicate that perceived organizational support is related to nurses' health and job satisfaction. Current interventions to increase support, which typically operate at individual or group level, may be limited in their effectiveness unless nurses' perceptions of organizational support are taken into account.     

工作压力的要求-控制模型

工作要求和工作控制共同决定工作压力。大量的研究很好地支持了该模型,但对Karasek所假设的关于工作要求和工作控制之间的交互作用的验证结论也存在一些矛盾的方面。作者分析了工作要求-控制模型和其它工作压力模型之间的差异,对该模型以及正反两方面的研究证据作了详细地述评,并提出了今后相关研究的思路。     

Effects of Organizational Perspective on Implicit Trait Policies About Correctional Officers' Job Performance

This study tests the general idea that people in different organizational positions can have different perspectives on what performance means in a particular job and that these different perspectives are reflected in their implicit trait policies (ITPs) about performance in that job. We test the hypothesis that prison inmates harbor ITPs about the importance of agreeableness and conscientiousness in correctional officers' performance that are different from the ITPs harbored by officers and supervisors. Our results show that critical incidents of officers' performance that are generated by inmates emphasize agreeableness more and conscientiousness less than critical incidents generated by officers and supervisors. Our results also show that inmates' ratings of the effectiveness of officers' behavior described in critical incidents are more strongly associated with the agreeableness of the behavior and less strongly associated with the conscientiousness of the behavior than are officers' and supervisors' ratings.     

Explaining Counterproductive Work Behaviors Among Police Officers: The Indirect Effects of Job Demands Are Mediated by Job Burnout and Moderated by Job Control and Social Support

The present study applied two theoretical frameworks (the demands–control–support model and the conservation of resources model) to investigate associations between job demands, job burnout, and counterproductive work behaviors (CWB) in the context of social support and job control. Data were collected among 625 police officers. Moderated mediation analysis showed that high job demands were indirectly related to high CWB, with job burnout acting as the mediator. These indirect effects were moderated by work-related resources (social support and job control). Job demands were associated with higher job burnout when social support was low. High job burnout was related to more frequent CWB when support was low and control was high. Finally, the job demands–CWB association was significant when support was low and control was high.     

岗位特征及相关因素对辅导员工作倦怠的影响

本研究旨在探讨岗位特征及相关因素对高校辅导员工作倦怠的影响。在高校辅导员培训课堂上共收取有效数据342份。结果表明：⑴岗位特征包括职业价值感、职业无意义感、岗位消极特征和岗位积极特征四个因子;⑵希望和职业价值感能显著正向预测,角色压力能显著负向预测工作倦怠;⑶角色压力在职业无意义感、岗位消极特征、社会支持对工作倦怠的影响中起完全中介作用,而在职业价值感、希望对工作倦怠的影响中起部分中介作用。本研究初步发现了岗位特征及相关因素对辅导员工作倦怠的作用路径。     

Job Stress and Employee Well-Being Among Airline Personnel in an Asian Developing Country

This study examined the relationship between job stress and employees' well-being in a developing country in Asia. Job stress was operationalized in terms of perceived experiences at jobs which were chronic in nature. Employee well-being was operationalized in terms of organizational commitment, job involvement, and job satisfaction. Data were collected by means of a structured questionnaire from 150 employees working in a national carrier in a developing country in Asia. Pearson correlation and moderated multiple regression were used to analyze the data. Job stress was significantly related to organizational commitment and job satisfaction. Moderated multiple regression did not support the role of gender as a moderator of the stress–outcome relationship.