Testing the job demands-resources model with organizational trust among prison staff

Trust is an essential component of effective organizations and may be especially important in corrections because of the unique challenges this work environment presents. In corrections, trust in both supervisors and the administration is critical to ensuring the safety and security of staff, inmate...

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Bibliographic Details
Published inCriminal justice review (Atlanta, Ga.) Vol. 47; no. 2; pp. 148 - 166
Main Authors Keena, Linda D., Lambert, Eric G., Haynes, Stacy H., May, David, Doty, Patricia A.
Format Journal Article
LanguageEnglish
Published Los Angeles, CA SAGE Publications 01.06.2022
SAGE PUBLICATIONS, INC
Subjects
Attitudes
Corporate culture
Correctional institutions
Correctional personnel
Criminal justice, Administration of
Officials and employees
Organizational behavior
Prisons
Supervisors
Trust
Work environment
Working conditions
UNITED STATES
prison staff
administration trust
organizational trust
job demands-resources model
supervisor trust
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Summary:Trust is an essential component of effective organizations and may be especially important in corrections because of the unique challenges this work environment presents. In corrections, trust in both supervisors and the administration is critical to ensuring the safety and security of staff, inmates, and the community. Previous research has revealed important implications of organizational trust, but less is known about the workplace factors that shape organizational trust. Scholars have divided these workplace factors into job demands and job resources. Using data from 322 correctional staff (both custodial and non-custodial staff) working at a large prison in the Southern United States, this study tested the job demands-resources model on two types of organizational trust - supervisor trust and administration trust. Specifically, we examined three job demands - role ambiguity, fear of being victimized at work, and role overload - and three job resources - job variety, quality training, and autonomy. Ordinary Least Squares regression results showed that workplace variables predicted both types of organizational trust and were generally stronger predictors than were personal attributes. Moreover, job resources played a greater role than job demands in shaping both supervisor and administration trust.
Bibliography:CRIMINAL JUSTICE REVIEW, Vol. 47, No. 2, Jun 2022, 148-166
Informit, Melbourne (Vic)
ISSN:0734-0168
1556-3839
DOI:10.1177/07340168221076789