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The Importance of Job Satisfaction and Organizational Commitment in Shaping Turnover Intent: A Test of a Causal Model
Eric Lambert, Ph.D.*
and
Nancy Hogan, Ph.D.
* To whom correspondence should be addressed. E-mail: elamber55555{at}gmail.com.
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Abstract |
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Employee turnover can have devastating effects on correctional facilities. Excessive turnover wastes recruiting and training dollars. In addition, high turnover rates may also directly affect the security of the institution as well as the safety of both staff and inmates. Thus this study surveyed correctional staff at a maximum security private prison to examine the impact of the work environment, personal characteristics, external employment opportunities, job satisfaction, and organizational commitment on turnover intent. The results of the multivariate ordinary least squares regression equations generally supported the proposed path model, and indicated age, job satisfaction, and organizational commitment directly influence turnover intent, whereas gender, job satisfaction, role conflict, role ambiguity, role overload, input into decision making, and organizational fairness indirectly affected employees’ decisions to leave the job.
First published on October 13, 2008, doi:10.1177/0734016808324230
Criminal Justice Review 2009;34:96.
A more recent version of this article appeared on March 1, 2009
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