Kevin I. Minor

Predictors of Juvenile Court Actions and Recidivism

Variables related to court decision making and recidivism over a two-year follow-up were studied in a group of 475 first-time referrals to a juvenile court. Recidivism was associated with extralegal factors more consistently than were court actions except on the age variable. Court actions were more strongly related to legally relevant factors and, like the referral offense variable, failed to predict recidivism. The courts extensive and repeated reliance on diversion (vs. formal petitioning of cases) did not generate high recidivism levels, implying a need to reconsider the recent “get tough” orientation of juvenile justice policy.

Predictors of Job Stress Among Staff in Juvenile Correctional Facilities

There have been relatively few studies of job stress among staff of juvenile correctional facilities. The Job Stress subscale of the Prison Social Climate Survey, which has been used extensively in studies of adult facility staff, was completed by 443 staff (72.1% of those surveyed) working in residential placement facilities and group homes operated by the Kentucky Department of Juvenile Justice. Job stress scores were regressed on a wide range of potential predictors. The significant predictor variables were all related to the work environment; background variables had no predictive utility. Lower staff stress was predicted by organizational satisfaction and commitment, job satisfaction, and sense of personal efficacy. Staff who perceived less danger in the work environment and those who did not supervise other staff reported lower stress. Implications of the findings for policy and practice are discussed.

Sentence Completion and Recidivism among Juveniles Referred to Teen Courts

This study focuses on sentence completion and recidivism of juveniles referred to teen courts for disposition by their peers as an alternative to judicial sentencing. More than 70 percent of the referrals completed their sentences, and just less than a third recidivated over a 1-year follow-up. In multivariate models, sentence completion was significantly less likely among persons sentenced to community service, and recidivism was significantly higher among juveniles with prior records and those who were sentenced to curfews. The findings imply the need for teen courts to be guided by sound program development efforts that are based on research so that they may circumvent the panacea phenomenon.

Predicting Offender-Generated Exchange Rates: Implications for a Theory of Sentence Severity

We solicited offender-generated exchange rates between prison and several noncustodial sanctions from a sample of 588 offenders currently serving community-based punishments. We then regressed these exchange rates on demographic, attitudinal, and correctional experience indicators. Males, Blacks, older offenders, offenders with prison experience, and those who agree most strongly with reasons to avoid alternative sanctions are likely to serve less of a given alternative to avoid imprisonment. In addition, offender-generated exchange rates are used to develop a ranking of sanction severity that includes prison and nine intermediate sanctions. Implications of these findings for correctional policy, practice, and a theory of sentence severity are discussed.

Recidivism Among Juvenile Offenders Following Release from Residential Placements: Multivariate Predictors and Gender Differences

ABSTRACT Using a sample of 580 juvenile offenders released from out-of-home placements, this study regressed 18-month recidivism on 33 possible predictors. Over 52 percent of juveniles had new adjudications. Only gender, age, victimization history, and presence of special education needs significantly predicted recidivism. When separate models were estimated for males and females, most of these variables remained significant for males, but none were predictive of female recidivism; the only variable predictive of the latter was previous out-of-home placements. Points of consistency and inconsistency with previous research are discussed, as are implications of the findings for aftercare programming and future research.

Leave Your Job at Work The Possible Antecedents of Work–Family Conflict Among Correctional Staff

Even though work–family conflict has been linked to negative outcomes for both correctional facilities and staff, little research has been conducted on how workplace factors may be related to it. This study tested nine hypotheses based on the job demand–resource model. Ordinary least squares (OLS) regression analysis of survey data from 160 staff revealed that while most job demand variables (i.e., the role stressors of role conflict, role overload, and perceived dangerousness) predicted work–family conflict, the same did not hold for job resource variables (i.e., the workplace factors of job autonomy, supervision, job variety, instrumental communication, and integration).

The Relationship of Stress, Impulsivity, and Beliefs to Drug Use Severity in a Sample of Women Prison Inmates:

There is a paucity of research examining substance abuse issues among women prisoners. This study explored relationships between perceived stress, impulsivity, and beliefs in the efficacy of drugs as these variables pertain to self-reported drug use severity. Women prisoners (N = 100) participated in structured face-to-face interviews based on established research instruments. Although there was no significant correlation between demographic characteristics and substance use severity, positive relationships were found between substance use severity, perceived stress, impulsivity, and beliefs. A multiple linear model was estimated regressing drug use severity on beliefs, impulsivity, and perceived stress. Only the measures of beliefs and impulsivity were significant correlates of drug use severity. Implications are discussed for prison substance abuse programming and future research.

Predictors of Early Job Turnover Among Juvenile Correctional Facility Staff

Although there is minimal research on job turnover among staff working in juvenile correctional facilities, turnover continues to be a costly problem with far reaching ramifications. This study examined 12-month turnover (operationalized in terms of resignations) among 13 successive cohorts of 475 staff who completed a basic training academy over a 3-year period. Turnover approached one quarter and was most probable during the first 6 months following academy completion. Seven demographic and nine work-related predictors were analyzed, including measures of job satisfaction and organizational commitment. Only one variable predicted turnover. Turnover was significantly less likely among staff displaying satisfaction with coworkers. The findings imply that turnover among newer employees might be curtailed through programs such as staff mentoring implemented during the first 6 to 9 months of a new employee’s tenure to foster positive coworker relations.

A QUASI-EXPERIMENTAL EVALUATION OF A SHOCK INCARCERATION AND AFTERCARE PROGRAM FOR JUVENILE OFFENDERS

Research conducted to date has not shown juvenile shock incarceration (boot camp) programs to favorably affect recidivism. The authors extend the literature by comparing the recidivism of juveniles who completed a shock incarceration program that included a systematic aftercare phase with recidivism among a matched control group of juveniles released from more traditional residential placements. Findings were mixed as regards recidivism at 4-, 8-, and 12-month follow-ups. There were no differences in reconvictions at 8-or 12-month follow-ups and no differences in reoffense seriousness across time frames. However, a significantly lower proportion of the boot camp group recidivated during the initial 4-month aftercare phase, and at 12 months, a lower proportion had been recommitted to residential placements. Older juveniles had significantly higher recidivism scores than did younger ones. The findings demonstrate the importance of combining shock incarceration with quality aftercare.

Predictors of Turnover Intention Among Staff in Juvenile Correctional Facilities The Relevance of Job Satisfaction and Organizational Commitment

Staff turnover poses challenges for many correctional organizations. Though a growing body of research exists on turnover intention in adult corrections, few studies have examined the topic in juvenile corrections, and none have measured organizational commitment—a variable known to predict turnover intent in adult corrections. Using survey data, this study examines the utility of personal characteristics, work environment variables, and job attitudes in predicting intentions of staff in juvenile correctional facilities to quit their jobs within 12 months following survey administration. Job satisfaction and organizational commitment were the best predictors. In turn, considerable variability in these two job attitudes was explained by work environment variables. Implications are discussed for future research and for improving the work environment to better control turnover.