Linda D. Keena

Understanding Success and Nonsuccess in the Drug Court

The drug court was developed as a response to the ineffectiveness of the traditional criminal justice response to addiction. It has grown from 1 Miami court in 1989 to more than 2,100 drug court programs across the United States in 2011. The drug court has been described as a restorative or community justice intervention that can benefit the offender, direct and indirect victims, and the community as a whole through its combination of treatment, intensive supervision, and regular court appearances. Although the number of qualitative drug court studies has increased in recent years, there are few studies that compare those who successfully complete the drug court program with those who do not complete. This article is a qualitative study of drug court participants in an Arkansas drug court program. The article compares and contrasts the perceptions of those graduated from the program with those who were terminated from the program.

The Impact of Job Attitudes on Private Correctional Staff's Continuance and Affective Organizational Commitment

Personnel are critical to the success of any security organization, and this is especially true of private prisons. Therefore, it is essential to understand how their organizational commitment is affected by workplace factors. There are two major forms of organizational commitment, continuance and affective. To examine how the salient workplace factors of job stress, job involvement, and job satisfaction were related to the continuance and affective commitment of personnel working for a private prison, data from a survey of personnel at a maximum security private prison were examined. Two ordinary least squares regression equations were run with continuance and affective commitment as the dependent variables. The amount of variance explained between the two regression equations was noticeably different. A larger percentage of the variance was accounted for in the affective commitment regression equation as compared to the continuance commitment multivariate analysis. Moreover, job stress had a positive association with continuance commitment, and a nonsignificant relationship with affective commitment. Job involvement had a nonsignificant effect on continuance commitment and a positive effect on affective commitment. Job satisfaction had a negative impact on continuance commitment and a positive relationship with affective commitment. Overall, the results support the contention that the two commitment measures are not affected similarly by job stress, involvement, and satisfaction.

The relationship of work-family conflict with job stress among Indian police officers: a research note

Abstract Law enforcement is often described as a challenging occupation, and working in law enforcement can result in work–family conflict. This exploratory study was undertaken to examine how the different dimensions of work–family conflict are related to job stress among Indian police officers. There are four major dimensions of work–family conflict: strain-based, behavior-based, time-based, and family-based. Data was collected from a survey of police officers in the Sonipat and Rohtak districts of the Indian state of Haryana. Bivariate results revealed that an increase in any one of the dimensions of work–family conflict was associated with increases in stress from work. Multivariate analysis, however, revealed only three of the four dimensions of work–family conflict had a significant association with job stress. Specifically, strain-based conflict, behavior-based conflict, and family-based conflict were significantly associated with higher levels of job stress. These findings provide support for the job strain model.

Testing a gendered models of job satisfaction and work stress among correctional officers

Abstract Research has tested gender differences in perceptions, responses, intentions, and behaviors of correctional staff; however, no published study has tested whether the effects of social supports on work stress and job satisfaction differ by gender. The current study attempts to expand the literature by examining whether supervisor support, peer support, and family support, along with other workplace variables (role problems and dangerousness of the job), differ in their relationships with work stress and job satisfaction according to the gender of 501 correctional officers in Texas. Results of the Equality of Regression Coefficient Test revealed that the different forms of social support and the selected workplace variables had statistically similar associations with work stress and job satisfaction across gender, except for role stress on job satisfaction.

Treatment Provider’s Perceived Effectiveness of Probation and Parole A Case Study

In the fall of 2005, the state of Missouri launched a three-prong assessment of the relationship between probation and parole and three of their stakeholders: police, courts, and treatment providers. The Division of Probation and Parole was interested in identifying these perceptions as they implement the Missouri Reentry Process (MRP). The MRP promotes the formation of interdependent working relationships between stakeholders and probation and parole. Before these relationships can be fostered or improved, an assessment of the current relationship was necessary. This article focuses on the 2nd year’s project that involved a web-based, statewide survey of treatment providers. The purpose of the study was to conduct a utilization-focused evaluation to ascertain treatment providers’ perceptions of probation and parole’s service delivery. The descriptive statistics examined and described broad perceptions of the relationship. Bivariate analysis was conducted to determine whether a relationship existed between different dimensions such as education level, facility staff size, and other variables such as perceived support for treatment and whether probation and parole officers participate in information-sharing meetings. An overall favorable perception of probation and parole was apparent from the survey results. Statistically significant results for several dimensions of the relationship between probation and parole officers and treatment providers were found. These statistically significant results provided insight into the effectiveness of probation and parole’s service delivery. The article concludes with a presentation of policy implications.

Exploring the association between organizational structure variables and work on family strain among Indian police officers

Abstract Work-family conflict occurs when the domains of work and home spill over into one another leading to conflict, which is a real possibility for the unique occupation of policing. Work on family conflict, a subdomain of work-family conflict, occurs when issues at work spill over impacting home life. One form of work on family conflict is strain-based conflict, which is when work problems results in conflict at home, such being irritable at home or arguments with family members and friends. This study examined the relationship between organizational structure variables and work on family conflict strain among Indian police officers. India is the most populous democracy in the world, but little has been published in Western journals of how workplace variables maybe related to work on family strain among Indian officers. Among the organizational structure variables, instrumental communication, organizational support, formalization, distributive justice, and procedural justice each had negative relationships with work on family strain. Input into decision-making had a nonsignificant association.

Rethink, Reform, Reenter: An Entrepreneurial Approach to Prison Programming

The purpose of this article was to present a description and first-stage evaluation of the impact of the Ice House Entrepreneurship Program on the learning experience of participating prerelease inmates at a Mississippi maximum-security prison and their perception of the transfer of skills learned in program into securing employment upon reentry. The Ice House Entrepreneurship Program is a 12-week program facilitated by volunteer university professors to inmates in a prerelease unit of a maximum-security prison in Mississippi. Participants’ perspectives were examined through content analysis of inmates’ answers to program Reflection and Response Assignments and interviews. The analyses were conducted according to the constant comparative method. Findings reveal the emergent of eight life-lessons and suggest that this is a promising approach to prison programming for prerelease inmates. This study discusses three approaches to better prepare inmates for a mindset change. The rethink, reform, and reenter approaches help break the traditional cycle of release, reoffend, and return.

The Effects of the Workplace on Jail Staff: The Issue of Perceptions of Pay Fairness

ABSTRACT Drawing from person–environment fit theory, the current study adds to recent empirical inquires that have considered how workplace factors affect jail staff. In doing so, the focus is on how perceptions of pay fairness effect the job stress, job involvement, and organizational commitment of jail personnel. Utilizing survey data from a large county correctional system in Orlando, Florida, the results of multivariate analyses reveal that staff that hold more favorable perceptions of pay fairness are more involved in their jobs and more committed to the overall organization. The implications of these findings for correctional research and practice are considered.

Examining the Relationship between Job Characteristics and Job Satisfaction among Southern Prison Staff

ABSTRACT The job characteristics model was used to explain job satisfaction at a large southern prison. The effects of job variety, role clarity, views of supervision, views of training, perceived dangerousness of the job, and job autonomy on job satisfaction were studied. Using data from 322 staff members, the study found positive job characteristics (i.e., job variety, supervision, training, and lower perceived dangerousness of job) were associated with greater job satisfaction. Job autonomy was non-significant. Job variety, quality of supervision, and training views were positively associated with job satisfaction for all staff and security officers, whereas dangerousness of job was negatively associated. Role clarity mattered for all staff, but not security officers. Reasons for both significant and non-significant relationships were discussed.

Exploring the Association between Different Types of Social Support with Role Stress, Work–family Conflict, and Turnover Intent among Private Prison Staff

ABSTRACT Private security personnel play an important role in protecting society, including personnel who work in private prisons. Staff are critical to ensure the private prison is operated in a safe, secure, and humane manner. This study, a survey of 160 staff members at a private prison located in a Midwestern state, examined the impact that support by management, coworkers, family, and supervisors has on role stress, work–family conflict, and turnover intent. Each of the four support measures was hypothesized to have negative associations on role stress, work–family conflict, and turnover intent. Ordinary Least Squares (OLS) regression analysis revealed that management and supervisor support was associated with reduced role stress, work–family conflict, and turnover intent; coworker support was related to lower role stress and turnover intent; and family support was not found to have a significant association with role stress, work–family conflict, nor turnover intent.