The Importance of Job Satisfaction and Organizational Commitment in Shaping Turnover Intent: A Test of a Causal Model

Lambert, Eric; Hogan, Nancy

doi:10.1177/0734016808324230

Cited by 306Job Satisfaction and Organizational BehaviorEmployee Performance and ManagementHealthcare Education and Workforce Issues

The Importance of Job Satisfaction and Organizational Commitment in Shaping Turnover Intent: A Test of a Causal Model

Lambert, Eric, Hogan, Nancy·2009·Criminal Justice Review

DOI 10.1177/0734016808324230

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Abstract

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.

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Correctional work involves a hierarchical, rank-informed relationship between different staff and administration, and that organizational structure arguably facilitates stress, job dissatisfaction, and burnout.
“For example, correctional work involves a hierarchical, rank-informed, relationship between different staff and the administration, and that organizational structure arguably facilitates stress, job dissatisfaction, and even burnout [23,24,25,26].”
From Canadian Public Safety Personnel and Occupational Stressors: How PSP Interpret Stressors on Duty (2020) · cites this paper as [25]

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Authors: Lambert, E., & Hogan, N.
Affiliations: Wayne State University (US)
Ferris State University (US)
Corresponding author: Lambert, Eric
ORCID: Lambert, Eric
Hogan, Nancy
Venue: Criminal Justice Review
Publisher: SAGE Publications
Published: 2008-09-10
Volume: 34
Issue: 1
Pages: 96-118
ISSN: 0734-0168 (ISSN-L)
1556-3839
DOI: 10.1177/0734016808324230
OpenAlex: W2088249043
Cited by: 306
References: 66
Citations by year: 2026: 6 · 2025: 19 · 2024: 16 · 2023: 18 · 2022: 22 · 2021: 17 · 2020: 29 · 2019: 18 · 2018: 18 · 2017: 23 · 2016: 11 · 2015: 24 · 2014: 14 · 2013: 19 · 2012: 25
FWCI: 18.18
Type: journal article
Language: en
Open access: closed
Licence: journals.sagepub.com/page/policies/text-and-data-mining-license (tdm)
Locations: Criminal Justice Review (publishedVersion)
Topics: Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
Health Sciences › Nursing › Leadership and Management › Healthcare Education and Workforce Issues
Keywords: turnover intention, job satisfaction, organizational commitment, prison staff, private prisons, maximum security prisons, role conflict, role ambiguity, role overload, organizational justice, work environment, employee retention

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The Importance of Job Satisfaction and Organizational Commitment in Shaping Turnover Intent: A Test of a Causal Model

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