An Investigation on Turnover Intent of Custody Officers

• Main Authors: Peng,Shihche, 彭士哲
• Other Authors: Tzeng,Shuping
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/24278872278280057837

碩士 === 國立中正大學 === 犯罪防治研究所 === 100 === In the line with those developed countries, the Taiwanese correctional officers have suffered more challenges and pressures from their workplace after the “get-tough-on-crime policy” which has been enacted in July 2006. Under such a rigorous and struggling situation, although a plenty of line personnel still stick to their correctional positions, the researcher is curious about the question: “Have they ever thought about withdrawal from the correctional system?” Compared to US with a growing body of literature and research, the topic of turnover intent, unfortunately, has been largely overlooked in Taiwanese correctional system during the past decades. This study is the first one and attempts to explore the impact of job stress, job dangerousness, job satisfaction, organizational climate, and organizational commitment on turnover intent among correctional officers in a “get tough” era in Taiwan. Based on the extant literature, the researcher designed a self-administered questionnaire and distributed 900 copies to those custodial officers staffed in 16 prisons and 6 jails in April 2011. One month later, about 868 (response rate was 96.4%) questionnaires had been mailed back to researcher. After deleting those invalid ones, 799 respondents had been used in the final analysis. In addition, for the purpose of this study, descriptive statistics, independent- sample t-test, one-way ANOVA, and the multiple regressions were employed appropriately. The results indicated: 1.While most respondent highly supported a more punitive strategy toward inmates, they also addressed high levels of job stress and job dangerousness. As a result, those who reported higher levels of supporting punitive strategy and lower levels of job satisfaction and organizational commitment addressed the higher levels of turnover intent. 2.In terms of difference analysis, female officers perceived higher levels of job satisfaction, but males reported a high level of turnover intent; meanwhile, the rookie, young, and line personnel also reported high levels of turnover intent. 3.With respect to correlation analysis, supporting punitive strategy, job stress, and job dangerousness were positively associated with turnover intent, whereas supporting rehabilitative strategy, job satisfaction, organizational climate, and organizational commitment were negatively related to turnover intent. 4.Based on the analysis of multiple regressions, while education, job dangerousness, welfare satisfaction, organization climate, and organizational commitment had a great impact on turnover intent among those correctional officers, unfortunately, correctional orientation (supporting punitive strategy vs. supporting rehabilitative strategy) failed to produce a significant association with turnover intent in this study. Finally, policy implications and limitations also have been discussed in the final chapter accordingly.