Describe the reasons behind the significant turnover of corrections staff in prisons.
Overview
Numerous academic fields have researched employee turnover, which is a significant issue in the subject of corrections. Correctional institutions spend a lot of money on hiring, selecting, and training new employees while having restricted resources (Kiekbusch, Price, &Thesis, 2003; Lambert & Hogan, 2006). High turnover among employees, especially those who are relatively new, indicates that efforts to attract, hire, and educate new employees have not yielded the anticipated results.
As a result, there may be less funding available for programs that support employee growth and retention (such as salary hikes and in-service training) as well as measures for the management and improvement of offenders (e.g., inmate programs). Of course, the issue extends much beyond financial issues. Correctional facilities with significant turnover frequently struggle with a lack of skilled, experienced, and high-performing employees.
It is obvious that the literature on criminal justice needs to pay more attention to the issue of correctional staff turnover. Additionally, almost all research done to date has concentrated on how turnover is related to two major groups of factors: (1) staff demographic and background profiles; and (2) organizational and work demographic factors, including work-related attitudes (see Jurik & Winn, 1987). We only found a few studies that looked at the issue of turnover as it is seen by correctional personnel, aside from research on intentions to leave (explained below).
However, a focus on employee views complements the existing literature’s focus on background and workplace factors. Additionally, a strong case can be made that any organization should pay close attention to the elements that its own employees believe are crucial in encouraging and reducing turnover. Consequently, this study’s goal is to examine the turnover problem as correctional staffmembers perceive it
