The Rotation of Workers Around the Labor Market

Consequently, governmental units are becoming increasingly concerned about recruiting and retaining loyal and dedicated workers, trim dollar volume, and increasing the duration of employment (Abbasi & Hollman, 2000).

The problem is of special meaning in the context of the California Department of Corrections. California has, in recent years, experienced continued growth of bunco populations, incite the correctional symptom to examine and adopt dissimilar methods to grapple with changes and to foster systematic transformation (Battalino, Beutler, & Shani, 1996).

California is not uncomparable in this regard because correctional patronage growth in the 1980s far outpaced that of any some other category of nonfederal open employment. Nationally, the number of state prison house workers grew 115 percent from 1980 to 1990, magic spell local prison workers grew 98 percent (Patterson, 1992).

What this means, in essence, is that agencies such as the California Department of Corrections (CDC) have been challenged to fasten employee turnover and to improve levels of job satisfaction among correctional officers and other key workers in the penal system. It is this issue that will deal out as the focus of the present thesis.

During the late 1970s and the premature 1980s, the turnover rate among correctional officers working in various institutions throughout the state of California was 25 percent (

the state continued to face difficulties in adequately staffing its correctional institutions, in part, because of the perceived and actual in bail of such work (Sunoo, 1997).

The CDC Master Plan predicts that the growing inmate population will exceed maximum operating prison capacity of 177,197 as of April 2004 (About the Department, 2001).

The dangers of working in this environment are reflected in an assault rate of 3.3 per every 100 big prison inmates. Some 24,000 inmates are characterized as special security lifers, while an additional 2,744 inmates have been sentenced to life imprisonment without word of honor and 600 inmates are facing potential execution (About the Department, 2001).

Abbasi, S. M., & Hollman, K. W. (2000). Turnover: The objective bottom line. Public Personnel Management, 29(3), 333-340.

For many correctional officers, job related stress appears to be correlated with higher self-annihilation and divorce rates and physiological problems such as fancy disease (Roane, 2001). A chronic shortage of adequate correctional officers is seen as facilitating increases in job related stress, while overcrowding in prisons is also associated with the greater potential for work related wound or attacks. These are the critical concerns that directly impact upon turnover among correctional officers in California and throughout the United States.

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