The Research On Turnover Intent Among Community Corrections Staff

Community corrections staff is the main force of correction, is the core and soul of the correctional organization. However, in practice, around the most judicial offices have many problems that staff team is not stable, high turnover rate, the more serious brain drain. In fact, staff turnover not only threatens the correctional organization’s survival and development, but also seriously affected the quality of correction. Reviewed the existing relevant literature found that scholars discussed the issue of corrections staff turnover are mostly fragmented distribution in the correctional work team construction, few articles devoted to explore the issue of corrections staff turnover. So, in this background, and based on the foreign research results and the consideration of the practice of the local community correction, this paper selects 225 community correction staff of the Hubei Province 123 judicial offices as research object by non-random sampling method, Using a combination of quantitative and qualitative analysis methods to detailed discuss the present situation of the corrections staff turnover and deep-seated reasons behind the turnover behavior from the legislative level, personal characteristics, correctional organization’s work environment, work attitude and so on.In the quantitative analysis, the firstly is to make a descriptive statistical analysis on the problem of the correctional staff turnover intent; the second is to explore the differences of turnover intent under the different personal identity; and then is to analyze the correlation among the personal characteristics, the working environment of correctional organization, the working attitude with the turnover intent; finally is to establish the regression analysis model, explore the impact of these different variables on turnover intent, examine the mediation effect of work attitude variables, and then compare the results between China and the West. In the qualitative analysis, this paper is to further explore the factors on the aspect of correct legislation, organizational field environment that induce corrections staff to generate turnover intent or turnover behavior. Specifically summed up is staff lack of law enforcement effectiveness, risk of correctional organization’s work environment and backwardness of infrastructure, the correction work system is not standardized, the responsibility is not clear, the incentive mechanism is not reasonable and not perfect.Integrated part of the analysis above, the results showed that:(1) the community corrections staff does exist a higher degree of turnover intention, and the corrections staff turnover intent still exist significant differences in different age, marital status, occupational status; (2) The standardization of the correction system is the main factor affecting the corrections staff’s turnover intent; (3) the influence of work group cohesion and job stress on the corrections staff turnover intent can not be ignored; (4) the work attitude variables do not play the extent of mediation role between the work environment factors and turnover intention, work environment variables can directly influence turnover intention. Finally, according to these findings, the paper also put forward the corresponding policy and management suggestions.