The Effects of Different Aspects of Supervision Among Female and Male Correctional Staff: A Preliminary Study

• Author: Jennifer Wareham,Irshad Altheimer,Eric G. Lambert,Nancy L. Hogan
• Published date: 01 December 2010
• DOI: 10.1177/0734016810372068
• Date: 01 December 2010
• Subject Matter: Articles

The Effects of Different

Aspects of Supervision Among

Female and Male Correctional

Staff: A Preliminary Study

Eric G. Lambert

1

, Nancy L. Hogan

2

, Irshad Altheimer

1

, and

Jennifer Wareham

1

Abstract

This study examined a gendered model of the effects of supervisory factors on job outcomes for

both men and women. Two competing hypotheses, the importation-differential experiences model

and the work role prisonization model, guided the analyses of the effects of supervisor support,

supervisor structure, and supervisor trust on job stress, job satisfaction, and affective organizational

commitment. Data came from surveys of 160 correctional staff employed at a Midwestern prison.

The results provide substantial support for the work model and less support for the importation

model. Few differences were found in how men and women respond to supervisory factors. The

implications of these results are discussed.

Keywords

correctional staff, supervision, gendered model, job stress, job satisfaction, affective organizational

commitment

Introduction

Historically, men have predominated as employees of correctional facilities (Hemmens, Stohr,

Schoeler, & Miller, 2002; Tewksbury & Collins, 2006; Zupan, 1992). One comparatively recent

development in the field of corrections has been the emergence of a more gender-diverse workforce.

Today, approximately one third of correctional workers are women (Pastore & Maguire, 2008).

Unfortunately, with respect to gender, workforce equality has not yet fully accompanied workforce

representation. For example, the literature has indicated that some male officers resent their female

colleagues and believe that women should not be working in correctional facilities (Jurik, 1985a;

Hemmens et al., 2002; Tewksbury & Collins, 2006; Zupan, 1992). Female correctional employees

1

Department of Criminal Justice, Wayne State University, Detroit, MI, USA

2

School of Criminal Justice, Ferris State University, Big Rapids, MI, USA

Corresponding Author:

Eric G. Lambert, Department of Criminal Justice, 3281 Faculty Administration Building, Wayne State University, Detroit, MI

48202, USA

Email: dz9258@wayne.edu

Criminal Justice Review

35(4) 492-513

ª2010 Georgia State University

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DOI: 10.1177/0734016810372068

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492

face the stereotypical views that they will be unable to protect themselves or come to the aid of male

coworkers, and as such, should not be permitted to work in correctional facilities (Farkas, 1999;

Hemmens & Stohr, 2001; Pollock, 1995). Women often face harassment and inquisition regarding

their desire to work in a correctional setting (Belknap, 1991; Britton, 1997; Pogrebin & Poole, 1998;

Savicki, Cooley, & Gjvesvold, 2003; Zimmer, 1986). Furthermore, women must often deal with sex-

ual harassment from their male colleagues and inmates (Owen, 1988; Pogrebin & Poole, 1997;

Stohr, Mays, Beck, & Kelley, 1998). Pogrebin and Poole (1997) argued some male correctional

employees hold a ‘‘damned if you do attitude and a damn if you don’t’’ attitude toward women. That

is, female correctional workers are condemned when (a) they perform their job well and challenge

the male correctional worker’s view of a male-dominated workplace and (b) they fail at their job and

confirm the stereotypical view of women working in corrections. Consequently, correctional facil-

ities remain masculinized organizations, where being male is seen as a positive attribute (Griffin,

Armstrong, & Hepburn, 2005).

Although women working in the field of institutional corrections have become more common

than in times past, little is still understood about how men and women differ in their views and per-

ceptions of the work environment. As the percentage of women employed in the field of institutional

corrections continues to rise, a greater understanding of gender differences in perceptions and

responses to the work environment is needed. Past empirical research has found that male and

female correctional employees share some of their workplace perceptions and views and differ in

others. For example, Griffin (2006) found that coworker support, perceptions of a safe work envi-

ronment, work–family conflict, and organizational support significantly affected job stress for both

men and women. Griffin’s study also revealed, however, that both quality of supervision and orga-

nizational support for equal treatment policies significantly affected job stress for male staff but not

female employees.

Although there is a growing body of literature that has examined the differences between male

and female correctional staff, not all of the salient dimensions of the work environment have been

explored. One area that needs further exploration is supervision. Supervision is a critical aspect of

the work environment for many correctional staff members (Brough & Williams, 2007). Supervisors

provide guidance, direction, control, and feedback for employees (Brough & Williams, 2007) and

may either assist or hinder employees in accomplishing their jobs. Previous research has found

supervision to be an antecedent of correctional staff outcomes, but few existing studies have exam-

ined whether the effects of various dimensions of supervision on work-related outcomes vary by

gender. It is plausible that the nature and quality of supervision within a correctional facility may

mitigate that negative effects of gender bias on the work experiences of correctional employees.

The purpose of this study was to examine how different aspects of supervision affected job stress,

job satisfaction, and affective organizational commitment of female and male correctional employ-

ees. Specifically, gendered models for the effects of three types of supervisory support, supervisory

trust, and supervisory structure were tested. The three types of supervision and job quality percep-

tions are important to both the employee and the employer for assessing the work environment. The

current study fills a gap in the research by examining how these three forms of supervision affect

three job quality outcomes across gender.

Literature Review

Job Perceptions Among Correctional Employees

The literature on job satisfaction has examined a variety of workplace outcomes and antecedents

that are important for evaluating employee satisfaction with the work environment. The quality of

supervision is one factor in the work environment, which has a strong impact on job performance

Lambert et al. 493

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