Correctional staff are a necessary and valuable resource for correctional institutions, in both Western and Nonwestern nations; however, studies of correctional staff in Nonwestern nations, particularly those in Africa, are lacking. Improving the job satisfaction and organizational commitment of these staff are imperative, as both of these job attitudes have been linked to many salient beneficial outcomes. Most of the existing empirical research on correctional staff organizational justice explores only the effects of procedural and distributive justice and ignores interpersonal justice. Additionally, there has been little research on how procedural, distributive, and interpersonal justice affect correctional staff in Nonwestern correctional organizations. The current study explored the effects of all three forms of organizational justice on the job satisfaction and organizational commitment of staff at a medium security prison in southeast Nigeria. Based on Ordinary Least Squares (OLS) regression, all three forms of justice had significant positive effects on commitment. Procedural and interpersonal justice had positive effects on job satisfaction, while distributive justice had nonsignificant effects. Correctional administrators need to be aware the importance of procedural, distributive, and interpersonal justice and attempt to improve perceptions of these organizational justice variables.

中文翻译：

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尼日利亚惩教人员工作满意度和组织承诺的组织正义协会。

惩教人员是西方和非西方国家惩教机构必不可少的宝贵资源；然而，缺乏对非西方国家，特别是非洲国家惩教人员的研究。提高这些员工的工作满意度和组织承诺势在必行，因为这两种工作态度都与许多显着的有益成果有关。现有的惩教人员组织正义的实证研究大多只探讨程序正义和分配正义的影响，而忽视了人际正义。此外，关于程序正义、分配正义和人际正义如何影响非西方惩教组织中的惩教人员的研究很少。目前的研究探讨了所有三种形式的组织公正对尼日利亚东南部一所中等安全监狱工作人员的工作满意度和组织承诺的影响。基于普通最小二乘法 (OLS) 回归，所有三种形式的正义对承诺都有显着的积极影响。程序公正和人际公正对工作满意度有积极影响，而分配公正没有显着影响。惩教管理人员需要意识到程序正义、分配正义和人际正义的重要性，并尝试改善对这些组织正义变量的看法。所有三种形式的正义都对承诺产生了显着的积极影响。程序公正和人际公正对工作满意度有积极影响，而分配公正没有显着影响。惩教管理人员需要意识到程序正义、分配正义和人际正义的重要性，并尝试改善对这些组织正义变量的看法。所有三种形式的正义都对承诺产生了显着的积极影响。程序公正和人际公正对工作满意度有积极影响，而分配公正没有显着影响。惩教管理人员需要意识到程序正义、分配正义和人际正义的重要性，并努力提高对这些组织正义变量的看法。