Running Head: JOB SATISFACTION IN FEMALE CORRECTIONAL OFFICERS 1

Job Satisfaction in Female Correctional Officers

Student’s Name

Institutional Affiliation
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Job Satisfaction in Female Correctional Officers

Job satisfaction refers to how satisfied or dissatisfied a person is with his or her

employment. It reflects the degree of agreement with one’s expectations of the work and the

benefits the employment provides. The form of one’s workplace environment is an essential

aspect of life since job happiness impacts one’s overall life contentment. Specialized areas of

investigation into job contentment address constraints restricting women’s work satisfaction

(Andrade, Westover & Peterson, 2019). Staff turnover, absenteeism, poor career progress, job

prejudice, and sexual discrimination are contributing causes to the rising interest in this field of

study (Adesina-Uthman, 2017). Expanding prospects for women in the world market strengthens

the case for gender-specific studies on the processes that lead to job dissatisfaction and early

retirement. As a result, the findings of women-specific research might give a roadmap for top

management to address the figurative glass ceiling, sex role preconceptions, the male or female

wage difference, and establish tailored retention initiatives. Women hold major status in

organizations and the socio-economic world, particularly in the informal economy. Few highly

trained women compete with men for employment in order to assure a steady source of income

as well as other personal survival measures or to satisfy their commitments in women-headed

families. As a result, this study looks into the degree of work satisfaction and earnings among

working women. The paper also aims to determine the extent of gender bias in terms of salary,

occupational nature, gender, and sexual abuse, as well as how such factors impact women’s

employment happiness.

Job satisfaction is utilized to anticipate a range of correctional officer perspectives,

including job stress, work engagement, exiting the job, worries about authority integrity,

correctional aspect, female correctional officer acceptability, and job skills. Female correctional
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officer work happiness has received the greatest attention as a determinant of employee

satisfaction in correctional research. Female correctional officers’ work satisfaction has a

detrimental impact on job stress. Such connection might develop as a result of women attempting

to get a job in organizations dominated by men (Adesina-Uthman, 2017). There seems to be a lot

of opposition to female promotion campaigns in penal institutions. When the prospects for

advancement are solely open to males, women’s satisfaction suffers dramatically (Andrade,

Westover & Peterson, 2019). Correctional women with the requisite competencies for career

advancement in this sector are frequently disillusioned when such opportunities are taken away

from them. Every woman who works as a correctional officer wishes to be promoted to a higher

rank. Female officers, on the other hand, feel disheartened and unsatisfied when such rewards are

not granted.

The pool of qualified women in policing has consistently declined over time. This aspect

reflects the growing underrepresentation of women in various police departments. Similarly, the

current number of female correctional officers is unsatisfied with the growing incidence of

female underrepresentation in all levels of ranks. Women’s dissatisfaction in policing can be

attributed to low integration in police agencies. According to Lokesh et al. (2016), gender

disparity has played a significant impact on women’s dissatisfaction among most police

departments. Law enforcement is regarded to be a male-dominated career (Lokesh et al., 2016).

Therefore, based on male dominance, most women’s opinions and recommendations regarding

their career happiness seem to be neglected by society. Thus, the most significant determinants

of productivity and turnover among female correctional officers are economic challenges,

intention to quit for other work and perception of chances of promotion.

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Conclusively, Women are vastly underrepresented in workplace positions across a wide

range of professional fields. Despite having an enormous presence in the field and demographic

growth, they have failed to acquire an equal boost in power and opportunity. Women currently

make up a large proportion of the police force, but their quantitative achievements have not

resulted in equal chances for the opposing gender to grow. There is a huge gender gap in

enforcement agencies when it comes to contemporary roles, promotions, and wages. Gender

disparities remain in employment, progression, salary, and other expert opportunities. Therefore,

equal autonomy in job and family is required for both professional men and women.
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References

Adesina-Uthman, G. A. (2017). Women, income and job satisfaction: The women speaks. Nile

Journal of Business and Economics, 3(6), 3-24.

Andrade, M. S., Westover, J. H., & Peterson, J. (2019). Job Satisfaction and Gender. Journal of

Business Diversity, 19(3).

Lokesh, L., Patra, S., & Venkatesan, S. (2016). Job satisfaction among police personnel: a socio-

demographic study. Global Journal of Interdisciplinary Social Sciences, 4(5), 56-62.