Although the earliest discussions on deliberate self-harm can be traced in medical literature as early as the mid-1800s, it wasn’t until the 1960s when the psychiatry community became interested in studying self-harming behavior (Favazza, 1998). Since then, psychiatrists and psychologists alike have spent time researching self-harm behaviors and evaluating treatment methods for individuals who engage in self-harming behaviors. The vast majority of the existing research focuses on patients in the community who self-harm. However, little research has been dedicated to examining self-harming behaviors among the incarcerated population. This dissertation seeks to fill the gap in the literature by analyzing self-harming behaviors among prison inmates in Arizona. Based on record reviews, data was gathered on every self-harm event that happened between September 1, 2018 until September 30th, 2019 by the inmate population incarcerated within the state of Arizona’s 16 state and private prisons. During the 13-month study time period, a total of 2,845 self-harm events were gathered, which were produced by 647 inmates. The results indicate that a large portion of the deliberate self-harm events that occurred in the prison setting served a functional purpose for those who engaged in the self-harm. Specifically, offenders who engaged in deliberate self-harm behaviors did so to obtain a desired outcome or for some kind of secondary gain. The results also indicated that many offenders engaged in deliberate self-harm to obtain a transfer to a safe housing location, and that the number of self-harm event these offenders engaged in decreased once they were transferred to their coveted housing location.

Inmate misconduct, and the formal disciplinary proceeding that follow official misconduct, is a common occurrence within correctional institutions. Decisions regarding punishment sanction post-disciplinary proceeding are important because they have direct implications for inmate freedom of movement within the institutional setting, yet this decision point has rarely been the subject of empirical research. Research that does look at this decision point commonly focuses on the presence or absence of a single category of disciplinary punishment – that being solitary confinement or disciplinary segregation. As such, prior research fails to observe the full range of post-disciplinary punishment options.

Addressing this gap in the literature, this study provides the first rigorous empirical examination of the inmate-level characteristics that influence punishment outcome following guilty institutional misconduct proceedings. Guided by criminal sentencing literature, the inmate- level characteristics are divided into groups of legal factors, quasi-legal factors, and extra-legal factors. Representing a significant advancement beyond prior research, this study operationalizes punishment outcome in two ways – as an interval-level ordered sanction severity scale and as individual punishment categories. A series of multivariate models with sample selection corrections are estimated to model the direct and interactive effects of the legal, quasi-legal, and extra-legal inmate characteristics on punishment outcome.

Results of the fully-saturated direct effects models reveal a consistent pattern across both operationalizations of the punishment outcome. The legal factor of misconduct offense and the prosocial behavior quasi-legal factors of working a prison job and program involvement are significantly related to punishment outcomes. The quasi-legal factor representing criminogenic risk and the extra-legal factors of inmate gender and race/ethnicity are not significantly related to punishment outcomes. When the direct effects models re-estimated on samples split by inmate gender and race/ethnicity, however, the extra-legal factors of gender and race/ethnicity condition the effects of some of the legal and quasi-legal factors on punishment outcome. Results of this study suggest that, holding constant the effect of legal misconduct-related factors, disparities exist in post-disciplinary sanctioning based on inmate race/ethnicity and gender.

The most prominent theories for explaining the incidence and prevalence of misconduct in prison are deprivation (Clemmer, 1940; Sykes, 1958; Colvin, 1992), importation (Irwin and Cressey, 1962; Harer and Steffensmeier, 1996; Cao Zhao, and Van Dine, 1997), and administrative control (DiIulio, 1987; Useem and Kimball, 1989; Useem and Reisig, 1999). Administrative control does not supersede deprivation and importation theories, but rather adds to them by asserting quality management is essential for the maintenance of an orderly environment jeopardized by the effects of deprivation and importation. Even though research has supported administrative control, researchers have disagreed over which aspects of management are most effective for mitigating disorder, and have thus far only proven that poor management leads to administrative breakdowns in policies and practices that predicate disorder. This dissertation introduces the concept of positive administrative control, based on social exchange theory, as the mechanism prison administrators should use to induce staff to act in accordance with agency desires and avoid administrative breakdowns. The results show that when prison employees experience quality relationships with their supervisors, they are more likely engage with inmates in a similar fashion, which is associated with reductions in misconduct rates. At the same time, when prison employees are supported and rewarded for their good behavior, they are more likely to actively monitor inmates, which is associated with increases in misconduct rates. Additionally, the results support importation theory by demonstrating that the aggregated criminogenic characteristics of inmates in a prison are representative of cultural influences on prison misconduct.

Based on these findings, recommendations are made to restructure leadership training to emphasize relational leadership skills that positively influence staff to act in accordance with agency desires and more closely follow policy guidelines. It is also recommended that future studies consider including aggregated demographic variables in studies of misconduct in order to capture cultural/environmental influences that may otherwise be missed, and should avoid overuse of composite variables, in particular institution security level.

More than 450,000 people work in public and private correctional institutions in the United States, collectively supervising over 2.2 million jail and prison inmates. The nature of correctional officers' work exposes them to numerous stressors which can have harmful effects on their health and their job performance. Several studies have examined the significance of environmental factors on work outcomes among prison staff. Less attention has been paid to external stressors such as negative images of correctional officers held by the community and correctional officers' perception of their own occupational prestige. This is an important omission considering the negative stereotypes associated with correctional officers and the tendency for media and entertainment outlets to perpetuate these stereotypes. The aim of this dissertation is to examine how perceived occupational prestige among correctional officers influences job stress. Specifically, the perceived occupational prestige associated with family and friends, the general public, and the media are assessed. To do so, the study employs multivariate analyses of data from a survey of 641 correctional officers employed in one Western prison system to examine the impact of perceived occupational prestige on an attitudinal and health measure of job stress. First, correctional officers believe that friends and family hold the most positive opinions about their profession, while the media has the most negative. Second, perceived occupational prestige among correctional officers does not appear to be a significant stressor, except for perceived occupational prestige associated with the media when predicting health job stress. Finally, when possible mediating variables are assessed for officers that had tenure longer than nine years perceived occupational prestige associated with the media has a significant effect on attitudinal and health job stress. In addition, for officers who identified themselves as non-White perceived occupational prestige associated with family and friends is a significant predictor of attitudinal job stress and perceived occupational prestige associated with the general public is a significant predictor of health job stress. This study concludes with a summary of these findings as well as its key limitations, and offers insight into potential policy implications and avenues of future research.

Risk assessment instruments play a significant role in correctional intervention and guide decisions about supervision and treatment. Although advances have been made in risk assessment over the past 50 years, limited attention has been given to risk assessment for domestic violence offenders. This study investigates the use of the Domestic Violence Screening Inventory (DVSI) and the Offender Screening Tool (OST) with a sample of 573 offenders convicted of domestic violence offenses and sentenced to supervised probation in Maricopa County, Arizona. The study has two purposes. The first is to assess the predictive validity of the existing assessment tools with a sample of domestic violence offenders, using a number of probation outcomes. The second is to identify the most significant predictors of probation outcomes. Predictive validity is assessed using crosstabulations, bivariate correlations, and the Receiver Operating Characteristic (ROC) curve. Logistic regression is used to identify the most significant predictors of probation outcomes. The DVSI and the OST were found to be predictive of probation outcomes and were most predictive of the outcomes petition to revoke filed, petition to revoke filed for a violation of specialized domestic violence conditions, and unsuccessful probation status. Significant predictors include demographics, criminal history, current offense, victim characteristics, static factors, supervision variables and dynamic variables. The most consistent predictors were supervision variables and dynamic risk factors. The supervision variables include being supervised on a specialized domestic violence caseload and changes in supervision, either an increase or decrease, during the probation grant. The dynamic variables include employment and substance abuse. The overall findings provide support for the continued use of the DVSI and the OST and are consistent with the literature on evidence-based practices for correctional interventions. However, the predictive validity of the assessments varied across sub-groups and the instruments were less predictive for females and offenders with non-intimate partner victims. In addition, study variables only explained a small portion of the variation in the probation outcomes. Additional research is needed, expanding beyond the psychology of criminal conduct, to continue to improve existing risk assessment tools and identify more salient predictors of probation outcomes for domestic violence offenders.