Police Occupational Culture and Bullying

2021 ◽  
pp. 387-413
Author(s):  
Hilary Miller
Keyword(s):  
Occupational Culture

Police Community Support Officers

2019 ◽  
Author(s):  
Megan O'Neill
Keyword(s):  
Detailed Analysis ◽  
Police Officer ◽  
Direct Observation ◽  
Community Policing ◽  
Community Support ◽  
Support Staff ◽  
Ethnographic Study ◽  
Police Culture ◽  
Occupational Culture ◽  
Budget Reductions

Police Community Support Officers: Cultures and Identities within Pluralized Policing presents the first in-depth ethnographic study of Police Community Support Officers (PCSOs) since the creation of the role in 2002. Situated within the tradition of police ethnographies, this text examines the working worlds of uniformed patrol support staff in two English police forces. Based on over 350 hours of direct observation and thirty-three interviews with PCSOs and police constables in both urban and rural contexts, the book offers a detailed analysis of the operational and cultural realities of pluralized policing from within. Using a dramaturgic framework, the author finds that PCSOs have been undermined by their own organizations from the beginning, which has left a lasting legacy in terms of their relationships and interactions with police officer colleagues. The implications of this for police cultures, community policing approaches, and the success of pluralization are examined. The author argues that while PCSOs can have similar occupational experiences to those of constables, their particular circumstances have led to a unique occupational culture, one which has implications for existing police culture theories. The book considers these findings in light of budget reductions and police reforms occurring across the sector, processes in which PCSOs are particularly vulnerable.

‘They’re a very sick group of individuals’: Correctional officers, emotions, and sex offenders

2016 ◽  
Vol 21 (3) ◽  
pp. 380-394 ◽  
Author(s):  
Dale Spencer ◽  
Rose Ricciardelli
Keyword(s):  
Sex Offenders ◽  
New Brunswick ◽  
Prince Edward Island ◽  
Prison Population ◽  
Correctional Officers ◽  
Occupational Culture ◽  
Structured Interviews ◽  
Men And Women ◽  
Hermeneutic Approach

In this article, we analyze the politics of emotions within the occupational culture of correctional officers by focusing attention on how sex offenders are constituted as objects of fear and disgust. We draw on in-depth semi-structured interviews with 100 Canadian men and women with experience working as correctional officers in provincial prisons (e.g. New Brunswick, Ontario, Alberta, Nunavut, Prince Edward Island) to understand how sex offenders are viewed within their occupational culture. Utilizing an interpretive hermeneutic approach, this article analyzes Canadian correctional officers’ interpretations of sex offenders. We show the effects of sex offenders’ construction as objects of fear and disgust, in terms of their identities and positionality in the general prison population, and the level of protection and services they receive while in prison.

To Report or Not to Report: Nurses' Attitudes toward Reporting Co-Workers Suspected of Substance Abuse

1995 ◽  
Vol 25 (2) ◽  
pp. 313-339 ◽  
Author(s):  
Jane C. Hood ◽  
Patsy L. Duphorne
Keyword(s):  
New Mexico ◽  
Diffusion Model ◽  
Substance Abusing ◽  
Social Forces ◽  
Occupational Culture ◽  
Diversion Program ◽  
Work Settings ◽  
Vulnerability Model ◽  
Logistic Regressions ◽  
Program Knowledge

Using survey data from a stratified, random sample of New Mexico nurses ( N=498), this study helps to explain why some nurses choose informal rather than formal reporting strategies when confronted with substance-abusing co-workers. The researchers mailed a questionnaire to male and female RNs and LPNs in 1989, two years after New Mexico established its diversion program for substance-abusing nurses. Using a combination of OLS and logistic regressions, the authors test the diffusion model predicting that program knowledge leads to program acceptance and implementation. Finding little evidence of a link between program knowledge and implementation, the authors then offer two alternatives. The vulnerability model predicts that workers in the least secure positions will be most likely to avoid making formal reports, whereas the occupational hegemony model argues that administrators will avoid formal reporting to maintain control over their own work settings. Because their results offer most support for the latter two models, the authors reject the diffusion model and conclude that occupational culture and organizational politics are the most important social forces intervening between program diffusion and implementation.

scholarly journals Implications of police occupational culture in discriminatory experiences of senior women in police forces in England and Wales

2018 ◽  
Vol 29 (2) ◽  
pp. 121-136 ◽  
Author(s):  
Jennifer Brown ◽  
Jenny Fleming ◽  
Marisa Silvestri ◽  
Kenisha Linton ◽  
Ioanna Gouseti
Keyword(s):  
Occupational Culture ◽  
England And Wales ◽  
Senior Women ◽  
Police Forces

scholarly journals The Role of Job Satisfaction in Turnover and Turn-away Intention of IT Staff in South Africa

10.28945/4267 ◽  
2019 ◽  
Vol 14 ◽  
pp. 077-097
Author(s):  
Brenda M Scholtz ◽  
Jean-Paul Van Belle ◽  
Kennedy Njenga ◽  
Alexander Serenko ◽  
Prashant Palvia
Keyword(s):  
South Africa ◽  
Job Satisfaction ◽  
Turnover Intention ◽  
Future Research ◽  
Occupational Culture ◽  
Global View ◽  
The World ◽  
Professional Self ◽  
Organisational Factors ◽  
It Skills

Aim/Purpose: This study forms part of the World IT Project, which aims to gain a deeper understanding of individual, personal and organisational factors influencing IT staff in a modern, work environment. The project also aims to provide a global view that complements the traditional American/Western view. The purpose of this study is to investigate and report on some of these factors, in particular, the role that job satisfaction has in turnover intention (i.e., changing jobs within the IT industry) and turn-away intention (i.e., moving to another industry other than IT) in South Africa. Background: Several studies have reported on the importance of an employee’s job satisfaction to organisation success, and the various factors that influence it. Most studies on job satisfaction adopted a Westernised and not a global view. Very few empirical studies have been conducted on job satisfaction of IT workers in South Africa. This paper reports on the individual, personal and organisational factors that influence the job satisfaction of IT staff in South Africa. Methodology: The study uses statistical analysis of survey data acquired through the World IT Project. Both online and paper based questionnaires were used. A sample size of 301 respondents was obtained from the survey, which was conducted over a period of 6 months during 2017. The factors that influence IT job satisfaction were analysed using correlation analysis, multiple regression analysis and discriminant analysis. The factors investigated were employee and organisational demographics, aspects of occupational culture, and various job-related individual issues. Contribution: This paper presents the only study focused specifically on turnover and turn-away intention amongst IT staff in South Africa. The final proposed model, grounded in the empirical dataset, clearly shows job satisfaction as a strong mediating construct explaining most of the variance in the IT professional’s intention to leave the organisation (i.e. their turnover intention) and the industry (i.e. their turn-away intention). Findings: The findings revealed that there was a significant correlation between job satisfaction and turnover intention as well as between job satisfaction and turn-away intention of IT staff. Perceived professional self-efficacy, strain and experience were also highly correlated with turnover intention. Professional self-efficacy was also significantly correlated with turn-away intention. Based on the analyses that were conducted, a research model is presented that shows the relationships between the various antecedents of turnover and turn-away intention. Recommendations for Practitioners: Managers in organisations dealing with the shortage of IT skills can use the model to plan interventions to reduce IT staff turnover rates by focussing on addressing the identified individual issues such as strain, job (in)security and work load as well as the personal value and IT occupational culture issues. Recommendation for Researchers: Researchers in the field of IT staff recruitment and management can find value for their research in the proposed refined model of IT job satisfaction and turnover intention. Future research could possibly replicate the study in other countries or could focus on different factors. Impact on Society: IT skills play a crucial role in society today and are therefore in high demand. However, this demand is not being satisfied by the current rate of supply. Research into what factors influence IT staff to leave the organisation or the industry can assist managers with improving their employee relations and job conditions so as to reduce this turnover and increase organisations’ and society’s competitiveness and economic growth. Future Research: It would be interesting to determine if the findings are similar for a sample of smaller organisations and/or younger IT employees since this study focussed on larger organisations and more experienced staff. Future research could also compare the findings of South African organisations with those in other countries.

“When Women Do the Work of Men”: Representations of Gendered Occupational Identities on British Railways in World War I Cartoons

2019 ◽  
Vol 117 (1) ◽  
pp. 47-78
Author(s):  
Emma Robertson ◽  
Lee-Ann Monk
Keyword(s):  
Women Workers ◽  
World War I ◽  
Occupational Culture ◽  
World War ◽  
National Union ◽  
Late Twentieth ◽  
Traditional Work ◽  
Late Twentieth Century ◽  
Do So

During World War I in Britain, women workers took on previously men-only jobs on the railways. In response to this wartime development, the National Union of Railwaymen published a series of cartoons in their journal, Railway Review. These images depicted women employed as porters and guards, occupying the engine footplate, and acting in the role of station-mistress. Through a close reading of the cartoons, and related images in the journal, this article examines how the humorous portrayal of female railway workers reinforced masculine occupational identities at the same time as revealing ambiguities in (and negotiating anxieties over) the gendered nature of railway employment. Despite wartime labour shortages, certain occupations, notably the driving and firing of steam trains, remained stolidly men’s work and would do so until the late twentieth century. By scrutinising the construction of gendered occupational culture in union journals, we can better understand the tenacity of notions of “traditional” work for men and women on the railways.

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