Sources of job satisfaction among police officers: A test of demographic and work environment models

Job satisfaction among employees is important for police organizations. Low job satisfaction may result in poor organizational commitment, unsatisfactory job performance, and absenteeism. Job satisfaction is impacted by demographic factors and characteristics of the work environment. Analyzing survey data of 6,041 police officers, the study finds that while demographic factors and job characteristics impact job satisfaction, organizational characteristics have the greatest influence. The study illuminates the similarities and differences in organizational dynamics impacting job satisfaction in police organizations in India and other countries and underlines the relevance of the theory across countries and cultures.

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Work demographics and officers’ perceptions of the work environment which add to the prediction of at risk alcohol consumption within an Australian police sample

Policing An International Journal of Police Strategies and Management ◽

10.1108/13639510010314625 ◽

2000 ◽

Vol 23 (1) ◽

pp. 69-81 ◽

Cited By ~ 12

Author(s):

Jeremy D. Davey ◽

Patricia L. Obst ◽

Mary C. Sheehan

Keyword(s):

Job Satisfaction ◽

At Risk ◽

Alcohol Consumption ◽

Work Environment ◽

Police Officers ◽

Perceived Control ◽

Self Report ◽

Individual Risk ◽

Negative Consequences ◽

Police Service

This study examined aspects of the work environment, which may impact on individual police officers’ risk of harm from alcohol consumption. A self report survey containing demographic questions, the AUDIT and questions relating to perceived control over the job, overtime, pressure, boredom and job satisfaction was completed by 67 per cent of officers in an Australian state police service. The results of the current study indicate that gender, age and marital status, are individual risk factors for problem drinking, as has been shown in previous research. Within the policing context, years of service, job satisfaction, perceived control within the job and being an operational officer, also emerged as significant predictors of at risk alcohol consumption patterns. Findings further suggest that there is a strong norm of drinking at work or after a shift, which suggests a culture of acceptance of drinking within the workplace. This acceptance is strongly predictive of both risk of alcohol dependency and negative consequences from drinking within the police service. This study suggests directions for future research, which may lead to the introduction of informed interventions within the police service that could reduce officers’ risk of harm from alcohol consumption.

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Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/03/460 ◽

2018 ◽

Vol 9 (03) ◽

pp. 20553-20562

Author(s):

Putu Ayu Diah Juliarti ◽

Anak Agung Putu Agung ◽

I Nengah Sudja

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

High Performance ◽

Employee Performance ◽

Statistical Tests ◽

Path Coefficient ◽

Significant Positive Effect ◽

Organizational Goals ◽

Record Keeping ◽

Positive Effect

An employee who has a high performance and better able to support the achievement of the goals and objectives set by the company. Employees can work well if you have a high performance that can produce good work anyway. With the high- performance that employees, is expected to achieve organizational goals. This study examines the effect of compensation and work environment on employee performance with job satisfaction to be intervening variable. Data on compensation, work environment, job satisfaction, and employee performance obtained through observation, record keeping and questioner with respondents. The data obtained are then analyzed using Partial Least Squares (PLS). Statistical tests results showed (1) the compensation proved significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.880, (2) work environment proved to be a significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.074, (3) job satisfaction proved to be a significant positive effect on employee performance the path coefficient of 0.264 and T-Stats for 2.458, (4) compensation proved positive and significant effect employee performance the path coefficient of 0.242 and T-Stats for 2.912, (5) work environment proved positive and significant effect employee performance the path coefficient of 0.378 and T-Stats for 3.343. Based on test results obtained statistical results of all variables positive and signicant impact.

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The Influence of Leadership Style, Work Environment on Job Satisfaction and Employee Performance at PT. Khrisna Multi Lintas Cemerlang

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/03/459 ◽

2018 ◽

Vol 9 (03) ◽

pp. 20544-20552

Author(s):

Ni Putu Rista Kusumadewi ◽

I Nengah Sudja ◽

I Wayan Sujana

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Leadership Style ◽

Structural Equation ◽

Employee Performance ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

High Knowledge ◽

Research Population

This study aims to examine and analyze the relationship between leadership style, work environment, job satisfaction and employee performance. This research was conducted at PT. Khrisna Multi Lintas Cemerlang with the research population were all employees who work in the company. All data obtained from questionnaires were suitable for use, then were analyzed by using structural equation model based on variant analysis which is known as Partial Least Square (PLS). The result of this research shows that the leadership style has positive and significant effect on employee performance, the work environment has positive and significant effect on employee performance, the leadership style has positive and significant effect on job satisfaction, the work environment has positive and significant effect on job satisfaction and job satisfaction has positive and significant on employee performance. The implication of this research was that the leadership needs to give freedom to subordinate to express their opinions, the workplace air temperature was well regulated, the work that was charged according to the ability and expertise, always guided by the company standard in carrying out each task and the employee has high knowledge in solving problem

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Organizational Intervention Plan For Automation Of SMEs: Case Study Gisitca

GBAMS- Vidushi ◽

10.26829/vidushi.v8i01.9716 ◽

2016 ◽

Vol 8 (01) ◽

Author(s):

José G. Vargas- Hernández ◽

Ángel Daniel Rodríguez Ortega

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Situational Leadership ◽

High Rate ◽

Satisfaction Survey ◽

Organizational Intervention ◽

Job Satisfaction Survey ◽

Intervention Plan

This study has aim to identify the main causes of a bad work environment with a high rate of turnover. The objective is to propose an intervention plan to increase the participation, commitment and employees proactivity. This job is performed with a case study with the quantitative paradigm, transversal and exploratory; the selected sample is from a PYME dedicated to automation power services. For it is based on the model of situational leadership Hersey and Blanchard, in addition to job satisfaction survey NTP213.

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Employee Incentive Strategies and its Benefits to Standalone Restaurants in Pune

ATITHYA A Journal of Hospitality ◽

10.21863/atithya/2015.1.1.003 ◽

2015 ◽

Vol 1 (1) ◽

Author(s):

Dhananjay P. Kshirsagar ◽

Suraj Mhashilkar

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Productive Work ◽

Organizational Functions ◽

Employee Incentives ◽

Incentive Strategies

This paper describes the Employee incentives strategies adopted by Standalone restaurants (existing more than 3 years) in Pune. Rewards & Incentives have benefits for both employees and employers. It is believed that when recognized for performance and productivity, employees have increased morale, job satisfaction and involvement in organizational functions. As a result, employers experience greater efficiency and an increase in sales and productivity. Through workplace rewards and incentives, employers and employees enjoy a positive and productive work environment. This study emphasizes on whether Standalone restaurants in Pune do make use of Incentive strategies and its benefits to the restaurant owner.

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Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

Criminal Justice and Behavior ◽

10.1177/00938548211036177 ◽

2021 ◽

pp. 009385482110361

Author(s):

Ivan Y. Sun ◽

Yuning Wu ◽

Smart E. Otu ◽

Gilbert C. Aro ◽

Ikechukwu Charles Akor ◽

...

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Justice ◽

Police Officers ◽

Structural Equation ◽

Equation Modeling ◽

Future Research ◽

African Countries ◽

Mediating Mechanisms ◽

The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

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The Police Stress Survey: Reliability and Relation to Job Satisfaction and Organizational Commitment

Psychological Reports ◽

10.2466/pr0.1989.64.1.267 ◽

1989 ◽

Vol 64 (1) ◽

pp. 267-273 ◽

Cited By ~ 56

Author(s):

Theresa A. Martelli ◽

L. K. Waters ◽

Josephine Martelli

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Internal Consistency ◽

Police Officers ◽

Police Stress ◽

Psychological Stressors ◽

Suburban Police

The 1981 Police Stress Survey of Spielberger, Westbury, Grier, and Greenfield was administered to 99 metropolitan and suburban police officers. Internal consistency reliabilities were in the .90s for both the total scale and two subscales which measure administrative/organizational and physical/psychological stressors. The administrative/organizational, but not the physical/psychological, subscale was significantly related to measures of job satisfaction and organizational commitment.

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