Enhancing police engagement: An examination of the links between fair treatment and job engagement in a Canadian police organization

2020 ◽  
Vol 22 (3) ◽  
pp. 308-322
Author(s):  
Angela Workman-Stark
Keyword(s):  
Distributive Justice ◽  
Organizational Justice ◽  
Police Officers ◽  
Organizational Identification ◽  
Psychological Safety ◽  
Job Engagement ◽  
Police Organization ◽  
Police Organizations ◽  
Police Personnel ◽  
Equitable Outcomes

This study examined the relationships between organizational justice and job engagement, and whether these relationships were stronger for civilian staff vs police officers. Using survey data from a Canadian police organization, the results suggested that when police personnel perceived they were treated fairly, they were more likely to have a sense of psychological safety, which, in turn, enhanced their identification with their organization and increased their engagement with work. Findings further demonstrated that distributive justice (i.e., equitable outcomes) was more important to police officers than civilian staff, particularly, in relation to enhancing their attachment with the organization. In other words, as perceptions of distributive justice increased so did organizational identification; however, this effect was strongest for police officers. In general, organizational justice has positive implications for police organizations, namely in encouraging police personnel to engage their full selves at work.

scholarly journals Pengaruh Organizational Justice terhadap Employee Engagement melalui Organizational Identification

2020 ◽  
Vol 10 (1) ◽  
pp. 128
Author(s):  
Amelia Yuhana Prativi ◽  
Praptini Yulianti
Keyword(s):  
Distributive Justice ◽  
Organizational Justice ◽  
Employee Engagement ◽  
Quantitative Study ◽  
Organizational Identification ◽  
Employee Performance ◽  
Interactional Justice ◽  
Partial Least Square ◽  
Least Square ◽  
Investment Management

<em>This study uses objects in one of the state-owned companies engaged in microfinance services, namely PT. Investment Management. In this case, of course, PT PNM Investment Management has growth that is very dependent on the service of employees to customers. Therefore, companies must continually improve services to customers and be able to maintain and improve employee performance. This research aims to determine the effect of organizational justice on employee engagement through organizational identification. This quantitative study is based on data collected using a questionnaire distributed to 78 respondents of PT. Investment Management is then analyzed using partial least square. In the results of the analysis using PLS it was found that organizational identification was able to mediate the effect of organizational justice (distributive justice, procedural justice, interactional justice) on employee engagement. This shows that the employee engagement can be achieved by many factors and some of them are about the concept of justice applied by the company and identification of the organization owned by employees, especially employees of PT. PNM Investment Management.</em>

Organizational justice and officer “buy in” in American policing

2017 ◽  
Vol 40 (1) ◽  
pp. 71-85 ◽  
Author(s):  
Dennis P. Rosenbaum ◽  
William P. McCarty
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Police Officers ◽  
National Sample ◽  
Content Type ◽  
Four Dimensions ◽  
Police Organizations ◽  
Police Agencies ◽  
The Usa ◽  
Municipal Police

Purpose The purpose of this paper is to explore the dimensions of organizational justice in police organizations and evaluate how they contribute to organizational commitment, job satisfaction and compliance with agency rules. Design/methodology/approach A survey of 15,236 sworn officers from a national sample of 88 agencies was used, as well as other agency- and community-level variables. Multi-level models assessed how four dimensions of organizational justice affected these outcomes. Findings More favorable perceptions of organizational justice were strongly related to increased commitment to the organization, job satisfaction and compliance with agency rules. Perceptions of organization-wide justice, leadership justice and diversity justice were especially important in predicting those outcome measures. Research limitations/implications While the sample of agencies was broad and diverse, it should not be considered representative of smaller municipal police departments and sheriff’s offices in the USA. Practical implications The findings suggest that “buy in” to reforms and police compliance with rules is much more likely when supervisors and leaders are fair, respectful, give officers input, provide growth opportunities and show concern for officers’ welfare. As such, agencies would benefit from leadership and leadership training that values the core principals of organizational justice. Originality/value The study provides clarity about how organizational justice is perceived by police officers, including women and officers of color, and provides an unprecedented test of organizational justice theory in diverse police agencies.

Fair Treatment for All: Testing the Predictors of Workplace Inclusion in a Canadian Police Organization

2020 ◽  
pp. 0258042X2095999
Author(s):  
Angela L. Workman-Stark
Keyword(s):  
Organizational Justice ◽  
Structural Equation ◽  
Psychological Safety ◽  
Personal Characteristics ◽  
Organizational Leaders ◽  
Police Organization ◽  
Fair Treatment ◽  
Occupational Role ◽  
Influence Perceptions ◽  
Workplace Inclusion

The growing diversification of the workforce demands that organizational leaders create workplaces in which individuals have a sense of belonging and are valued for their unique contributions. However, beyond the contributions of certain types of leadership, there is insufficient understanding of the factors that impact experiences of workplace inclusion. Using survey data collected from a Canadian police organization ( N = 488) in the spring of 2018, this study examined whether organizational justice (i.e., fair treatment) was positively associated with workplace inclusion, and whether psychological safety mediated the justice–inclusion relationship. The results of structural equation modelling (SEM) revealed that organizational justice was significantly related to inclusion. Organizational justice was also found to indirectly influence perceptions of inclusion, through psychological safety. In other words, when people were treated fairly, they were more likely to indicate their workplace was psychologically safe, which in turn contributed to feelings of inclusion. Finally, the study findings indicated that personal characteristics, including gender, race and occupational role influenced individual experiences of inclusion.

scholarly journals Career Development of Indonesian National Police: The Case Study Analysis of Police Grand Comissioner Rank

2019 ◽  
Vol 3 (2) ◽  
pp. 58-71
Author(s):  
Mustafa Hari Kuncoro ◽  
Billy Tunas ◽  
Wibowo
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Police Officers ◽  
Case Study Analysis ◽  
Police Organizations ◽  
Police Personnel ◽  
The Right ◽  
National Police

It was important for Indonesian National Police organizations to be able to managed their human resources through good management by giving employees or members the opportunity to advance. Human resources in one organization had an important role of Indonesian National Police experiences a surplus of members with the position of Police Grand Commissioner. As of the beginning of 2019, this institution had around 1,400 members serving as middle officers. Most of these officers did not get outside structural positions. The development system of the right police career pattern was able to provide direction for individual police officers to developed themselves. The purposed of this research was to analyzed case studies related to the career development of the Police Grand Commissioner ranked that took place at the Institution of Indonesian National Police. This research used a qualitative approach with a case study method. This study concluded that career development was an police's efforts to achieve a career plan. In this case, there were organizational efforts in the form of programs and activities to assisted the career development of Police Grand Commissioner personnel. Another important thing was related to education and training provided to Police Grand Commissioner personnel must be in accordance with the requirements needed, so that the quality improvement of Police Grand Commissioner personnel would be truly fulfilled and aimed to developing police competencies and careers in accordanced with the needs and challenges of Grand Commissioner Police personnel performance.

scholarly journals The Influence of Demographic Factors and Work Environment on Job Satisfaction Among Police Personnel: An Empirical Study

2020 ◽  
pp. 105756772094459
Author(s):  
T. K. Vinod Kumar
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Environment ◽  
Police Officers ◽  
Demographic Factors ◽  
Job Characteristics ◽  
Organizational Characteristics ◽  
Organizational Dynamics ◽  
Police Organizations ◽  
Police Personnel

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.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

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.

Pengaruh Persepsi Keadilan terhadapKinerja Distributor PT X dengan Ketergantungan sebagai Variabel Moderating

2020 ◽  
Vol 22 (2) ◽  
pp. 268-285
Author(s):  
Icuk Hertanto ◽  
Ade Witoyo
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Total Population ◽  
Interactional Justice ◽  
Market Control ◽  
Eastern Indonesia ◽  
Positive Effect

Abstract: PT. X companies engaged in the national cement productionsector which are the market leaders in Indonesia which control the islandsof Java, Bali, Kalimantan and parts of Eastern Indonesia. The result of thisproduct tends to be a commodity product. So, to maintain market control isto maintain the level of availability of cement products. With suchchallenges, PT. X must maintain good relations with its distribution network.One important factor in maintaining good relations between suppliers andbuyers is the Perception of Organizational Justice that exists in both. Thepurpose of this study was to analyze the effect of perceptions oforganizational justice on the performance of the distributors of PT. X withdependence as moderating variable. This research is a quantitative studywith a total population of all distributors of PT. X. This study concludes thatorganizational justice has a positive effect on distributor performance, andthis influence is not moderated by dependency.Keywords: distributor performance, procedural justice, distributive justice,interactional justice, organizational justice, dependency.

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