Quantitative Demands, Burnout, and Allied Outcomes for Indian Police Officers

2021 ◽  
Vol 10 (1) ◽  
pp. 74-85
Author(s):  
Anil Kumar ◽  
Sarang Narula
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Police Officers ◽  
Family Conflict ◽  
Future Research ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Organizational Citizenship Behaviours ◽  
The Government ◽  
Work Family

Policing job is quantitatively demanding and may draw upon officer’s resources. This study aimed to examine quantitative demands’ effects for officers’ burnout and allied outcomes. Specifically, the study examined a mediation model that incorporated burnout as a mediator of quantitative demands’ relationship with job satisfaction, commitment to the workplace, organizational citizenship behaviours, health, work–family conflict, and feeling to quit. Using a cross-sectional (paper–pencil version) design, the study examined the model in a non-random sample of 1,223 officers of an Indian state, Haryana. The results showed that quantitative demands were associated positively with burnout, and burnout partially transmitted quantitative demands’ effect on job satisfaction, work–family conflict, and feeling to quit. The results vis-à-vis other outcomes revealed inconsistent mediation of burnout (i.e., suppression situations). As expected, quantitative demands, via burnout, had a negative effect on commitment to the workplace, organizational citizenship behaviours, and health; however, the concerned direct effect was against expectation. Apart from contribution to knowledge, the study’s findings are potentially of value for the government and police administrators. Practical implications of the findings, limitations of the study, and directions for future research are discussed.

Explaining job satisfaction and voluntary assistance among Nigerian police officers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Smart Egwu Otu ◽  
Ivan Sun ◽  
Charles Ikechukwu Akor ◽  
Macpherson Uchenna Nnam ◽  
Yuning Wu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Peer Support ◽  
Police Officers ◽  
Family Conflict ◽  
Helping Behavior ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Worker Support ◽  
Work Family

PurposeThis study aims to assess the direct relationships between internal support and job satisfaction and voluntary assistance and their indirect connections through work–family conflict among Nigerian police officers.Design/methodology/approachSurvey data were collected from police officers in a midsized state police command in Ebonyi state in Nigeria. Structural equation modeling (SEM) was used to assess the connections between supervisor support, peer support, work–family conflict, job satisfaction and voluntary assistance.FindingsPolice officers with stronger supervisor and co-worker support are more inclined to express higher job satisfaction, whereas such support is not linked to officers' willingness to help fellow officers. Work–family conflict mediates the relationship between co-worker support and voluntary assistance. Stronger peer support is accompanied by higher work–family conflict, which then is linked to greater helping behavior.Originality/valueDespite many studies on police job satisfaction, research on correlates of job satisfaction in an African context remains severely under-investigated. This study represents one of the first attempts to assess police proactive helping behavior and job satisfaction in Nigeria.

scholarly journals Impact of Situational and Dispositional Factors on Work-Family Conflict and Job Satisfaction: A Proposed Framework

2018 ◽  
Vol 56 ◽  
pp. 03001
Author(s):  
Rohani Salleh ◽  
Zurina Abu Bakar ◽  
Mumtaz Ali Memon
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Family Conflict ◽  
Situational Factors ◽  
Role Overload ◽  
Future Research ◽  
Work Family Conflict ◽  
Work Family ◽  
Dispositional Factors ◽  
Core Self

Job satisfaction has become an empirical attention as subject of inquiry in many fields. Past studies have revealed that employees with higher level of job satisfaction mostly enjoyed their job, had higher productivity and eventually contributed to generate profit for their organization. Despite its popularity, there is still lacking in determining what exactly drives employee satisfaction from the perspective of situational and dispositional factors. Moreover, the role of mediator in is also rather limited. The present paper proposes a conceptual model from the perspective of situational factors (role overload and role conflict) and dispositional factor (core self-evaluations) to understand the concept of job satisfaction. Specifically, it is suggested that when an employee experiences either role overload, role conflict or perceive with negative core self-evaluation, one of the consequence was increased level of work-family conflict. Ultimately, individuals who perceive higher level work-family conflict will experience less job satisfaction. Recommendations for future research are also discussed.

scholarly journals The Effect of Work-Family Conflict and Balancing Strategy towards Wive's Job Satisfaction

2020 ◽  
Vol 5 (1) ◽  
pp. 20-35
Author(s):  
Euis Sunarti ◽  
Risda Rizkillah ◽  
Novy Tri Muktiyah
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Random Sampling ◽  
Significant Negative Correlation ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Cross Sectional ◽  
Data Collection Process ◽  
Regression Test ◽  
Work Family

This study aims to analyze the effects of work-family conflicts and balancing strategies on job satisfaction felt by families in working husbands and wives. The design of this study was cross-sectional with a sample of 160 wives in families with working wives who have children aged 0-9 years chosen stratified non-proportional random sampling in West Bogor and Central Bogor District, Bogor City. The data collection process carried out using a questionnaire. This study's results indicate that there is a significant negative correlation between work-family conflict and job satisfaction. Besides, theBesidesnificant positive correlation between the strategy of balancing family and work with job satisfaction. Based on the results of the regression test, the data show that work-family conflict and the balancing strategy have an effect on job satisfaction 22.2 percent, and the rest is influenced by other variables not examined. The implications of these results require a broader study for the elaboration of wives' job satisfaction factors.

scholarly journals The Work-Life Conflict and Satisfaction with Life: Correlates and the Mediating Role of the Work-Family Conflict

2019 ◽  
Vol 21 (1) ◽  
pp. 3-10
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Satisfaction With Life ◽  
Well Being ◽  
Future Research ◽  
Negative Consequences ◽  
Work Family Conflict ◽  
Mediating Role ◽  
Work Family

The permeable boundary between family life and professional life allows interferences between them which could lead to either positive or negative consequences in both plans of the employees’ lives. Our paper aims to analyse the relationships between the work-family conflict, organizational attachment, positive and negative affectivity, work satisfaction and life satisfaction and last but not least, well-being. The sample consisted of 245 employees. The main hypothesis highlights the mediating role of the work-family conflict in the relationship between affectivity, workplace attachment and job satisfaction and satisfaction with life. Future research could focus on the environmental factors mediating the relationships between life and job satisfaction and on their interaction with the dispositional factors.

scholarly journals Does gender exacerbate the effect of Work-family conflict on employee Satisfaction in the hotel industry?

2020 ◽  
Vol 2 (2) ◽  
pp. 61-81
Author(s):  
Eunice Fay Amissah ◽  
Valerie Efua Kwansima Bempong ◽  
Emmanuel Gamor
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Family Conflict ◽  
Hotel Industry ◽  
Sem Analysis ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family

Hotel employees, in recent times, put in more effort at work, working for long hours and even on holidays and weekends. As a result, they find it difficult to efficiently meet the demands of both their work and personal life. This study used a cross-sectional research design to examine work-family conflict and its effects on job satisfaction and life satisfaction of hotel staff. The study also sought to examine the moderating effect of gender on the relationships between work-family conflict, job satisfaction and life satisfaction. A diverse sample of 286 respondents, conveniently selected, completed a structured questionnaire. Generally, the results of a PLS-SEM analysis showed that work-family conflict is not significantly related to job satisfaction but with employees’ life satisfaction. Specifically, work-to-family conflict has no significant relationship with job satisfaction whereas work-to-family and family-to-work conflict were uniquely associated with life satisfaction. The interference of family demands with the work of a hotel employee positively affects life satisfaction irrespective of the gender of employees. However, job satisfaction significantly relates to life satisfaction. Gender fully moderated employee work interfering with family and job satisfaction relationship. Theoretical and practical implications as well as directions for future studies were discussed in the paper.

Work-family conflict, health status and job satisfaction among nurses

2021 ◽  
Vol 30 (1) ◽  
pp. 54-58
Author(s):  
Hajah Marlita Haji Matarsat ◽  
Hanif Abdul Rahman ◽  
Khadizah Abdul-Mumin
Keyword(s):  
Job Satisfaction ◽  
Health Status ◽  
Family Conflict ◽  
Cross Sectional Study ◽  
Work And Family ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Brunei Darussalam ◽  
High Dependency ◽  
Work Family

Objective: Research studies have demonstrated that nurses face difficulty balancing family roles and responsibilities with work. This study aimed to explore the relationship between work-family conflict and health status and job satisfaction among nurses. Methods: This was a cross-sectional study of 426 nurses working in high-dependency and general settings in a large referral hospital in Brunei Darussalam. Results: Work-family conflict inversely affects health status and job satisfaction for nurses working in high-dependency and general settings. However, general nurses experienced higher work-family conflict albeit better job satisfaction and health status compared to high-dependency nurses. Older, single and non-smoker nurses reported higher job satisfaction. Conclusion: This study further informs healthcare and nursing administrators and policymakers, who should foster effective strategies and interventions to support the balance of nurses' work and family life.

Interaction Effects in Cross-Lagged Panel Models: SEM with Latent Interactions Applied to Work-Family Conflict, Job Satisfaction, and Gender

2021 ◽  
pp. 109442812110437
Author(s):  
Ozlem Ozkok ◽  
Manuel J. Vaulont ◽  
Michael J. Zyphur ◽  
Zhen Zhang ◽  
Kristopher J. Preacher ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Panel Data Analysis ◽  
Interaction Effects ◽  
Future Research ◽  
Work Family Conflict ◽  
Sources Of Variation ◽  
Latent Interactions ◽  
And Gender ◽  
Work Family

Researchers often combine longitudinal panel data analysis with tests of interactions (i.e., moderation). A popular example is the cross-lagged panel model (CLPM). However, interaction tests in CLPMs and related models require caution because stable (i.e., between-level, B) and dynamic (i.e., within-level, W) sources of variation are present in longitudinal data, which can conflate estimates of interaction effects. We address this by integrating literature on CLPMs, multilevel moderation, and latent interactions. Distinguishing stable B and dynamic W parts, we describe three types of interactions that are of interest to researchers: 1) purely dynamic or WxW; 2) cross-level or BxW; and 3) purely stable or BxB. We demonstrate estimating latent interaction effects in a CLPM using a Bayesian SEM in Mplus to apply relationships among work-family conflict and job satisfaction, using gender as a stable B variable. We support our approach via simulations, demonstrating that our proposed CLPM approach is superior to a traditional CLPMs that conflate B and W sources of variation. We describe higher-order nonlinearities as a possible extension, and we discuss limitations and future research directions.

Psychological Distress Among Employed Fathers

2012 ◽  
Vol 6 (4) ◽  
pp. 294-302 ◽  
Author(s):  
Bonnie L. Janzen ◽  
Ivan W. Kelly
Keyword(s):  
Psychological Distress ◽  
Family Conflict ◽  
Longitudinal Design ◽  
Future Research ◽  
Single Fathers ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Partner Status ◽  
Canadian City ◽  
Work Family

The aim of this study was to compare levels of psychological distress in employed single fathers relative to partnered fathers and to explore the role of psychosocial job quality, work–family conflict, and work–family facilitation as explanations for differences in distress. The data were collected from a cross-sectional telephone survey conducted in a Canadian city. Participants were 486 employed fathers with children living in the household. In addition to experiencing higher levels of psychological distress than partnered fathers ( p = .057), single fathers reported greater work–family conflict, poorer work quality, and lower family-to-work facilitation. Adjusting for the strain-based work–family conflict variables in the regression analysis resulted in the largest reduction to the association between partner status and psychological distress. Future research employing a longitudinal design and subject to lower selection biases is required to tease out the interrelationship between these exposures and to point to the most appropriate policies to support employed single fathers.

Career Stages, Satisfaction, and Well-Being among Police Officers

1989 ◽  
Vol 65 (1) ◽  
pp. 3-12 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Family Conflict ◽  
Well Being ◽  
Career Stages ◽  
Work Setting ◽  
Career Stage ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Work Family

This study examined the relation of career stage to work experiences and satisfactions of police constables. 522 police officers participated by anonymously completing questionnaires. Five career stages were considered: less than 1 yr., 1–3 yr, 6–15 yr., 16–25 yr., and over 25 yr. in policing. Constables in the midcareer stage reported the most negative work setting, greatest stress, least job satisfaction, greatest psychological burnout, and most work-family conflict. Constables in the most advanced career stage reported the poorest physical health, a function of their greater age.

Sign in / Sign up

Export Citation Format

Share Document