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

1989 ◽  
Vol 64 (1) ◽  
pp. 267-273 ◽  
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.

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.

The Association of Job Variables With Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers

2015 ◽  
Vol 25 (2) ◽  
pp. 194-213 ◽  
Author(s):  
Eric G. Lambert ◽  
Hanif Qureshi ◽  
Nancy L. Hogan ◽  
Charles Klahm ◽  
Brad Smith ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Police Officers ◽  
Job Involvement

scholarly journals The Influence of Work Resources, Demands, and Organizational Culture on Job Satisfaction, Organizational Commitment, and Citizenship Behaviors of Spanish Police Officers

2020 ◽  
Vol 17 (20) ◽  
pp. 7607
Author(s):  
Alexandra Marcos ◽  
Cristina García-Ael ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Police Officers ◽  
Discriminant Validity ◽  
Structural Model ◽  
Citizenship Behavior ◽  
Citizenship Behaviors

The present study aims to analyze the influence of work demands and resources (support and control) on the attitudes and behaviors (satisfaction, organizational commitment, and organizational citizenship behaviors toward the organization, OCBO) of Spanish police officers, and to examine the potential mediating role of the flexibility-oriented organizational culture. Participants were 182 Spanish police officers. The analysis was carried out using the Smart PLS (Partial Least Squares) program. Firstly, reliability and convergent and discriminant validity were analyzed. Secondly, the structural model was evaluated. Overall, findings support the hypothesized model, except there was not a significant effect of demands and support on OCBO (Organizational Citizenship Behavior Organization-oriented). Results of the importance-performance map analysis also show that, in terms of predicted job satisfaction and organizational commitment, control and support are not so important, but both of them perform relatively well compared to the remaining constructs (demands and flexibility-oriented culture).

Organizational justice and organizational commitment among South Korean police officers

2012 ◽  
Vol 35 (2) ◽  
pp. 402-423 ◽  
Author(s):  
Matthew S. Crow ◽  
Chang‐Bae Lee ◽  
Jae‐Jin Joo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
South Korea ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Complex Relationship ◽  
Content Type

PurposeIn spite of the importance of officers' perception of organizational justice and its influence on organizational commitment, the policing literature lacks information about the relationship between the factors. Using job satisfaction as a mediator, this study aims to examine an indirect influence of organizational justice on police officers' commitment to their organization.Design/methodology/approachThis study employed a survey of 418 police officers in South Korea while on in‐service training. In exploring the complex relationship among organizational justice (i.e. distributive, procedural, and interactional), job satisfaction, and organizational commitment, the researchers utilized structural equation modeling to overcome the weaknesses of linear regression models.FindingsOfficers' perception of organizational justice was positively related with their level of organizational commitment. In addition, perception of procedural and interactional justice had an indirect impact on the officers' organizational commitment through distributive justice. Lastly, perception of organizational justice showed an indirect influence on organizational commitment through job satisfaction.Research limitations/implicationsDue to its cross‐sectional design, the findings do not confirm any causal relationship among the variables. In addition, the current study used a purposive sample of police officers in South Korea, which may limit the generalizability of the findings.Originality/valueThis study contributes to the literature by examining organizational commitment in light of officers' perception of organizational justice and job satisfaction using structural equation modeling to explore the complex relationship among the organizational factors.

scholarly journals PENGARUH KARAKTERISTIK INDIVIDU DAN GAYA KEPEMIMPINAN TERHADAP KOMITMEN ORGANISASI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA PERSONIL POLRES KOTA LHOKSEUMAWE

2021 ◽  
Vol 5 (2) ◽  
pp. 1
Author(s):  
Zulfikar Zulfikar ◽  
Marbawi Marbawi ◽  
Aiyu Aiyub
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Police Officers ◽  
Structural Equation ◽  
Sampling Technique ◽  
Individual Characteristic ◽  
Equation Modeling ◽  
Police Station ◽  
Independent Variable

ABSTRACT This study aims the influence of Individual Characteristc and transformational leadership on organizational commitment with job satisfaction as intervening variable to the Lhokseumawe police station. For the dependent variable of this study is individual characteristic and transformational leadership, the independent variable is the organizatioan commitment of the police station, Intervening variables are job satisfaction. The population in this study was the Police Personal of the Lhokseumawe District Police which numbered 575, the sampling technique used proportionate stratified random sampling and obtained a sample of 170 respondents who were police officers of the Lhokseumawe police station, the research method used is a quantitative method for data analysis method using Structural Equation Modeling (SEM). The results of this study indicate that, individual characteristic has a significant effect on job satisfaction, transformational leadership has a significant effect on job satisfaction, leadership has not a effect on organizational commitment, transformational leadership  has a significant effect on organization commitment, job satisfaction has a significant effect on organizational commitment, individual characteristic has not effect on organizational commitment through job satisfaction as an intervening variable, transformational leadership has a significant effect on organizational commitment through job satisfaction as an intervening variable. Keywords:     Individual Characteristic, Transformational Leadership, Job Satisfaction And Organizational Commitment.

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