scholarly journals The Psychological Empowerment and its Relationship to the Quality of Job Life for the Palestinian Police Personnel in Hebron Governorate: التمكين النفسي وعلاقته بجودة الحياة الوظيفية لدى أفراد الشرطة الفلسطينية في محافظة الخليل

2021 ◽  
Vol 5 (47) ◽  
pp. 173-150
Author(s):  
Ibrahim Sulaiman Masri, Kamal Makhamreh Ibrahim Sulaiman Masri, Kamal Makhamreh
Keyword(s):  
Police Officers ◽  
Educational Level ◽  
Psychological Empowerment ◽  
Job Quality ◽  
Quality Of Work Life ◽  
Simple Random Sample ◽  
Years Of Experience ◽  
Police Personnel ◽  
The Status

The study attempts to identify the psychological empowerment and its relationship to the quality of job life for the Palestinian police personnel in Hebron governorate. The study population consisted of (835) male and female police officers, whereas the study sample consisted of (161), who were chosen by a simple random sample method and the results were as follows: The level of psychological empowerment of Palestinian police personnel was high, and there were statistically significant differences at the level (α≤0.05) in the averages degree of psychological empowerment over the total score due to the years of experience variable in favor of police personnel who have (11 years or more) of experience. There are also statistically significant differences at the level (α≤0.05) in the averages of the degree of psychological empowerment of police officers over the total score due to the educational level variable. The degree of job quality of the Palestinian police personnel was high. There were no statistically significant differences at the (α≤0.05) level in the averages of the degree of job quality on the total degree due to the variables of years of experience and educational level. Also, there is a statistically significant relationship at the level of significance (α≤0.05) between the total score of the psychological empowerment averages and the quality of work life for police personnel. The study recommended the need to reinforce the status of Palestinian police by maintaining the quality of their career and enabling them to continually improve their performance.

Quality of work life, emotional and physical well-being of police personnel in India

2021 ◽  
pp. 146135572110640
Author(s):  
Radha Yadav ◽  
Ashu Khanna ◽  
Chenab
Keyword(s):  
Police Officers ◽  
Well Being ◽  
Work Load ◽  
Work Life ◽  
Working Environment ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Police Personnel ◽  
The Government

The job profile of police officers places exceptional demands on them leading to risks to life, personal discomfort and stress. This article aims to examine how the physical and emotional well-being of police personnel is affected by their perceived quality of work life (QWL). The study looked at the questionnaire responses of 234 police personnel. Emotional well-being is measured as the absence of depression, emotional hyperactivity, difficulty relaxing, irritability and anxiety, whereas physical well-being is measured as the presence of diabetes, thyroid problems, insomnia and obesity. The study assessed police perceptions of QWL as provided by the government. The study findings are segregated for QWL on the basis of dominant ill-being and dominant well-being. Factors such as career and development, working environment, safety, work load, compensation and fear of punishment should be carefully analysed and improved. Some 71.8% of the respondents suffered from two or more emotional ailments; 70% suffered from two or more physical ailments. Findings suggest that QWL dimensions that fall within dominant ill-being need to be addressed immediately by policy makers and management to improve police well-being.

Relationship between Quality of Work Life and Demographical characteristics of SMEs employees

2015 ◽  
Vol 4 (2) ◽  
Author(s):  
T S Nanjundeswaraswamy
Keyword(s):  
Firm Size ◽  
Educational Level ◽  
Work Life ◽  
Quality Of Work Life ◽  
Significant Relation ◽  
Quality Of Work ◽  
Gender And Age ◽  
The Status

<span>The purpose of this research is to evaluate the status of Quality of<br /><span>Work Life of employees working in SMEs and second to explore the<br /><span>relationship between Quality of Work Life and demographic<br /><span>characteristics of employees and Firms. The research is conducted<br /><span>among 1092 employees and the results suggest that the status of<br /><span>Quality of Work Life of employees is very less .No significant relation<br /><span>between gender and Age of employees and study also revealed that<br /><span>Experience, nature of Job, educational level, designation and salary<br /><span>has an signification association between QWL. Study also conducted<br /><span>to find out the association between firms demographical factors and<br /><span>QWL of employees, it revealed that Age of the firm, Size of the firm<br /><span>and cost of the project has significant association between QWL of<br /><span>employees.</span></span></span></span></span></span></span></span></span></span></span></span><br /><br class="Apple-interchange-newline" /></span>

scholarly journals Gender as a moderator of the relationship between job demand and quality of work-life of police personnel in Lagos, Nigeria

2019 ◽  
Vol 12 (1) ◽  
pp. 63-73
Author(s):  
Adepeju Ogungbamila ◽  
Janet Tolulope Olaseni
Keyword(s):  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Services ◽  
Hierarchical Multiple Regression ◽  
Quality Of Work ◽  
Job Demand ◽  
Police Personnel ◽  
The Relationship ◽  
Job Rewards

Previous studies have linked quality of work-life with functional job behaviours which may enhance the quality of services rendered by police personnel. However, there is a need to investigate how gender may moderate the connection between job demand and quality of work-life, especially among female police personnel who are often faced with challenges of balancing family and work responsibilities. Against this background, this study tested the level at which gender moderates the relationship between job demand and police personnel’s quality of work-life. Participants were 944 police personnel (429 females; 515 males) whose ages ranged from 24 to 60 years (M = 38.66 years, SD = 8.43). The study hypotheses were tested with 3-step hierarchical multiple regression. The results showed that job demand led to a significant decrease in quality of work-life of police personnel. Gender significantly moderated the relationship between job demand and quality of work-life, in such a way that female police personnel had better quality of work-life than their male counterparts. The findings of this study indicated that gender is an important factor in police personnel’s quality of work-life. In order to improve the quality of work-life of police personnel in Nigeria, police personnel should be exposed to adequate job rewards, which may balance out the adverse effects of job demand. Also, Ministry of Police Affairs in Nigeria should provide support to police personnel especially the males in order to improve their quality of work-life.

scholarly journals Quality of Work-life of Iranian Police Officers in the Year 2020: A Descriptive Study

2021 ◽  
Vol In Press (In Press) ◽  
Author(s):  
Zeinab Tabanejad ◽  
Fatemeh Oskouie ◽  
Abbas Ebadi
Keyword(s):  
Police Officers ◽  
Work Experience ◽  
Pearson Correlation ◽  
Cross Sectional Study ◽  
Work Life ◽  
Quality Of Work Life ◽  
Life Questionnaire ◽  
Cross Sectional ◽  
Quality Of Work

Background: Stressful workplace experiences of police officers predispose them to physical and psychological injuries and affect their quality of work-life (QWL). Objectives: Therefore, this study aimed to examine the QWL of Iranian police officers. Methods: This descriptive cross-sectional study was conducted in 2020 on 200 police officers working in different job positions of the Iranian Police Organization. A convenience sampling method was used to recruit the participants from 12 police departments in five cities. The Police Quality of Work-life questionnaire (PQWLQ) was used for data collection. The measures of descriptive and inferential statistics (independent-samples t-test, one-way analysis of variance, and Pearson correlation coefficient) were used for data analysis. Results: Of the 200 police officers, 87.5% (175) were males, 68% (136) had a bachelor’s degree or higher, and their work experience ranged between five and 27 years. The QWL score of the study participants ranged from 24 to 120 with a mean (± SD) of 63.20 (± 18.40), and the majority of them (56%) had a moderate QWL. Male police officers had a higher QWL (67%) than female ones (45%) (P < 0.05). Conclusions: The majority of the police officers who participated in this study had a moderate QWL. To increase the level of QWL among police officers, the Police authorities should plan appropriate strategies and programs.

scholarly journals Is Finland Different? Quality of Work Among Finnish and European Employees

2010 ◽  
Vol 3 ◽  
pp. 29-41
Author(s):  
Armi Hartikainen ◽  
Timo Anttila ◽  
Tomi Oinas ◽  
Jouko Nätti
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Nordic Countries ◽  
Job Quality ◽  
Quality Of Work Life ◽  
Multivariate Techniques ◽  
Great Effort ◽  
Quality Of Work ◽  
European Working

The issue of the quality of work-life has risen in popularity due to concerns about the economic and social sustainability of European societies. Throughout the continent, global competition, technological change and the intensification of work are common developments which are seen to affect the well-being of the workforce. Nevertheless, European countries differ substantially in terms of job quality. According to earlier research, employees in Sweden and Denmark (and to lesser extent in Finland) report a higher quality of work tasks than elsewhere in Europe. The aim of this paper was to investigate, in a cross-national context using multivariate techniques, whether job quality in Finland really is divergent from that of other Nordic countries and rest of the Europe. Empirical analyses were based on the fourth wave of the European Working Conditions Survey (EWCS) collected in 2005. In this study we used data from the 25 Member States of the European Union and Norway (n=21,196 interviews). Our results support earlier findings that Finland lags behind other Nordic countries in terms of work discretion and the perceptions of being well paid. Instead, Finnish employees were less worried about health issues. When comparing Finland to Scandinavia, we did not find major differences in the amount of highly skilled jobs, insecurity nor the quantity of jobs requiring great effort. We also examined the associations of the dimensions of job quality to job satisfaction. The results indicated that the subjective aspects of job quality were more important determinants of job satisfaction, and that there were only modest differences in the determinants of job satisfaction between country clusters.

Psychological Profiling of Australian Police Officers: An Examination of Post-Selection Performance

2005 ◽  
Vol 7 (1) ◽  
pp. 15-23 ◽  
Author(s):  
Jonathan Lough ◽  
Michael Ryan
Keyword(s):  
Police Officers ◽  
Selection Process ◽  
Dropout Rate ◽  
First Year ◽  
Employment Testing ◽  
Selection Interviews ◽  
Police Personnel ◽  
Psychological Profiling ◽  
Selection Of

The performance of two groups of Tasmania police employees (all of whom were constables or probationary constables) was evaluated after their first year of training and on-the-job employment. Group membership was a function of initial selection process — one group undertook detailed psychological profiling as part of their pre-employment testing, and the other group did not. The non-screened group was compared to the profiled (screened) group across a range of performance measures. Across seven out of eight measures, the screened group outperformed the non-screened group, with four of the differences statistically significant. The screened group also had a lower dropout rate. The simplest explanation of results suggests that a different quality of applicant is selected by the psychological profiling system, when compared to more traditional processes such as simple selection interviews. Implications for future selection of police personnel in Australia are also discussed.

scholarly journals Risk factors for stress among police officers: A systematic literature review

Work ◽  
2021 ◽  
pp. 1-18
Author(s):  
Petros Galanis ◽  
Despoina Fragkou ◽  
Theodoros A. Katsoulas
Keyword(s):  
Risk Factors ◽  
Literature Review ◽  
Systematic Literature Review ◽  
Police Officers ◽  
Risk Of Bias ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Police Personnel ◽  
Meta Analyses

BACKGROUND: Stress is common among police personnel leading to several negative consequences. OBJECTIVE: We performed a systematic literature review to identify risk factors for stress among police officers. METHODS: We searched PubMed and Scopus electronic databases through to July 2018 and we conducted this review according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement. The Newcastle-Ottawa scale was used for studies quality assessment. RESULTS: After selection, 29 cross-sectional studies met the inclusion criteria and included in the review. The average quality of studies was low since no study was rated as having low risk of bias, three studies (10.3%) as moderate risk and 26 studies (89.7%) were rated as having high risk of bias. Stress risk factors were summarized in the following categories: demographic characteristics; job characteristics; lifestyle factors; negative coping strategies and negative personality traits. CONCLUSIONS: Identification of stress risk factors is the first step to create and adopt the appropriate interventions to decrease stress among police personnel. The early identification of police officers at higher risk and the appropriate screening for mental health disorders is crucial to prevent disease and promote quality of life.

The Importance of Merit Principles for Civil Service Systems: Evidence from the U.S. Federal Sector

2021 ◽  
pp. 0734371X2110260
Author(s):  
Gene A. Brewer ◽  
J. Edward Kellough ◽  
Hal G. Rainey
Keyword(s):  
Turnover Intentions ◽  
Civil Service ◽  
Quality Of Work Life ◽  
Federal Employees ◽  
Federal Sector ◽  
Quality Of Work ◽  
The Status ◽  
Unit Output ◽  
The U.S

Merit principles have served as central tenets of the U.S. civil service system since the late 19th Century, but in recent decades reforms have been proposed and implemented that weaken central aspects of merit. This makes it important to seek evidence about how government employees perceive the status of merit principles and to examine relationships that exist between adherence to merit principles and work in federal agencies. Analysis indicates that federal employees who perceive adherence to merit principles also perceive a better quality of work life, compared to employees who see their agencies as less supportive of merit principles. Employees who perceive greater adherence to merit principles in their organizations report greater general satisfaction with their agencies as workplaces, higher levels satisfaction with leadership and recognition received, lower turnover intentions, and better quality of work unit output.

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