Assessing the Interrelationships between Perceptions of Impact and Job Satisfaction: A Comparison of Traditional and Community-Oriented Policing Officers

2000 ◽  
Vol 2 (1) ◽  
pp. 47-72 ◽  
Author(s):  
Brian A. Lawton ◽  
Matthew J. Hickman ◽  
Alex R. Piquero ◽  
Jack R. Greene
Keyword(s):  
Job Satisfaction ◽  
Community Oriented Policing

An Evaluation of a Community-Oriented Policing Program in Taiwan

2017 ◽  
Vol 62 (7) ◽  
pp. 2016-2044 ◽  
Author(s):  
Shih-Ya Kuo ◽  
Yuan-Chin Shih
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Interrupted Time Series ◽  
Performance Outcomes ◽  
Community Safety ◽  
Rank Test ◽  
Police Performance ◽  
Community Oriented Policing ◽  
Signed Rank Test ◽  
Crime Clearance

This study was conducted to evaluate the effect of a community-oriented policing (COP) by documenting results for 16 quantitative outcome variables, including crime incidents, crime clearance, residents’ subjective feelings regarding police performance and community safety, and job satisfaction among police officers. The statistical techniques used to analyze the data involved ARIMA interrupted time series, t tests, the Wilcoxon paired signed-rank test, and Pearson’s correlation. The quantitative results observed indicated that the program had a positive effect on resident’s perceptions for some police performance outcomes and for job satisfaction among police officers. However, there was only a minimal program effect on crime occurrence, crime clearance, and residents’ perceptions of crime. Using a combination of review of prior research and qualitative interview data collected from 10 local stakeholders, we provided insightful informed actor-based and temporal contextual explanations for the unexpected quantitative findings.

Quality over Quantity: Assessing the Impact of Frequent Public Interaction Compared to Problem-Solving Activities on Police Officer Job Satisfaction

2018 ◽  
Vol 14 (2) ◽  
pp. 526-541
Author(s):  
Victoria A Sytsma ◽  
Eric L Piza
Keyword(s):  
Job Satisfaction ◽  
Problem Solving ◽  
Police Officer ◽  
Police Officers ◽  
Primary Response ◽  
Job Assignment ◽  
The Public ◽  
Calls For Service ◽  
Community Oriented Policing ◽  
The Impact

Abstract Research outside the field of policing has shown that job satisfaction predicts job performance. While policing research has demonstrated performing community-oriented policing (COP) activities generally improves police officer job satisfaction, the mechanism through which it occurs remains unclear. This study contributes to the community-policing literature through a survey of 178 police officers at the Toronto Police Service. The survey instrument measures the mechanism through which job satisfaction is impacted. Results indicate that primary response officers are more likely to be somewhat or very unsatisfied with their current job assignment compared with officers with a COP assignment—confirming what previous research has found. Further, those who interact with the public primarily for the purpose of engaging in problem-solving are more likely to be very satisfied with their current job assignment compared with those who do so primarily for the purpose of responding to calls for service. Engaging in problem-solving increases the odds of being very satisfied in one’s job assignment, and the combination of frequent contacts with the public and problem-solving is less important than problem-solving alone. The implications of the study findings for COP strategies are discussed.

The Quality of Teacher Work Life Survey: A Measure of Teacher Stress and Job Satisfaction

1989 ◽  
Vol 21 (4) ◽  
pp. 165-176 ◽  
Author(s):  
Dennis M. Pelsma ◽  
George V. Richard ◽  
Robert G. Harrington ◽  
Judith M. Burry
Keyword(s):  
Job Satisfaction ◽  
Teacher Stress ◽  
Work Life ◽  
Teacher Work

Instrumentality and Expressiveness at Work

2014 ◽  
Vol 58 (3) ◽  
pp. 111-124 ◽  
Author(s):  
Sonja Sobiraj ◽  
Sabine Korek ◽  
Thomas Rigotti
Keyword(s):  
Job Satisfaction ◽  
Work Roles ◽  
Professional Work ◽  
Gender Typicality ◽  
Positive Effects ◽  
Male Dominated ◽  
Role Demands

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

"Job satisfaction reconsidered": Reconsidered.

1978 ◽  
Vol 33 (9) ◽  
pp. 854-855 ◽  
Author(s):  
Edwin A. Locke
Keyword(s):  
Job Satisfaction
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