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What are the personal and work related factors which contribute to a police officer's psychological well-being? This question was examined within a Perceived Quality of Life (PQOL) framework that integrates personality, coping processes and a police officer's positive (beneficial to well-being) and negative (harmful to well-being) work experiences. Structural equation analyses were conducted on questionnaire data obtained from 527 police officers during two related studies. Two structural equation models showed that positive and negative work experiences independently contributed to an officer's PQOL, and that organizational rather than operational experiences were more important. A third model supported these findings, but showed that the personality dimensions of neuroticism and extraversion were the strongest predictors of an officer's PQOL. It was also shown that problem-focused coping resulted in positive work experiences, whereas emotion-focused coping contributed to negative work experiences. Comparisons with other community and occupational groups suggested that police reported relatively favourably levels of psychological well-being. Collectively, these results indicate that policing is not highly stressful, and demonstrate the need for a systemic view in order to understand police officers' psychological responses to their work.Due to the conceptual and methodological problems in the police stress literature (Hart, has left a paucity of information about the extent to which policing is stressful, and has resulted in relatively little being known about the factors which determine perceived quality of life among police officers (perceived quality of life, psychological well-being, and subjective wellbeing are semantic variations of the same concept, and are used interchangeably in this paper). These conceptual and methodological problems include the use of inappropriate measures, a failure to compare police officers with other occupational groups, and the lack of a theoretical framework that explains the relationship between personal and occupational characteristics in determining police officers' psychological responses to their work. Drawing on the dynamic equilibrium theory of stress proposed by Hart et al.

The organisational health framework is a theory‐based approach delineating how key individual and organisational factors interact to determine employee wellbeing and organisational performance. The present review focuses on a particular research model derived from the organisational health framework, and summarises studies that have investigated the applicability of the framework across different occupational groups. In particular, the review focuses on the determinants of employee wellbeing, discretionary performance, and withdrawal behaviour intentions, including the submission of stress‐related workers compensation claims and the use of uncertified sick leave. We also discuss research that links employee wellbeing to performance‐related outcomes, and provide an overview of the major practical implications stemming from the research to date. The consistency of findings across a range of settings demonstrates that the organisational health framework provides a robust evidence‐based approach to the management of employee wellbeing and the prevention of occupational stress.