Emotional labour demands and work engagement in Portuguese police officers

Oliveira, Soraia; Pinto, Ana; Carvalho, Carla; Moura, Rui Coelho de; Santos-Costa, Paulo; Gondim, Sônia Maria Guedes

doi:10.1080/15614263.2022.2098128

Cited by 5 publications

(1 citation statement)

References 72 publications

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“…It is evident that different authors used different labels of engagement. Certain scholars use the label called work engagement (Aldrin and Merdiaty, 2017;Bakker and Demerouti, 2008;Oliveira et al, 2022;Petchsawang and McLean, 2017). Wright and Silva (2022); Walden et al (2017) used the label named job engagement.…”

Section: Meaning Of Engagementmentioning

confidence: 99%

Sri Lanka Navy Through the Voyage of Employee Engagement: An Empirical Study

Iddagoda

Abeysinghe²,

Dissanayake³

2022

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The development of human resource management has alarmed the enhancement of performance outcomes. Employee job performance is one main consequences of employee engagement. Employee engagement is all about employee’s head, heart and hand involvement of his/her job as well as his/her organization. Therefore employee engagement has become a buzz word in the management circles. Other than the employee job performance, engaged employee is loyal, creative, innovative and a good team players. They are the people who take extra effort in-order to achieve the organizational goals. In the military context these characteristics are crucial. Consequently engaged employee is vital to the military context as well. National security, diplomatic relations and Humanitarian Assistance and Disaster Relief (HADR) are the traditional roles of the Army, Navy and Air Force. Sri Lanka due to its island geography, Sri Lanka Navy has an especial responsibility for maritime defence. The Identified research gap is that, there is no empirical evidence about the level of employee engagement in the Sri Lanka Navy. Through a thorough quantitative study, the identified empirical and population gap was bridged. This is a descriptive study. Unit of analysis is individual i.e. officers in Sri Lanka Navy. The sample size is 108 Navy officers. Extent of the researcher interference with the study is minimal. Study setting is non-contrived. Type of investigation is correlation. Cross-sectional is the time horizon of the study. An instrument with 12 statements was used. Reliability of the instrument is also ensured. Actively/highly engaged, engaged, moderately engaged, dis-engaged and actively disengaged are the five levels of employee engagement. The results indicate that the level of employee engagement in the Sri Lanka Navy belongs to level ‘four’ on a five-point scale, which is ‘Engaged’.

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Section: Meaning Of Engagementmentioning

confidence: 99%

Sri Lanka Navy Through the Voyage of Employee Engagement: An Empirical Study

Iddagoda

Abeysinghe²,

Dissanayake³

2022

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Emotional labor, occupational identity and work engagement in Portuguese police officers

Oliveira

Carvalho

Pinto

et al. 2023

The International Journal of Human Resource Management

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Does professional identity mediate the relationship between emotional labour and work engagement? A study with Portuguese police officers

Carvalho,

Pinto,

Oliveira

et al. 2024

International Journal of Police Science & Management

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Police officers work under demanding emotional, psychological and physical circumstances while interacting with victims, criminals and colleagues. They are faced daily with emotional demands to express positive emotions and, at the same time, are required to suppress negative emotions. Consequently, this influences the emotional regulation strategies (i.e., deep- or surface-acting) they choose to use, which impacts their professional identity and work engagement. We conducted a study to understand whether professional identity mediates the relationship between emotional labour (demands and strategies) and work engagement in a sample of Portuguese police officers. For this purpose, we used a set of four self-administered questionnaires: Emotional Work Requirements Scale (EWRS), Emotional Labour Scale (ELS), Social Identity Scale (SIS) and Utrecht Work Engagement Scale (UWES). 924 police officers from the Portuguese Public Security Police (PSP) participated voluntarily. Our results show that there is a mediating effect of professional identity on the relationship between surface-acting strategies, positive emotion expression and negative emotion suppression demands, and work engagement. Professional identity fully mediates the relationship between negative emotion suppression demands and work engagement. Nevertheless, there seems to be no mediating effect of professional identity on the relationship between deep-acting strategies and emotional variety and intensity demands, and work engagement. To the best of our knowledge, no other study has analysed the aforementioned variables in Portuguese police forces. Meaning that our study is ground-breaking, with clear implications. Further research is needed on this subject to understand better the relationship among these variables in the police population.

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Emotional labour demands and work engagement in Portuguese police officers

Cited by 5 publications

References 72 publications

Sri Lanka Navy Through the Voyage of Employee Engagement: An Empirical Study

Sri Lanka Navy Through the Voyage of Employee Engagement: An Empirical Study

Emotional labor, occupational identity and work engagement in Portuguese police officers

Does professional identity mediate the relationship between emotional labour and work engagement? A study with Portuguese police officers

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