Overcoming cop culture? Organizational justice and police officers’ attitudes toward the public

Myhill, Andy; Bradford, Ben

doi:10.1108/13639511311329732

Cited by 182 publications

(179 citation statements)

References 39 publications

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“…Myhill and Bradford (2013) reported a significant relationship between satisfaction with the agency and attitudes towards community policing and attitudes towards serving the public. This is an important link which suggests that job satisfaction experienced by police officers may help foster favourable attitudes towards police legitimacy and thereby citizen cooperation.…”

Section: Discussionmentioning

confidence: 99%

“…In a survey of US officers, Farmer et al (2003) observed that both distributive and procedural fairness had positive associations with job satisfaction. Among British officers, a composite measure of perceptions of organisational fairness had a positive relationship with satisfaction from working at the agency (Myhill and Bradford, 2013). In a study of South Korean officers, distributive justice had a significant positive relationship with job satisfaction (Crow et al, 2012).…”

Section: Job Satisfactionmentioning

confidence: 99%

“…In spite of the fact that organisational justice might play an important role in shaping the job satisfaction of police officers, there has been surprisingly little research in this area (Myhill and Bradford, 2013); however, the limited research to date suggests that fairness does influence job satisfaction of officers. In a survey of US officers, Farmer et al (2003) observed that both distributive and procedural fairness had positive associations with job satisfaction.…”

Section: Job Satisfactionmentioning

confidence: 99%

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Organisational justice’s relationship with job satisfaction and organisational commitment among Indian police

Qureshi¹,

Frank

Lambert

et al. 2016

The Police Journal: Theory, Practice and Principles

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The concept of justice plays an important role in shaping the attitudes of citizens towards criminal justice agencies. Additionally, research indicates that police officers' perceptions of justice within their own organisation can affect their attitudes towards it. Most of the research to date has focused on police officers in Western nations; however, the effects of organisational justice could be universal (i.e. cut across different police agencies and nations) or contextual (i.e. vary between cultures). The current study examined the association between perceptions of two dimensions of organisational justice, distributive (fairness in outcomes) and procedural (fairness in procedures/processes), with job satisfaction and organisational commitment among Indian police officers. Ordinary least squares (OLS) regression analysis of survey data collected from 827 officers stationed in the Sonepat and Rohtak districts in the north Indian state of Haryana indicated that perceptions of distributive justice and procedural justice (in terms of promotions and evaluations) had significant positive relationships with both job satisfaction and affective organisational commitment. The findings support the contention that perceptions of organisational justice have important effects on Indian police officers.

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Section: Discussionmentioning

confidence: 99%

Section: Job Satisfactionmentioning

confidence: 99%

Section: Job Satisfactionmentioning

confidence: 99%

See 1 more Smart Citation

Organisational justice’s relationship with job satisfaction and organisational commitment among Indian police

Qureshi¹,

Frank

Lambert

et al. 2016

The Police Journal: Theory, Practice and Principles

View full text Add to dashboard Cite

show abstract

“…Dans le contexte policier, quelques rares études soulignent globalement les effets positifs de la justice sur différentes variables comme la satisfaction, l'implication organisationnelle et la performance (Myhill et Bradford, 2013;Tyler et al, 2007;Farmer, Beehr et Love, 2003).…”

Section: La Justice Organisationnelleunclassified

Le rôle médiateur de l’engagement au travail dans la relation entre la justice organisationnelle et les comportements de citoyenneté : le cas de la police française

Molines

Fall

2017

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Tous droits réservés © Département des relations industrielles de l'Université Laval, 2016Ce document est protégé par la loi sur le droit d'auteur. L'utilisation des services d'Érudit (y compris la reproduction) est assujettie à sa politique d'utilisation que vous pouvez consulter en ligne.https://apropos.erudit.org/fr/usagers/politique-dutilisation/ Cet article est diffusé et préservé par Érudit.Érudit est un consortium interuniversitaire sans but lucratif composé de l'Université de Montréal, l'Université Laval et l'Université du Québec à Montréal. Il a pour mission la promotion et la valorisation de la recherche. Résumé de l'article Les questions de justice et d'équité demeurent une préoccupation majeure pour les salariés. Or, les formes de justice organisationnelle ont des effets différenciés sur les comportements de citoyenneté organisationnelle. Dans cet article, nous nous sommes intéressés au rôle médiateur de l'engagement au travail. En nous appuyant sur le modèle des exigences et des ressources de l'emploi (Demerouti et al., 2001), nous proposons un modèle intégrateur qui soutient que la justice organisationnelle perçue joue le rôle de ressource de l'emploi et favorisera l'engagement au travail qui, à son tour, va encourager les comportements de citoyenneté. Nous supposons ainsi que les différentes formes de justice ont des propriétés motivantes qui conduisent à un haut niveau d'engagement au travail et, en conséquence, un niveau de performance extra rôle élevé. Notre étude permet de mettre en lumière le processus motivationnel, au travers de l'engagement au travail, entre les différentes formes de justice perçues et les comportements de citoyenneté organisationnelle.Cette recherche porte sur le contexte spécifique de la police française qui, avec la mise en place de nouveaux outils de management, se heurte à une problématique inédite d'équité, et non plus d'égalité. C'est à notre connaissance, la première étude, en France, à examiner les problématiques de justice dans le contexte de la police française. Les résultats, provenant d'un échantillon de 718 fonctionnaires de police, indiquent que le dévouement des policiers est la dimension de l'engagement au travail qui explique le mieux les effets des dimensions de la justice organisationnelle, telle que perçue par eux, sur leurs comportements de citoyenneté organisationnelle. Les implications en termes de pratiques RH dans la police sont ensuite discutées.Le rôle médiateur de l'engagement au travail dans la relation entre la justice organisationnelle et les comportements de citoyenneté : le cas de la police française

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“…Working in accordance with the dominant office culture was also highlighted as an external force that influenced how practitioners treated parents during IPA practice. This finding reflects the extant procedural justice literature, which highlights the role of organisational culture in encouraging people to enact procedural justice (Colquitt et al, 2001;Myhill & Bradford, 2013). It was also discussed in chapter seven that professional frameworks and strengthbased orientations to practice could also support the enactment of procedural justice during IPA.…”

Section: Practitioners As Providers Of Procedural Justice To Parentsmentioning

confidence: 49%

Collaborative practice in statutory in child protection practice: Parental agreements and procedural justice

Venables¹

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Internationally, there is a growing trend to introduce alternative pathways for children and their families involved with statutory child protection systems. These alternatives focus on developing partnerships with families in order to promote children's safety and well-being within their homes. The form that alternative pathways take varies by jurisdiction.In Queensland (Australia), where this study takes place, the State Government has identified the use of parental agreements to be the least intrusive option available to the child protection authority when a child has been substantiated, via a full investigation, as in need of protection. These agreements are known as 'Intervention with Parental Agreement' (IPA) and allow for the statutory authority to work in partnership with families to address child protection concerns, without the use of a court order. Little is known about how IPA occurs and the extent to which its collaborative ethos is realised in practice.This study aims to provide a detailed understanding of collaborative practice in statutory child protection, using the example of IPA. The study has a key focus on procedural justice, that is the quality of treatment that people receive from an authority during decision-making processes (Tyler, 2006). Using a two-phase, qualitative methodology the study explores the perspectives of practitioners and parents involved in IPA practice.Phase one involved semi-structured interviews with 33 practitioners from the Queensland child protection authority, tertiary family support services and a service responsible for providing cultural guidance in cases that involve Aboriginal and Torres Strait Islander families. Phase two of the study involved semi-structured interviews with four parents. The interviews captured their unique experience of being subject to IPA, with a focus on their procedural justice judgements.The findings of the study indicate that the crisis-driven nature of statutory child protection in conjunction with the dominance of a risk-adverse culture is perceived by practitioners to be a barrier to collaborative practice. However, the local office culture within branch offices of the child protection authority and relationship-driven models of practice were found to facilitate collaboration in IPA practice.In particular, the nature and quality of three key partnerships of practice was found to shape how IPA practice occurred. These partnerships are: intra-agency partnerships, particularly those between statutory officers at the branch office level; inter-agency 2 partnerships; and those between practitioners and parents. The findings highlight that each of these partnerships are characterised by hierarchical relationships between the different stakeholders. Within all three of these partnerships, procedural justice emerged as an important factor for facilitating positive and collaborative working partnerships. This demonstrated that procedurally fair treatment is important to both parents and practitioners during IPA practice.All of the p...

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Overcoming cop culture? Organizational justice and police officers’ attitudes toward the public

Cited by 182 publications

References 39 publications

Organisational justice’s relationship with job satisfaction and organisational commitment among Indian police

Organisational justice’s relationship with job satisfaction and organisational commitment among Indian police

Le rôle médiateur de l’engagement au travail dans la relation entre la justice organisationnelle et les comportements de citoyenneté : le cas de la police française

Collaborative practice in statutory in child protection practice: Parental agreements and procedural justice

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