Policing in pandemic: Is perception of workload causing work–family conflict, job dissatisfaction and job stress?

Sadiq, Misbah

doi:10.1002/pa.2486

Cited by 60 publications

(53 citation statements)

References 53 publications

(69 reference statements)

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“…There have been a few speculative papers from the perspective of police working in crisis ( Papazoglou et al , 2020 ), the probable impact on police services of the current pandemic ( Kniffin et al , 2021 ; Drew and Martin, 2020 ; Mehdizadeh and Kamkar, 2020 ) and perceptions of workload impacts ( Sadiq, 2020 ). Others have sought to consider the COVID-19 pandemic in the context of previous disasters and public health emergencies, either by systematic review ( Laufs and Waseem, 2020 ) or by suggesting the possible implications for police resilience and stress ( Stogner et al ., 2020 ).…”

Section: Introductionmentioning

confidence: 99%

Policewomen’s Experiences of Working during Lockdown: Results of a Survey with Officers from England and Wales

Fleming

Brown

2021

Policing: A Journal of Policy and Practice

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Policing is a high-stress occupation requiring emotional management when facing job-related violence, threats to safety and well-being, work-life disruption, and unpredictable hours. A national health pandemic coupled with public order and restraint imperatives has compounded the levels of stress in policing. In the UK, new working patterns have been negotiated to manage the constraints of a different working environment during COVID-19. Using a self-administered survey, this article explores the experiences of 473 female police officers working during the first lockdown in 2020. The article shows that the COVID-19 preventative measures forced police services to navigate new and varied working patterns for their employees. Previous resistance to flexible working practices in policing was put aside as police services sought to manage the virus in its own ranks as well as policing the public. Preliminary findings suggest that officers working from home were more likely to feel satisfied with management responses compared with those working on the front line, although negative attitudes from colleagues and management towards those working from home were present. Those not working from home reported higher levels of stress related to their Force’s lack of communication with them about their welfare.

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Section: Introductionmentioning

confidence: 99%

Policewomen’s Experiences of Working during Lockdown: Results of a Survey with Officers from England and Wales

Fleming

Brown

2021

Policing: A Journal of Policy and Practice

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“…The ongoing outbreak of COVID-19 is a threat to global health and international economic [57], which has dramatically affected several areas of everyday life, including family, education, and work [1][2][3]. With respect to the latter, changes concerned the labor market (e.g., job loss and increasing unemployment) [58], work practices (e.g., remote work and virtual teamwork) [57], the accentuation of traditional risk factors (e.g., increased workload, job insecurity, and work-family conflict) as well as the emergence of new ones (e.g., social distancing and workplace loneliness) [57,[59][60][61][62].…”

Section: Discussionmentioning

confidence: 99%

The Perceived Risk of Being Infected With COVID-19 at Work, Communication, and Employee Health: A Longitudinal Application of the Job Demands-Resources Model

Falco¹,

Girardi²,

Carlo³

et al. 2021

Preprint

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The perceived risk of being infected at work (PRIW) with COVID-19 represents a potential risk factor for workers during the current COVID-19 pandemic. In line with the job demands-resources (JD-R) model applied to safety at work, in this longitudinal study we propose that PRIW can be conceptualized as a job demand, whereas communication (i.e., the exchange of good-quality information across team members) can be conceived as a job resource. Accordingly, we hypothesized that PRIW at Time 1 (T1) would positively predict psychophysical strain at Time 2 (i.e., four months later). Furthermore, we hypothesized that communication at T1 would negatively predict psychophysical strain at T2. Overall, 297 workers took part in the study. The hypothesized relationships were tested using multiple regression analysis. Results supported our predictions: PRIW positively predicted psychophysical strain over time, whereas communication negatively predicted psychophysical strain over time. Also, results did not change after controlling for age, gender, and type of contract. Overall, this study suggests that PRIW and communication can be considered as a risk and a protective factor for work-related stress, respectively. Hence, to promote more sustainable working conditions, interventions should encourage organizations to optimize the balance between job demands and job resources related to COVID-19.

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“…In addition, the workload of civil servants, such as the police, has risen sharply in dealing with public health emergencies. The rapid growth of work pressure has caused huge work-life conflicts, which has increased dissatisfaction with the job (Sadiq 2020).…”

Section: Service-intensive Industriesmentioning

confidence: 99%

Risk Management: Exploring Emerging Human Resource Issues during the COVID-19 Pandemic

Zhong

Ding

et al. 2021

JRFM

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The unanticipated coronavirus disease 2019 (COVID-19) pandemic has hit global business heavily, disrupting the management of human resources across numerous industries. More than 500 articles (indexed in Scopus and the Web of Science) on the impact of the COVID-19 outbreak on emerging human resources issues and related practices were published from 1 January 2020 to 31 January 2021. In this study, we conduct a systematic literature review on emerging studies in the business and management field to explore what the emerging human resource issues are during the COVID-19 pandemic and propose related practices to solve these issues. The analysis of the published literature identifies nine main human resource issues across 13 industries. The findings of this study suggest that COVID-19 has enormous impact on conventional human resource management and requires the theoretical and empirical attention of researchers. The propositions nominate related human resource practices to deal with emerging human resources issues and identify several research venues for future studies in this field.

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Policing in pandemic: Is perception of workload causing work–family conflict, job dissatisfaction and job stress?

Cited by 60 publications

References 53 publications

Policewomen’s Experiences of Working during Lockdown: Results of a Survey with Officers from England and Wales

Policewomen’s Experiences of Working during Lockdown: Results of a Survey with Officers from England and Wales

The Perceived Risk of Being Infected With COVID-19 at Work, Communication, and Employee Health: A Longitudinal Application of the Job Demands-Resources Model

Risk Management: Exploring Emerging Human Resource Issues during the COVID-19 Pandemic

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