Predictors of job satisfaction among police officers: Does personality matter?

Miller, Holly A.; Mire, Scott; Kim, Bitna

doi:10.1016/j.jcrimjus.2009.07.001

Cited by 89 publications

(108 citation statements)

References 24 publications

(42 reference statements)

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“…Perhaps individuals seek less demanding jobs; less distressing occupations; more flexible hours; work overload; and conflicting or grueling work demands, among others, contribute to officers' decision to resign [9]. As such, attrition should decrease in times when employment is scarce and increase when employment opportunities abound elsewhere.…”

Section: Competition From Other Professionsmentioning

confidence: 99%

“…As such, attrition should decrease in times when employment is scarce and increase when employment opportunities abound elsewhere. [9] found that minority applications for hire increased as a direct result of rises in the unemployment rate.…”

Section: Competition From Other Professionsmentioning

confidence: 99%

“…Law enforcement is undoubtedly one of the most stressful jobs available [9]. However, other jobs-such as air traffic controllers, journalists, and building constructors-have been shown to be equally stressful, if not more so, to those doing them, than policing, though these professions have not demonstrated similar struggles with attrition [10].…”

Section: Competition From Other Professionsmentioning

confidence: 99%

“…Stress is, itself, a contributor to attrition rates. Moreover, the cultivation of a generally welcoming agency environment is a major contributor to retention; for example, one study found that poor work conditions and bad management were stronger influencing factors for work-related stress than police officers' exposure to violence or human misery [9,10], among others, Storch and Panzarella, Newman and Rucker-Reed). The support one gets from his or her colleagues-while certainly not as critical as that from his or her supervisor-is associated with job satisfaction and the intent to voluntarily resign [1,10].…”

Section: Devaluationmentioning

confidence: 99%

“…Several factors contribute to this, but poor fit between the employee and the employing agency appear to be perhaps the strongest in the early period of an officer's career [5]. Beyond the basic match between minimum skills required and the individual's attributes, job satisfaction-defined as a positive appraisal of one's job or experiences-has been shown to be a critical dimension of the decision to remain on the job [1,9]. Some findings have found only moderate relationships between the two, but others have demonstrated a much stronger correlation.…”

Section: Poor Job-person Fitmentioning

confidence: 99%

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Four Ways Forward

Blount¹

2017

Review Pub Administration Manag

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This is an evaluation and analysis of attrition in South Carolina police departments. The purpose of the report is to gain clarity on possible causes of attrition and offer potential approaches to mitigating and/or eliminating a current and future issue that may have adverse implications on both quantitative and qualitative services rendered by departments across South Carolina. It then proposes four ways in which departments might be capable of increasing their recruitment to restore legitimacy.This analysis is based on data from two surveys-the Law Enforcement Management and Administration Statistics and Census of State and Local Law Enforcement Agencies surveys-collected and made available by the US Bureau of Justice Statistics between 2007 and 2013. Three measures of attrition are used: (1) retention/attrition rates, (2) replacement rates, (3) and civilian-to-officer ratios. Additionally, demographic representation is also examined (e.g. female, minority or nonwhite, educational background, pay rates, etc.). Tables containing this information can be found in the appendix.

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Section: Competition From Other Professionsmentioning

confidence: 99%

Section: Competition From Other Professionsmentioning

confidence: 99%

Section: Competition From Other Professionsmentioning

confidence: 99%

Section: Devaluationmentioning

confidence: 99%

Section: Poor Job-person Fitmentioning

confidence: 99%

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Four Ways Forward

Blount¹

2017

Review Pub Administration Manag

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An Interview Study of the Experiences of Police Officers in Regard to Psychological Contract and Wellbeing

Duran

Woodhams

Bishopp

2018

J Police Crim Psych

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In this paper, it is argued that the psychological contract (PC) could provide rich insights into the understanding of employee and employer relations within the police and the stress and wellbeing of officers. Eighteen semi-structured interviews were conducted with active, full-time police officers and these were analysed using framework analysis. More than 100 base-units of meaning were identified which were categorised into six main themes namely 'Motivation', 'Mutual obligations', 'Stressors', 'Negative consequences', 'Mediators' and 'Positive impact of the job'. From the interviews, it was apparent that some officers are experiencing PC breach and that this was having a negative impact on their wellbeing. These findings are considered and avenues for improving the situation are discussed.

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