Police stress and personality factors: A conceptual model

Despite the sizeable volume of literature on police stress, little empirical research has been done on the problem, and no studies have accounted for individual differences in response to job stress. This study proposes a model which explains differential response to police stressors according to personality variables of police officers. Specific job stressors are measured by means of a Police Stress Inventory. Through canonical correlation analysis a number of personality traits are identified which correlate significantly with police stress. The personality-stress response model accounted for a sizeable proportion of responses to job stressors given by police subjects.     

Job satisfaction among frontline police officers in China: the role of demographic,work-related,organizational and social factors

This study was intended to add to information about the underinvestigated policing studies in China. The possible impact of demographic characteristics, work-related variables, and organizational management and social variables on police job satisfaction was investigated. Data were collected through a self-report survey administered to a sample of sworn police officers training in a national police university in China (N?=?393). Results indicated that work-related characteristics associated with variety and stress, and organizational variables associated with professional development and peer cohesion were the most important predictors of job satisfaction in this sample of police officers.     

Demographic and workplace characteristics which add to the prediction of stress and job satisfaction within the police workplace

Much research has been conducted into aspects of the police workplace that contribute to stress for individual officers. The current paper examines the influence of worksplace and job characteristics on both officers' stress and their job satisfaction. Police officers recruited from two divisions of an Australian state police service (n=749) were surveyed. Results show that there was a positive relationship between organizational support and job satisfaction and a negative relationship between organizational support and job stress. Difficulty in dealing with organizational change led to lower job satisfaction and higher levels of job stress. Working long hours led to increased job stress but it did not lead to lower job satisfaction. In contrast, shiftwork led to lowered job satisfaction but it did not lead to job stress. Of particular interest in this study was the finding that the job content factor of dealing with dangerous and unpredictable duties was not predictive of job stress but in fact led to higher job satisfaction. Authors' Note: Jeremy Davey, DipT, Bed, Med, is Deputy Director, Centre for Accident Research and Road Safety, School of Psychology and Counselling, Queensland University of Technology, Beams road, Carseldine, Qld 4034, Australia.     

Force,Stress, and Decision-Making Within the Belgian Police: the Impact of Stressful Situations on Police Decision-Making

Stress and fear are inevitable aspects of the police job and may have a large impact on police officers’ decision-making process. Many studies have explored how stress and fear may influence assessments of police officers, especially with regard to the use of force. This article aims to contribute to this research domain by reporting the findings from two empirical studies among Belgian police officers: a quantitative study of police officers’ attitudes towards and experiences with the use of force and a qualitative study on the influence of stress and emotions on officers’ decision-making and assessment abilities and accuracy of shooting. Both studies confirmed that stress and fear are often present in Belgian police practice. One of the main findings is that Belgian police officers are anxious about the consequences of their actions because they know they will be held accountable for them. The pressure that results from this accountability can make it even more difficult for police officers to react to stressful situations. Therefore, we need to look for the right balance in this difficult position, by providing tools that support police officers in making daily decisions, and help them do their job as effectively as possible.     

The Influence of Violent Victimisation on Police Officers’ Organisational Commitment

Previous research found job stressors and social resources to be consistent predictors of organisational commitment across occupations. Surprisingly, to date, stressors that are rather specific to police officers’ jobs have rarely been explored in this context. The present study addresses this topic by investigating the influence of directly experienced civilian-related violence on organisational commitment in police staff. As social resources are considered to buffer the negative effects of job stressors on organisational commitment, such an effect was also expected regarding violent victimisation. Additionally, the study raised the question of whether the same influence factors of organisational commitment can be found for male and female police officers. Data were collected from 1,931 German patrol police officers. Results indicated a decrease of organisational commitment following experiences of violent victimisation during the last 12 months. In line with expectations social resources (group cohesiveness, immediate supervisor support) were shown to have a commitment-enhancing effect with group cohesiveness also buffering experiences of violent victimisation. Additionally, evidence yielded that social support from immediate supervisors mediates the relationship between organisational stressors and organisational commitment. In case of gender-specific influence factors no significant differences could be found.     

Job Stress,Job Involvement,Job Satisfaction,and Organizational Commitment and Their Associations with Job Burnout Among Indian Police Officers: a Research Note

Job burnout can negatively impact individual officers, the organization that employs the burned out officers, citizens with whom these officers directly interact, and the community more broadly. The vast majority of the empirical research on burnout has been based on Western police officers. The present study extends our understanding of the associations that job stress, job involvement, job satisfaction, affective commitment, and continuance commitment have with the three dimensions of burnout (emotional exhaustion, depersonalization, and a reduced sense of accomplishment) among Indian police officers. Ordinary least square (OLS) regression analysis was used to examine survey data from 827 police officers in the Sonipat and Rohtak districts of the Indian state of Haryana using a systematic random sample. The findings indicate that job involvement and job satisfaction were associated with lower levels of all three dimensions of burnout. Job stress was associated with emotional and reduced accomplishment burnout. High affective commitment was associated with lower levels of a reduced sense of personal accomplishment, while continuance commitment was associated with higher levels of emotional and depersonalization burnout. The results suggest that job stress, job involvement, job satisfaction, affective commitment, and continuance commitment have effects on burnout among Indian officers, as has been found among Western officers. As such, police scholars and administrators should focus on reducing job stress and continuance commitment and increasing job involvement, job satisfaction, and affective commitment among officers.     

Women in Law Enforcement: Subverting Sexual Harassment with Social Bonds

Female law enforcement officers who have strong social bonds with their colleagues can reduce the effect that sexual harassment has on job satisfaction. Social bond theory was tested to examine the relationship between sexual harassment and job satisfaction in a sample of 109 active-duty male and female police and correctional officers. Law enforcement personnel are thought to be particularly vulnerable to stressors on the job, like sexual harassment, but they can significantly benefit from strong departmental and colleague support. With some progress toward gender equity, this study shows that female officers still face barriers that are linked to this predominantly male-dominated career.     

Voluntary turnover of field operations officers: A test of confluency theory

This article explores classic and contemporary explanations for voluntary police turnover in one of the largest police departments in the Southeast—the Birmingham (Alabama) Police Department (BPD). It specifically tests confluency theory and eight variables associated with job satisfaction as predictors of turnover among field operations officers. Confluency theory, an untested theory, attributes police turnover to an absence of preemployment job awareness and to incongruencies between job expectations and job realities. Results from a survey of 232 current officers and 60 former officers disagreed with conventional wisdom and the majority of turnover research findings. Former BPD officers were generally more satisfied with their jobs in BPD than current officers. Logistic regression further indicated that confluency theory and the job satisfaction variables investigated are poor predictors of field operations officers who leave the BPD.     

Organizational stressors and police performance

This study examines the impact organizational stressors have on police performance. Evidence on police stress is mixed whether or not the nature of police work is inherently stressful. A growing body of research suggests police officers are no more stressed than other groups and police work is not especially stressful. Instead, organizational stressors may be a greater source of stress due to various structural arrangements, policies and practices. This cross-sectional study uses survey data (n = 461) from two large urban police departments in Michigan and New Jersey. Multiple regression predicts lower performance as perceived stressors increase and paired-sample t test reveals organizational stressors are significantly different from operational stressors. The results imply the need for structural changes in police organizations. Future research should examine police performance in smaller and mid-size police agencies as well as suburban and rural agencies and widen the participant pool to include superior officers and civilian personnel.     

A research note on the association between work–family conflict and job stress among Chinese prison staff

Job stress, which has been found to have numerous negative effects on U.S. correctional staff, occurs as a result of stressors in the work environment. Recent research in the U.S. suggests that work–family conflict (e.g. time-based conflict, strain-based conflict, behavior-based conflict, and family-based conflict) may contribute to job stress for correctional staff. This exploratory study examined how different dimensions of work–family conflict were associated with job stress by surveying 322 staff at 2 Chinese prisons, 1 for male inmates and 1 for female inmates, in Guangzhou. An Ordinary Least Squares regression equation was computed with the job stress index as the dependent variable, and the personal characteristics (i.e. age, tenure, gender, educational level, and marital status) and the four work–family conflict variables as the independent variables. The independent variables explained about 49% of the observed variance in the job stress variable. The personal characteristics, time-based conflict, and family-on-work conflict did not have a statistically significant association with job stress in the multivariate analysis, but both strain-based conflict and behavior-based conflict had negative associations.     

A Qualitative Assessment of Stress Perceptions Among Members of a Homicide Unit

Existing research on stress among police assumes the presence of uniform stressors across job roles and borrows upon generic stress instruments to tap stress types and levels. The present study draws upon interviews with 26 members of a metropolitan homicide unit to provide an inductive vantage point on stress perceptions within a specialized area of policing. We provide evidence that the occupational and organizational forms of stress detailed by these officers are shaped largely by the unique nature of homicide work. Among the unique task-related stressors observed include the complexities of homicide crime scenes, time pressures, cases assignment factors, paperwork demands, and long-term ownership over individual case files. A series of structural issues from both within and outside the police agency are identified as organizational stressors unique to homicide work. We conclude with a proposed theory of homicide investigator stress and implications for future research.     

General job stress and job-specific stress in juvenile correctional officers

Measures of general job stress (Job Stress Index—JSI; Sandman, 1992) and appraisal of specific job-related stressors (SSOSQ; Anson et al., 1997) were administered to 413 juvenile correctional officers (JCOs) and to eighty-four of their supervisors. JCOs evaluated their work environment as more stressful on the JSI than workers in the normative sample on every job stress dimension except ‘time pressure’. The highest stress intensity score was in the area of ‘competence of others’, however, the highest score relative to workers in other vocations was for ‘physical demands and danger’. JCOs who had been employed longer and had higher educational attainment had higher JSI scores; no JSI differences were found as a function of JCO race or gender. Supervisor rankings of sources of stress for themselves were virtually identical to those of JCOs, although overall stress intensity ratings were significantly lower for supervisors. On the more job-specific SSOSQ, lack of support by agency, long hours, and inadequate tools for the job eclipsed physical danger as stressors. On this measure, non-Caucasians and those with longer tenure on the job had higher stress scores, particularly in the area of physical danger; females versus males reported higher stress stemming from lack of support by agency and everyday job duties. Supervisors rated JCOs' work environment as more stressful than JCOs did themselves, but rankings of stressors by JCOs, supervisors, and by adult officers in Anson et al.'s sample were not significantly different, indicating generalizability to a wide range of correctional settings. Findings are discussed in terms of implications for development of stress management interventions oriented around increasing officers' autonomy and sense of control.     

The social dimensions of correctional officer stress

Based on a survey of line staff in a southern correctional system, we analyzed how various stressors, coping factors, and status characteristics influenced three types of stress: work stress, job dissatisfaction, and life stress. The stressors of role problems and perceived dangerousness were positively related to multiple forms of stress. While supervisory support mitigated both work stress and job dissatisfaction, the effects of other coping factors were variable. Black and educated officers had higher levels of dissatisfaction, while female officers experienced more stress on the job. Taken together, the independent variables in our framework accounted for a large amount of the variance of work stress, a moderate amount of job dissatisfaction, and a relatively low amount of life stress. Apart from the specific findings, the data suggest that theoretical models of officer stress must incorporate coping factors and specify how the dimensions of an officer's occupational role and personality differentially impact on distinct types of stress.     

Organizational Climate, Perceived Citizen Support, and Job Satisfaction of Police Officers: Findings from the Post-Grand Reform Era in South Korea

Two major police reforms were introduced in South Korea in 1991 and 1999 to help bring about a shift from a colonial style of policing to a form more prevalent in developed economies pursuing the rule of law, observance of human rights, and the practice of democratic policing. We conclude that the findings from the present study, drawing on a survey of a national sample of 406 South Korean police officers, offer modest support for the efforts of the Grand Reform in its impact on police officers?? satisfaction with promotion and salary and benefits. While few demographic characteristics, with the exception of age and years of experience, were associated with job satisfaction, there is strong evidence for the relationship between organizational characteristics and job satisfaction. Management support and perceived citizen support of police are associated with both measures of satisfaction, promotion and salary/benefits, while the police officers?? relationship with their supervisors is less than stellar. Finally, officers who believe that the primary operating philosophy of the police is to serve the government appear to be satisfied with their jobs relative to their opportunity for promotion, which is perhaps a more critical measure for them than salary and benefits, reflecting the presence of a police organizational climate that is still rooted in the historical military culture of Korean police. The findings from this study suggest that more efforts are warranted in improving organizational climate if officers are to believe their primary goal is to serve the citizen, a fundamental element of democratic policing.     

General strain theory,exposure to violence,and suicide ideation among police officers: A gendered approach

PurposeA wide body of research has demonstrated that police officers are profoundly affected by their exposure to violence and the traumatic events viewed commonly as part of their job duties. Faced with stress, officers learn to adapt by incorporating coping techniques.MethodsThe current study utilizes Agnew's general strain theory to explain occurrences of the most dangerous maladaptive coping technique: suicide ideation. Male and female police officers from three large cities in Texas were surveyed (n = 1,410).ResultsThe present study utilizes logistic regression techniques, finding that strain has a positive and direct effect on male officers suicide ideation risk, but not for female police. Moreover, depression has a mediating effect on strain and suicide ideation for both genders.ConclusionsSome critical differences in suicide ideation outcomes between male and female police officers are reported. Policy implications concerning retention and recruiting are also discussed.     

Demeanor,sex, and race in police processing

Recent increases in arrests of women have stimulated much controversy about the causes and extent of female crime and created much speculation about the differential treatment of female offenders by police officers. This article reports an empirical study of police processing of female offenders. During September–December 1978, 282 questionnaires were completed by police officers and detectives in a large, metropolitan area in a southeastern state. Each officer was asked to indicate a police decision in five hypothetical situations which varied by types of offense, race of the offender, sex of the offender, and demeanor of the offender. An analysis of the responses of the police officers indicates that decisions of police are not contingent on the sex and race of the offenders. The major variables in determining how police officers will respond are the nature of the offense and the manner in which the offender behaves when confronted by the officer.     

Coping with Work Stress in Police Employees

Present study endeavored to investigate the role of coping in work stress of police employees. A 3 × 2 factorial design with three levels of job hierarchy (officers, sub-inspectors, and constables) and two levels of job tenure [short job tenure (0–10 year) and long job tenure (above 10 year)] was used in present study. A total of 240 police personnel from Gorakhpur Zone (India) participated as respondents. Objective Work Stress Scale, Feeling of Work Stress Scale (Cooper 1983), and Coping Scale (Carver et al. 1989) were used to determine the level of work stress and coping of the police employees. ANOVA results revealed that the level of work stress varied across different groups of police personnel. More specifically, objective work stress was found greater in sub-inspectors than constables and officers while constables reported more feeling of work stress than sub-inspectors and officers, respectively. Furthermore, the different groups of police personnel differed on various forms of coping response, in which officers used more active- and adaptive-related coping strategies than sub-inspectors and constables, respectively. Contrary to this, constables used more maladaptive coping strategies than sub-inspectors and officers. Correlation results evinced that active- and adaptive-related coping responses have an inverse link with work stress, whereas maladaptive coping responses have a positive relationship with work stress. Findings have been discussed in the light of organizational and personal factors.     

Religiosity and stress for police officers

Much of the research which has been conducted to date regarding stress and police officers has focused on identifying the presence of stress, associating stress with specific stressors, and comparing levels of stress between police officers and members of other professions. This project focused on the influence of one potential mediator of stress—religious activity. Data were collected from a population of law enforcement officers from a medium sized city and from a comparison group of firefighters from the same city. The data indicate that religiosity has two factors (1) traditional beliefs and activities and (2) religious satisfaction and perceived influence of religion on subject’s everyday lives. The second factor was found to be negatively related to stress for police officers. As religious satisfaction and perceived influence increase, stress increases.     

Swedish Police Officers’ Job Strain,Work-Related Social Support and General Mental Health

This study investigated the association between psychosocial job characteristics and general mental health among police officers and the extent to which social support at work plays a role in this association. The findings are based on a cross-sectional survey. A written questionnaire was assessed by 714 police officers volunteered to participate in the study. The participants completed a series of validated instruments assessing job demand, control and social support at work (JDCS); general mental health (GHQ); and sociodemographic characteristics. High job strain was associated with low levels of work-related social support. Moreover, poor mental health was associated with low levels of work-related social support, active work and high job strain. The joint effect of high job strain and low levels of work-related social support had a significant effect on poor mental health. Work-related social support buffered job strain to some extent. Workforce health promotion policies should attempt to reduce job strain and emphasise the importance of work-related social support. Knowledge about police officers’ general mental health and policymakers’ support for police officers may have positive effects on the performance of the police force.     

The relationship between job status,interviewing experience,gender, and police officers' adherence to open‐ended questions

Purpose. The current study examined whether several factors related to the job and demographic profile of police officers are associated with adherence to best‐practice guidelines when interviewing children. Method. One hundred and seventy‐eight police officers completed a standardized (simulated) interview regarding an allegation of abuse by a 5‐year‐old child. Immediately prior to this interview, details were obtained from the officers' regarding their job status, gender, interview experience, the timing and nature of prior training/supervision, and experience outside the policing profession with young children. Results. The results showed that timing of training was the only factor that related to interview performance. The proportion of open‐ended questions among participants who completed their interviewer training course less than 1 month prior to the simulated interview was better than those who completed the training earlier. Interestingly, the performance of the latter group was identical to that of a group of participants who had not yet received any formal interview training. The implications of the findings are discussed, along with directions for future research.