Статті в журналах: "Police, Private Job stress"

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Zakaria, Sabarudin, and Arnifa Asmawi . "Work Responsibilities Stress among Academicians in Private Universities in Malaysia." Journal of Education and Vocational Research 6, no. 2 (June 30, 2015): 42–47. http://dx.doi.org/10.22610/jevr.v6i2.187.

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Increasing numbers of private universities in Malaysia has caused a great competition and expectation that forces the education providers to offer synergy and value-added services to their students. High expectation form students, financial constraint, countless job responsibilities and â€˜education as businessâ€™ orientation adopted by private universities, are among stressors to its academicians. Thus cause dangerous health complication; hypertension, heart attack, migraine, depression, eating disorder, besides some consider migrating and leaving their job. This study aims to explore the causes and main contributor of stress among these academicians with regards to job responsibilities of teaching, researching and administrative task. The gained result at the end of this study is not entirely purpose to change the whole academician job scope in the industry, but as a guide be it university or the government, in designing or developing new policy for their respective institutions.

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Ismael, Dhuha Saad, Rohat Zada, and Prabhu M. "An Exploration of Job Stress among Health Care Work Force." Asia Pacific Journal of Health Management 16, no. 4 (December 13, 2021): 146–58. http://dx.doi.org/10.24083/apjhm.v16i4.1255.

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Objectives: The aim of this study is unique and will be useful in elucidating the level and sources of job stress among nurses working in government and private sector health institutions in the Kurdistan Region. This research could be useful in developing future nursing and healthcare manpower planning policies. In this research work, the objective is to evaluate the job stress among hospital nurses in the Kurdistan region. The research part basically explains about work-related stress and how it is harmful to the health of the employees. Methods: With the help of questionnaires, the authors collected primary data from the nurses working in 34 public and 56 private hospitals all over the Kurdistan region. To collect the data author used a simple random sampling method. The proposed study is descriptive in nature and authors collected data from 252 staff nurses working in the Kurdistan region. To do the analysis author used statistical tools like descriptive statistics, mean, cluster, chi-square, and correspondence analysis. To analyses, the data author used statistical software package SPSS 28. Results: The results reveals that the ranking of four job stress domains like job factor, organizational factors, interpersonal relations factors and environmental factors. In that the interpersonal relations factors are ranked number one and the second rank is organizational factors third one is environmental factors and the last one is job factor. Conclusions: In Kurdistan region hospital staff nurses stressed due to routine shift and poor organizational structure are mostly influenced on organizational factors that are why it’s ranked number one among the four domains.

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Dasgupta, Prasanjit. "Work Engagement of Nurses in Private Hospitals." Journal of Health Management 18, no. 4 (November 28, 2016): 555–68. http://dx.doi.org/10.1177/0972063416666160.

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This study examined the impact of organizational, personal, team, job demand factors and mediating effects of team and affective commitments on nurses’ work engagement. Health workers’ work engagement has positive effect on patient satisfaction; nurses constitute a major group among health workers. To find reliability of the instruments pilot study was conducted in three hospitals of Kolkata (India) in which 175 nurses participated. In the main study, 504 nurses from five hospitals in Kolkata participated. Correlation, regression analysis and Sobel test was used to find out the relationships. Perceived organizational support, leader–member exchange, team–member exchange, workplace friendship, all relate positively to work engagement. Nursing role stress negatively relates to work engagement. Team commitment positively mediates the relationship between leader–member exchange, team member exchange and workplace friendship with work engagement. Affective commitment positively mediates the relationship between perceived organizational support and core self-evaluation with work engagement and negatively mediates the relationship between nursing role stress and work engagement. Result of the study shall be helpful for health care managers to devise appropriate strategies for enhancement of work engagement of nurses.

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Cohidon, Christine, Pascal Wild, and Nicolas Senn. "Job stress among GPs: associations with practice organisation in 11 high-income countries." British Journal of General Practice 70, no. 698 (July 13, 2020): e657-e667. http://dx.doi.org/10.3399/bjgp20x710909.

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BackgroundJob stress among GPs is an issue of growing concern.AimTo investigate whether the structural and organisational features of GPs’ practices were associated with job stress in 11 countries.Design and settingSecondary analysis of the 2015 Commonwealth Fund International Health Policy Survey of Primary Care Physicians, an international cross-sectional study. A total of 11 Western countries participated in the 2015 edition.MethodRandom samples of practising GPs were drawn from government or private lists in each country (N = 12 049). Job stress was measured by the question: ‘How stressful is your job as a GP?’ (5-point Likert scale). Numerous practices’ organisation and functioning characteristics were considered. Multilevel mixed-effects ordered logistic regression was performed.ResultsThe prevalence of job stress varied from 18% to 59% according to country. Job stress was higher among GPs aged 45–54 years (middle age) (odds ratio [OR] 1.35, 95% confidence interval [CI] = 1.07 to 1.70) and those practising in an urban area (OR 1.23, 95% CI = 1.15 to 1.31). It was also associated with a high weekly workload (OR 2.88, 95% CI = 2.38 to 3.50) if >50 hours/week workload, large administrative burden (OR 1.65, 95% CI = 1.44 to 1.89), long delays in receiving hospital discharge, poor possibilities in offering same-day appointments (OR 1.74, 95% CI = 1.18 to 2.56), and performance assessment (OR 1.15, 95% CI = 1.05 to 1.24). Finally, long consultations (OR 0.64, 95% CI = 0.53 to 0.76) and working with a case manager attached to the practice were associated with a lower job stress. The vast majority of results were consistent across the countries.ConclusionHeavy workloads and time pressure are clearly associated with GP job stress. However, organisational changes such as employing case managers and allowing longer consultations could potentially reduce this burden.

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Waheed, Abdul, Shabana Gul, Muhammad Khan Riaz, and Muhammad Naeem. "Prevalence of Post-Traumatic Stress Disorder and Its Impact on Job Satisfaction and Perceived Job Performance: Evidence from Afghanistan." Jinnah Business Review 7, no. 1 (January 1, 2019): 37–45. http://dx.doi.org/10.53369/pqez7188.

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The study investigated the prevalence of Post-Traumatic Stress Disorder PTSDand its impact on job satisfaction and perceived job performance in faculty members of private universities in Kabul, Afghanistan. The country has been affected by wars since 1979 USSR invasion, then civil war and now by ongoing war on terror. Utilizing questionnaires as data collection tool, 126 complete responses were received from six universities. Using a threshold score with help from literature, it was found out that in 65.08% respondents PTSD prevailed. The results showed that PTSD has significant negative impacts on job satisfaction and perceived job performance. Conclusively, the study suggests some recommendations for policy makers, especially the concerned institutions of the government of Afghanistan and the management of universities. These recommendations would help the concerned authorities to come up with certain solution plans, policies and strategies to cope up with the problem and reduce the level of PTSD and enhanced the psychological wellbeing of the faculty. This in return would help them attract some experienced professionals from across the globe and retain the current pool of talent for providing quality education to the citizens of Afghanistan which can help in paving the way to an educated and developed Afghanistan. Facilitating their safety and security can lead to a safe and secure mind without PTSD that can lead to increased productivity, loyalty and commitment which ultimately contribute to achieving organizational short and long run goals

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Baliyan, Som Pal, Pritika Singh Baliyan, and Sello Mokoena. "Occupational Stress among Teachers in Private Senior Secondary Schools in Botswana: Causes and Consequences." International Journal of Education 10, no. 2 (June 10, 2018): 32. http://dx.doi.org/10.5296/ije.v10i2.13085.

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Observing the importance of stress among employees, this study was conducted to investigate the causes and effects of stress among private secondary school teachers in Botswana. The specific objectives were to identify the causes of work related stress, to find out the effect of work related stress on performance, to explore and suggest ways of preventing work related stress among teachers. The findings of the study should guide the stakeholders especially policy makers towards reducing the stress in teachers. The study was conducted in two phases; pilot phase and final phase. In pilot phase, sampled teachers were interviewed to collect basic information on teachers stress helped in construction of data collection instrument. In the final phase, data was collected through a survey of 90 stratified random sampled teachers using a validated and reliable questionnaire. The data analysis was done through the descriptive statistics whereby mean and standard deviations were calculated. The school policies contradicting with working environment, too much work load (teaching and extra duties) and pupils indiscipline in class were identified the three most important causes of stress among teachers whereas; low morale and motivation, increase in job dissatisfaction and conflict at work place were the three important effects of stress. Effective planning and implementation, prioritizing work and ignoring the stressor environment were identified the three major ways to reduce stress. It was recommended that possible attempts should be made to reduce workload of teachers. Strategies should be devised and implemented to reduce indiscipline among students. Teachers should focus on proper planning and implantation of their work based on priority.

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P, NANDAN. "Analysis of Human Resources Practices in Banking Sector with Special Reference to Qualification of Employees." YMER Digital 21, no. 08 (August 12, 2022): 460–73. http://dx.doi.org/10.37896/ymer21.08/40.

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The report is based on HR initiatives and employee involvement in banks in the city of Bhubaneswar. The study's goals are to identify the HR initiatives implemented by both public and private sector banks, identify the factors that truly contribute to employee engagement in the banking industry, ascertain employees' perceptions of employee engagement, and examine the impact of demographic factors on employee engagement. Employee engagement is a high attitude of optimism regarding one's employment. It is a combination of elements including employee engagement, sense of belonging to the organisation, and many more. The fundamental premise is to encourage employees to get invested in and passionate about their work and to show their devotion to the organisation by giving their work extra effort. This provided greater information on HR activities and variables affecting worker engagement. However, it is a widely held belief that management in the banking sector uses HR efforts and the aforementioned characteristics as an engagement tool to encourage workers to take an active role in their particular jobs. In light of this context, it is fundamentally important to comprehend the aforementioned goals. The study's focus is only on banks operating in the public and private sectors in Bhubaneswar. newline The structured questionnaire used in the study to identify the demographic parameters and employee engagement components confirms the perception of the employees. Employee perceptions of employee engagement, demographic influences on employee engagement, and factors leading to employee engagement were all measured using a standard scale designed by Rensis Likert (1987). Each employee engagement variable—autonomy, work environment, communication, loyalty, selfevaluation at work, job satisfaction, job involvement, job performance, employee morale, work culture, and job stress—is represented by 5-7 statements in the questionnaire. The connection between staff involvement KEY words: Banking sector, Qualification, HR practices.

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Dima, Gabriela, Luiza Meseșan Schmitz, and Marinela-Cristina Șimon. "Job Stress and Burnout among Social Workers in the VUCA World of COVID-19 Pandemic." Sustainability 13, no. 13 (June 24, 2021): 7109. http://dx.doi.org/10.3390/su13137109.

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This paper aimed to explore the changes posed by the new COVID-19 pandemic to the field of social work and its impact on social workers in terms of job stress and burnout in Romania. Two conceptual models were used to frame the discussion: the theoretical framework of VUCA (volatility, uncertainty, complexity, and ambiguity) to discuss the challenges that the unprecedented context of the COVID-19 pandemic has created for social workers; and the Job Demands and Resources model (JD-R) to understand job demands perceived as stressors and burnout. Based on convergent mixed methods, the study sample consisted of 83 social workers employed in statutory and private social services in Romania, from different areas of intervention. Results showed that social workers perceived a high level of job stress related to work during the pandemic, which was associated with higher levels of burnout in the areas of personal burnout (average score 55.9) and work-related burnout (average score 52.5). Client-related burnout was lower (average score 38.4), indicating that stress was generated mainly by organisational factors and work-related factors (workload, aligning to new legislative rules and decisions, inconsistency, instability, ambiguity of managerial decisions, and lack of clarity of working procedures) and less by client-related stressors (lack of direct contact with clients, risk of contamination, managing beneficiaries’ fears, and difficulties related to technology). High job demands and limited job resources (managerial and supervisory support, financial resources, and recognition and reward) led to a high to very high level of work-related burnout for 15.7% and an upper-medium level for 44.2% of respondents. A group of 27.7% reported lower to medium levels of work-related burnout, while 14.5% had very low levels, managing to handle stress factors in a healthy manner. Study results pointed to the importance of organisational support and the development of a self-care plan that help to protect against job stress and burnout. Recommendations were made, putting forward the voice of fieldworkers and managers fostering initiatives and the application of sustainability-based measures and activities designed to deal with the challenges of the VUCA environment.

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Oyovwe-Tinuoye, Gloria Ogheneghatowho, Saturday U. Omeluzor, and Ijiekhuamhen Osaze Patrick. "Influence of ICT skills on job performance of librarians in university libraries of South-South, Nigeria." Information Development 37, no. 3 (February 10, 2021): 345–58. http://dx.doi.org/10.1177/0266666920983393.

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The study examined the influence of information and communication technology (ICT) skills on job performance among librarians in the university libraries in South-South, Nigeria. The study adopted a descriptive survey design using a self constructed questionnaire as instrument for data collection. The questionnaire was constructed after consulting other related literature in order to ensure that relevant items were included. Five research questions were answered in the study. The population consists of 233 librarians in the six federal, seven state and eight private university libraries in the South-South, Nigeria. A purposive sampling technique was adopted for the study. The data collected was analysed using frequency, percentages and tables for easy interpretation and understanding of the results. Findings revealed that the majority of the respondents in the university library acquire ICT skills through self-sponsorship. It also showed that the majority of the respondents were not skilful in system management, web application and tools such as: system troubleshooting, webinar/digital conferencing tools, Web 2.0, website designing and digital communication. The findings further revealed that there was no policy in place to regulate ICT training of librarians where a majority were yet to attend training once in the last five years, hence there was inadequate training of librarians on ICT skills. There was evidence in the study that training in ICT skill would engender improved service delivery, library administration, efficiency, job performance and reduction in job stress. The findings also revealed that inadequate training, poor planning and implementation, non-sponsorship of librarians, absence of policy for evaluation and assessment are factors militating against ICT skills acquisition. The paper recommended that ICT skills training should be prioritized while internally organized training programmes should be highly encouraged in the university library. The university management should make some financial commitment in support of academic librarians for training and retraining on ICT skills for improved job performance and effective delivery of library services to the patrons while relevant policies should be put in place for continuous evaluation and training of librarians on ICT skills.

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Dos Santos, M. A. "Government employees and depressive and anxiety disorders: A systematic review." European Psychiatry 33, S1 (March 2016): S157. http://dx.doi.org/10.1016/j.eurpsy.2016.01.295.

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IntroductionDepressive and anxiety disorders are common among working adults and costly to employers and individuals and their prevalence is high. Public sector employees are also vulnerable to poor mental health, mainly where have been occurring organisational changes similar to private sector concepts.ObjectiveTo highlight the unmet mental needs for new vulnerable working population, government employees.MethodsThe search was conducted using PubMed, Medline, Web of Science, Scopus, B-on, Science Direct with the terms “government employees”, “federal employees”, “depressive disorders”, “anxiety disorders”. Using the PRISMA methodology, 1374 articles were considered with the search terms and if were published in the last 10 years; after a review of the title and summary, 5 eligible studies in english were included.DiscussionMental disorders are growing public health problem, and creating an enormous toll of suffering, disability and economic loss. There are few studies about depressive and anxiety disorders in public sector and those confirm that it would be to examine to what extent national characteristics can explain why individual and organizational characteristics are more related to them in some countries than in others, especially not including military or police officers who usually are submitted to high psychological distress.ConclusionsWorkplace health promotion in addressing job stress is crucial to fight against to a range of mental health outcomes. Mental health screening in the public sector may contribute for changes to the traditional roles of government and its management structures and must be encouraged to find out the underlying mechanisms of developing depressive and anxiety disorders.Disclosure of interestThe author has not supplied his/her declaration of competing interest.

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Hameed Khan, Shaukat. "Making People Employable: Reforming Secondary Education in Pakistan." Pakistan Development Review 48, no. 4II (December 1, 2009): 603–17. http://dx.doi.org/10.30541/v48i4iipp.603-617.

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Pakistan’s education system has been the focus of various reforms every few years, and a new exercise has been initiated recently through the National Education Policy, 2009. While the problems are generally well documented and stress on universal primary education fully justified, the role of economic relevance of education and training as a factor discouraging completion is not sufficiently emphasised. Studies from developing and developed countries highlight the strong linkage between education and training and employment, and the economic and social returns of employability of trained workers. It is argued that if one or more career based occupational tracks (vocationalisation of upper-secondary education) is offered at the upper secondary level (Class 8-10) as supplements to general education, dropout can be reduced. This will result in increased employability, productivity and competitiveness in the work environment. Co-financing with the private sector of a Rs 48 billion programme for practical on-the-job training is examined in the light of international experiences. JEL classification: J24, O33, H52 Keywords: Human Capital, Skill Bias, Labour Productivity, Education Expenditures

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Kostorz, Karolina, Jacek Polechoński, and Anna Zwierzchowska. "Coping Strategies for Stress Used by People Working in Managerial Positions in Schools and Educational Establishments during the COVID-19 Pandemic." Sustainability 14, no. 5 (March 3, 2022): 2984. http://dx.doi.org/10.3390/su14052984.

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Although the ability to deal with stress is one of the key competences of people working in managerial positions in schools and educational establishments, principals in this area are very poorly diagnosed. The aim of this study was to consider the coping strategies used by headmasters and deputy headmasters of schools and educational establishments during the COVID-19 pandemic. For this purpose, Mini-COPE was used. The respondents (N = 159) obtained a higher mean for “active coping”, “planning”, “positive reframing”, “acceptance”, “use of instrumental support”, “venting”, and “problem-focused strategies” than the normative value. Compared to deputy headmasters, headmasters obtained higher mean results for “planning” and “religion”, and lower results for “behavioral disengagement”. Respondents with longer job seniority in a managerial position, obtained a higher mean for “use of instrumental support” and lower for “religion”. Compared to respondents employed in private schools, people in the public education sector are more likely to use “behavioral disengagement” and less their “sense of humor”. The respondents working in primary schools scored higher on average for “use of instrumental support” and “problem-focused strategies”. It would be advisable to compare the results with the teachers and the persons holding managerial positions in institutions and organizations not related to education.

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AL-Mugheed, Khaild, Nurhan Bayraktar, Mohammad Al-Bsheish, Adi AlSyouf, Mu’taman Jarrar, Waleed AlBaker, and Badr K. Aldhmadi. "Patient Safety Attitudes among Doctors and Nurses: Associations with Workload, Adverse Events, Experience." Healthcare 10, no. 4 (March 27, 2022): 631. http://dx.doi.org/10.3390/healthcare10040631.

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Patient safety concept has achieved more attention from healthcare organizations to improve the safety culture. This study aimed to investigate patient safety attitudes among doctors and nurses and explore associations between workload, adverse events, and experience with patient safety attitudes. The study used a descriptive cross-sectional design and the Turkish version of the Safety Attitudes Questionnaire. Participants included 73 doctors and 246 nurses working in two private hospitals in Northern Cyprus. The participants had negative perceptions in all patient safety domains. The work conditions domain received the highest positive perception rate, and the safety climate domain received the lowest perception rate among the participants. Nurses showed a higher positive perception than doctors regarding job satisfaction, stress recognition, and perceptions of management domains. There were statistically significant differences between experiences, workloads, adverse events, and total mean scores of patient safety attitudes. Policymakers and directors can improve the quality of care of patients and patient safety by boosting the decision-making of health care providers on several domains of safety attitudes. Patient safety needs to be improved in hospitals through in-service education, management support, and institutional regulations.

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Celbiş, Mehmet Güney, Pui-Hang Wong, Karima Kourtit, and Peter Nijkamp. "Innovativeness, Work Flexibility, and Place Characteristics: A Spatial Econometric and Machine Learning Approach." Sustainability 13, no. 23 (December 3, 2021): 13426. http://dx.doi.org/10.3390/su132313426.

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This paper seeks to study work-related and geographical conditions under which innovativeness is stimulated through the analysis of individual and regional data dating from just prior to the smartphone age. As a result, by using the ISSP 2005 Work Orientations Survey, we are able to examine the role of work flexibility, among other work-related conditions, in a relatively more traditional context that mostly excludes modern, smartphone-driven, remote-working practices. Our study confirms that individual freedom in the work place, flexible work hours, job security, living in suburban areas, low stress, private business activity, and the ability to take free time off work are important drivers of innovation. In particular, through a spatial econometric model, we identified an optimum level for weekly work time of about 36 h, which is supported by our findings from tree-based ensemble models. The originality of the present study is particularly due to its examination of innovative output rather than general productivity through the integration of person-level data on individual work conditions, in addition to its novel methodological approach which combines machine learning and spatial econometric findings.

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Arujunan, Kalaikumar, Ismi Arif Ismail, Shamsuddin Othman, and Mohd Mursyid Arshad. "The Relationship between Job Stress, Job Performance and Job Motivation among Police Officers at the Federal Territory Police Headquarters." International Journal of Human Resource Studies 11, no. 4S (November 22, 2021): 134. http://dx.doi.org/10.5296/ijhrs.v11i4s.19236.

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Job performance is an important aspect of employees which ensures the efficiency and effectiveness of an organization. Job performance is influenced by job stress, while job stress affects job motivation. Hence, this paper is intended to identify the relationship between these three variables among Royal Malaysia Police (PDRM) officers at the Federal Territory Police Headquarters. This is a quantitative study for which data has been collected from 341 police officers through a survey. Data was analyzed statistically using PLS-SEM. Findings showed that there was a significant, negative relationship between job performance and job stress; and between job stress and job motivation.

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DEMİRCİ, Uğur. "THE EFFECT OF PRIVATE SECURITY POLICE COOPERATION ON THE RELATIONSHIP BETWEEN JOB SATISFACTION AND OCCUPATIONAL COMMITMENT." Business & Management Studies: An International Journal 7, no. 2 (June 26, 2019): 969–97. http://dx.doi.org/10.15295/bmij.v7i2.1097.

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The purpose of this study is to test whether there is a mediating effect of private security officers’ police cooperation perception on the relationship between job satisfaction and occupational commitment. The population of the study includes the private security officers working in Bursa. Random sampling is conducted in the study. As a result of the questionnaire, 702 data were found analyzable. In this study, the Job Satisfaction Scale developed by Weiss et al. (1967), the Occupational Commitment Scale developed by Meyer et al. (1993) and Private Security Police Cooperation Level Scale developed by the researcher were used. According to the result of the study, it was revealed that there is a positive relationship between job satisfaction and occupational commitment, and police cooperation perception partially mediates this relationship.

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Rahman, Gazi Minhazur, and Samia Shanjabin. "The trilogy of job stress, motivation, and satisfaction of police officers: Empirical findings from Bangladesh." International Journal of Financial, Accounting, and Management 4, no. 1 (June 21, 2022): 85–99. http://dx.doi.org/10.35912/ijfam.v4i1.866.

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Abstract: Purpose: The purpose of the study was to identify the trilogy of job stress and job motivation on job satisfaction. For this purpose, police officers of Khulna city were investigated accordingly. Research Methodology: The questionnaire is quantitative in nature and a standard questionnaire was followed throughout the research study. The survey was done in police stations of Khulna city and information was taken from 100 officers from sub-inspector to police commissioners. Results: The study found that job stress is negatively related to job satisfaction. Along with this, there is a negative correlation between job stress and job motivation. However, a positive correlation exists between job motivation and job satisfaction. Limitations: The study result is based on the police personnel in Khulna city rather than in other cities in Bangladesh. There are not prevailing the same ratio of male and female which could affect the measurement of findings. Contribution: The study will help government practitioners and policymakers to understand job stress, motivation, and satisfaction of police personnel in Khulna city. Keywords: 1. Job motivation 2. Job satisfaction 3. Job stress 4. Police officers 5. Work overload

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Chen, Yu-Fen. "Job Stress and Performance: A Study of Police Officers in Central Taiwan." Social Behavior and Personality: an international journal 37, no. 10 (November 1, 2009): 1341–56. http://dx.doi.org/10.2224/sbp.2009.37.10.1341.

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The relationship between job stress and job performance of police officers in Taiwan was explored. A survey was designed and distributed to 1,067 police officers in central Taiwan. The 787 valid responses to this questionnaire were quantitatively analyzed. Major findings were: (1) Officers perceived that their job stress came mainly from “tasks”, and perceived “contextual performance” as higher than other domains of job performance. (2) The group feeling most stress were officers aged between 31-40 with 11-20 years' service, employed as general police officers not holding a supervising position, and who had graduated from the police college. (3) There was a significant negative relationship between job stress and job performance. Higher job stress led to lower job performance and vice versa.

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Kirkcaldy, Bruce. "Job Stress and Satisfaction: International Police Officers." Psychological Reports 72, no. 2 (April 1993): 386. http://dx.doi.org/10.2466/pr0.1993.72.2.386.

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Scores of 30 police officers on the Occupational Stress Indicator differed from British norms on organisational structure and climate, home and work interface, and relations with others. Officers showed internal control and individual influence. Through managed time and home support, officers coped with stress. Scale scores were intercorrelated.

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Singh, Rashmi, and Jogendra Kumar Nayak. "Mediating role of stress between work-family conflict and job satisfaction among the police officials." Policing: An International Journal of Police Strategies & Management 38, no. 4 (November 16, 2015): 738–53. http://dx.doi.org/10.1108/pijpsm-03-2015-0040.

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Purpose – The purpose of this study is to examine the effect of work-family conflicts (WFC) on job stress and its subsequent impact on job satisfaction among the police officials. It also examined the moderating effect of the social support from organisations between employees’ job stress and satisfaction. Design/methodology/approach – The authors conducted a survey on 599 police officials associated with 20 police stations in New Delhi, India. The study involved a hierarchical regression analysis to examine the relationship between independent (WFC) and dependent (satisfaction) variable with the mediator (stress) as well as the moderator (social support). Findings – The findings revealed that stress mediated the relationship between WFC and satisfaction of the police officials. Further, social support acted as a moderator between their job stress and satisfaction. Practical implications – The study findings added a new chapter in the existing literature by developing a comprehensive framework that considers different dimensions, i.e. WFC and job stress in Indian context. Originality/value – The study has originality and offers value to police organisation as it focuses on police officials, and explores their WFC and job stress and its subsequent effect on their job satisfaction.

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Arujunan, Kalaikumar, Ismi Arif Ismail, Shamsuddin Othman, and Mohd Mursyid Arshad. "Job Motivation as a Mediator in the Relationship Between Job Stress And Job Performance of Police Officers at the Federal Territory Police Headquarters." International Journal of Human Resource Studies 11, no. 4S (November 22, 2021): 145. http://dx.doi.org/10.5296/ijhrs.v11i4s.19237.

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Effectiveness of an organization is largely dependent on its employees’ job performance. Job performance is influenced by job stress and job motivation, whereby job motivation is believed to have a mediation effect in the relationship between job stress and job performance. Hence, this paper is aimed at identifying the relationship between these three variables among Royal Malaysia Police (PDRM) officers at the Federal Territory Police Headquarters. This is a quantitative study for which data has been collected from 341 police officers through a survey. Data was analyzed statistically using PLS-SEM. Findings showed that there was a significant, negative relationship between job performance and job stress; and between job stress and job motivation. Job motivation was found to be a significant mediator in the relationship between job stress and job performance.

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Kanesan, P. "Emotional Intelligence in Malaysian Police: A Review." Journal of Cognitive Sciences and Human Development 5, no. 2 (September 30, 2019): 92–103. http://dx.doi.org/10.33736/jcshd.1922.2019.

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This article discussed the findings of previous studies on emotional intelligence in Royal Malaysia Police. Based on the review, emotional intelligence related to job stress, job satisfaction, job commitment, work-life balance, and psychological well-being of police officers. Review concludes that no significant differences in emotional intelligence by demographic factors like salary, working department, age, marital status, length of service, and job position. Police department has to organise training and seminars to enhance the emotional intelligence level of police officers. More studies have to be done on emotional intelligence in the police department, thus the findings will be helpful for the organisation’s development. Keywords: Demographic factors; Police job nature; Job stress; Royal Malaysia Police

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Nisar, Sehran Khan, Muhammad Imran Rasheed, and Wang Qiang. "They can’t safeguard you when they are under stress." International Journal of Police Science & Management 20, no. 2 (May 9, 2018): 124–33. http://dx.doi.org/10.1177/1461355718763467.

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The purpose of this research is to explore work-related stress in the police of Azad Jammu and Kashmir (AJ&K), Pakistan. The research aims to identify factors that contribute most towards job stress in AJ&K police and study the nature of and reasons underlying these factors. Political and media pressure has not been widely studied within the context of job stress in the police, and researchers have attempted to bridge this gap and make a theoretical contribution by highlighting the importance of political and media pressure as a job stressor for the police profession. This is exploratory research in which a survey was conducted in three large cities of AJ&K, Pakistan. Primary data was collected through a questionnaire comprising closed and open-ended interview questions. Descriptive statistics, correlation and regression analysis were conducted using SPSS. Content analysis of the interview statements was also undertaken to enhance the validity of the study. The research findings showed that although lack of resources is the biggest issue, other factors like political and media pressure, and long working hours are also significantly and positively associated with job stress in the police in AJ&K. The article draws attention towards political and media pressure as a job stressor for police. The research has an important role in compelling top management in AJ&K police to ponder the issue of job stress within their department. The findings are also important for police in other countries who are facing similar issues.

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Queirós, Cristina, Fernando Passos, Ana Bártolo, Sara Faria, Sílvia Monteiro Fonseca, António José Marques, Carlos F. Silva, and Anabela Pereira. "Job Stress, Burnout and Coping in Police Officers: Relationships and Psychometric Properties of the Organizational Police Stress Questionnaire." International Journal of Environmental Research and Public Health 17, no. 18 (September 15, 2020): 6718. http://dx.doi.org/10.3390/ijerph17186718.

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Policing is a stressful occupation, which impairs police officers’ physical/mental health and elicits burnout, aggressive behaviors and suicide. Resilience and coping facilitate the management of job stress policing, which can be operational or organizational. All these constructs are associated, and they must be assessed by instruments sensitive to policing idiosyncrasies. This study aims to identify operational and organizational stress, burnout, resilient coping and coping strategies among police officers, as well to analyze the psychometric properties of a Portuguese version of the Organizational Police Stress Questionnaire. A cross-sectional study, with online questionnaires, collected data of 1131 police officers. With principal components and confirmatory factor analysis, PSQ-org revealed adequate psychometric properties, despite the exclusion of four items, and revealed a structure with two factors (poor management and lack of resources, and responsibilities and burden). Considering cut-off points, 88.4% police officers presented high operational stress, 87.2% high organizational stress, 10.9% critical values for burnout and 53.8% low resilient coping, preferring task-orientated than emotion and avoidance coping. Some differences were found according to gender, age and job experience. Job stress and burnout correlated negatively with resilient coping, enthusiasm towards job and task-orientated coping. Results reinforce the importance to invest on police officers’ occupational health.

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Omar, Muhamad Khalil, Ainie Hairianie Aluwi, Norashikin Hussein, Idaya Husna Mohd, and Syezreen Dalina Rusdi. "Factors Influencing Job Stress Among Malaysian Traffic Police Officers." International Journal of Financial Research 11, no. 3 (June 30, 2020): 155. http://dx.doi.org/10.5430/ijfr.v11n3p155.

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Traffic police officers face many challenges in their line of duty to the protect the country and its citizens. Despite, the significance of traffic police officers to the community and the country, lack of studies specifically on how workload, reward system, and work-life balance affects job stress among traffic police officers are apparent. Job stress is the harmful physical and emotional responses that occur. when the requirements of the job do not match the capabilities, resources, or needs of the worker. Job stress creates tension in the working environment, and this research aims to solve and find out what is the cause for job stress either workload, work-life balance or reward system. The observational was finished by utilizing a poll and questionnaires as a measuring instrument. The questionnaires were composed based on the literature review and have inquiries and things significant to the underlying research issues by using five-point Likert scale type questions. Survey data were gathered from questionnaires distributed to 300 respondents at a Traffic Police Office in Kuala Lumpur, Malaysia. A total of 100 returned questionnaires were used in statistical analysis. The results of multiple regression analysis indicated that the relationship between work-life balance and job stress as the significant factor causing stress among Malaysian traffic police officers while there were no significant relationships between workload, reward system, and job stress. Therefore, the traffic police management need to look into the work-life balance initiatives such as flexi-time work arrangements and leave policies to reduce the stress among its staff.

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Lambert, Eric G., Hanif Qureshi, and James Frank. "The good life: Exploring the effects job stress, job involvement, job satisfaction, and organizational commitment on the life satisfaction of police officers." International Journal of Police Science & Management 23, no. 3 (May 20, 2021): 279–92. http://dx.doi.org/10.1177/14613557211016494.

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Life satisfaction is an important concept for both police and other law enforcement organizations. Past research on the spillover theory has found that higher life satisfaction results in better physical health, being more open-minded, improved effort, and longer life expectancy. The spillover theory holds what happens at work does not stay at work but spills over and affects a person’s overall life. Workplace variables, particularly job stress, job involvement, job satisfaction, and organizational commitment do not just affect people at work, but also affect people’s satisfaction with their overall lives. The current study examined how job stress, job involvement, job satisfaction, and organizational commitment were associated with life satisfaction among a sample of 827 police officers from the state of Haryana in India. In a multivariate ordinary least squares regression analysis, job stress had a significant negative effect on life satisfaction, whereas job involvement, job satisfaction, and organizational commitment had significant positive effects. The results suggest that police administrators should attempt to lower job stress and increase job involvement, job satisfaction, and organizational commitment among officers to raise their life satisfaction, which, in turn, should benefit the individual officers, the police agency, and the community being served.

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Stotland, Ezra, Michael Pendleton, and Robert Schwartz. "Police stress, time on the job, and strain." Journal of Criminal Justice 17, no. 1 (January 1989): 55–60. http://dx.doi.org/10.1016/0047-2352(89)90067-6.

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Hurrell, Joseph J. "Police work, occupational stress and individual coping." Journal of Organizational Behavior 16, no. 1 (January 1995): 27–28. http://dx.doi.org/10.1002/job.4030160105.

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Kirkcaldy, Bruce, Cary L. Cooper, and Paul Ruffalo. "Work Stress and Health in a Sample of U.S. Police." Psychological Reports 76, no. 2 (April 1995): 700–702. http://dx.doi.org/10.2466/pr0.1995.76.2.700.

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This study assessed responses to the Occupational Stress Indicator in the Naperville Police Department. This 40% sample of 49 police officers were compared against population norms for employed workers in a range of occupations. Although the police officers perceived less stress from “factors intrinsic to the job,” they expressed greater job-related pressure from “organisational structure and climate.” They also rated greater the competitiveness and assertiveness in their work behavior.

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주일엽. "The Effect of Private Guard's Job Stress on Job Performance." Journal of Korean Public Police and Security Studies 7, no. 1 (May 2010): 127–52. http://dx.doi.org/10.25023/kapsa.7.1.201005.127.

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Lee, Chang-Hun, and Ilhong Yun. "Factors affecting police officers’ tendency to cooperate with private investigators." Policing: An International Journal of Police Strategies & Management 37, no. 4 (November 11, 2014): 712–27. http://dx.doi.org/10.1108/pijpsm-10-2013-0101.

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Purpose – The purpose of this paper is to investigate the factors that influence police officers’ tendency to cooperate with private investigators. Design/methodology/approach – A questionnaire survey method was used on a sample of 377 police officers in South Korea. Findings – The findings suggested that, unlike previous literature, police officers’ rational choice (cost vs benefit calculation) was the most important factor, and characteristics of cases also significantly influenced police officers’ tendency to work with private investigators. Also, officers’ job assignment was relevant, unlike the organizational cultural context for cooperation. Originality/value – Prior studies have continuously emphasized the importance of cooperation between public police and private police (particularly private investigators) in order to enhance effectiveness in crime fighting and the preventive functions of policing. However, the studies have not produced empirical evidence as to how cooperation between the two sectors could be enhanced. This study fills this void in the literature.

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Almaida, Asty, and Sigit Purnomo. "Pengaruh Stres Kerja dan Motivasi Kerja terhadap Kepuasan Kerja pada Satuan Polisi Lalu Lintas Polrestabes Makassar." Studi Ilmu Manajemen dan Organisasi 2, no. 1 (April 25, 2021): 19–32. http://dx.doi.org/10.35912/simo.v2i1.363.

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Purpose: Indeed, the achievement of each organization's goals cannot be divorced from the performance of each individual member. Meanwhile, peak performance is strongly influenced by members of the organization's level of job satisfaction. Additionally, job satisfaction can be influenced by a variety of factors that can either increase or decrease members' level of job satisfaction. Thus, the purpose of this study was to ascertain the effect of job stress and motivation on job satisfaction at the Makassar Police Traffic Police Unit. Research methodology: The data for this study were derived from primary sources via questionnaires. This study surveyed 100 respondents. SEM-PLS analysis was used to conduct the analysis in this study. Results: The results indicate that work stress and motivation have no effect on job satisfaction. Limitations: It is hoped that additional researchers will be able to refine this research by examining additional construct variables in addition to those used to measure job satisfaction. Contribution: This study contributes to a better understanding of how work stress and motivation affect job satisfaction at the Makassar Police Department's Traffic Police Unit.

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Putra, Andra Purnama, Rr Amanda Pasca Rini, and Sahat Saragih. "The Relationship between Self Control and Job Stress with Police Aggressiveness." Psikologia : Jurnal Psikologi 2, no. 2 (July 26, 2017): 93–104. http://dx.doi.org/10.21070/10.21070/psikologia.v2i2.1512.

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Aggression is a behavior that is intentionally to hurt,threaten, or endanger others or another object physically or verbal and direct or indirect. Aggression is a common characteristic that can’t be erase from human life, especially police. All police has it own aggression, but the capacity is different with others police depend on self control and work stress they have. The research purpose’s to know correlation of self control (X1) and work stress (X2) with police aggression (Y). It subject is sergeant policeman in Sidoarjo. Subject amount 120 Police. The sampel taken by purposive sampling method. Statistical analysis method that be used is regression and using SPSS 22.00 for windows. the first result is there is correlation between self control, work stress and Police aggression.the second result is there is correlation negatively between self control and aggression. The third result is there is correlation positively between work stress and aggression.

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Baek, Hyunin, Na-Yeun Choi, and Randy Seepersad. "The role of job stress and burnout on health-related problems in the Trinidad and Tobago police service." Policing: An International Journal 44, no. 2 (January 26, 2021): 246–60. http://dx.doi.org/10.1108/pijpsm-11-2019-0177.

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PurposeThe police in Trinidad experience extremely stressful job conditions (e.g., elevated rates of violent crime, the rapid spread of organized crime, financial constraints, and staff shortages) which could lead to health-related problems. The purpose of the current study is to examine the relationship between job stress and health-related problems and to determine whether burnout mediates this relationship. Data from police officers in Trinidad was used to test these relationships.Design/methodology/approachUsing self-report questionnaires from all eight police station districts in Trinidad (N = 331 police officers), this study conducted structural equation modeling (SEM) to examine the relationship between job stress, burnout and health-related problems.FindingsThe results indicated that officers' job stress increased their burnout and health-related problems. As the authors expected, officers' burnout, served as a mediating variable between job stress and health-related problems. In other words, job-related stress can lead to burnout, which in turn, leads to health-related problems.Research limitations/implicationsDespite meaningful findings, a few limitations (e.g., measurement issues and missing values) were present in this study.Originality/valuePolicing studies have paid less attention to Caribbean policing. Findings in this study have implications for addressing officers' health-related problems.

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Beehr, Terry A., Leanor B. Johnson, and Ronie Nieva. "Occupational stress: Coping of police and their spouses." Journal of Organizational Behavior 16, no. 1 (January 1995): 3–25. http://dx.doi.org/10.1002/job.4030160104.

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Oh, ji Eun, and Jong Seung Park. "The Effects of Job Stress on Police Safety Behavior." Korean Association of Police Science Review 19, no. 5 (October 31, 2017): 173–98. http://dx.doi.org/10.24055/kaps.19.5.7.

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HS, Abou-ElWafa, El-Gilany A, and Rashed IH. "JOB STRESS AMONG POLICE OFFICERS IN MANSOURA CITY, EGYPT." Egyptian Journal of Occupational Medicine 41, no. 1 (January 1, 2017): 81–95. http://dx.doi.org/10.21608/ejom.2017.963.

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Edwards, Kerry Lynne, Yvonne M. Eaton-Stull, and Sarah Kuehn. "Police Officer Stress and Coping in a Stress-Awareness Era." Police Quarterly 24, no. 3 (February 15, 2021): 325–56. http://dx.doi.org/10.1177/1098611120984162.

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This study was conducted as controversy and turmoil engulfed police worldwide. Police-community conflict was widespread and conceivably increased officers’ stress levels. Because stress affects officers’ health and job performance, it is important to understand the phenomenon. This study was designed to ascertain officers’ stress levels, coping mechanisms, and perspectives regarding police-community relations, their perceived stress-related needs, and their perceptions of departmental assistance. Participants (N = 128) were police officers across several jurisdictions of various sizes in the northeastern United States. Both quantitative and qualitative data were collected; analytic methods included statistical correlations and regression, as well as qualitative, thematic analysis. Results indicated the following: Participants experienced stress across multiple areas; some coping mechanisms predicted higher expressions of stress, as did certain perspectives of police-community relations and years in law enforcement. Participants’ perspectives of their needs and their suggestions for action contributed to data-driven policy recommendations regarding both prevention and symptom reduction approaches.

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Mohd Zin, Md Lazim, Hadziroh Ibrahim, Mohd Hafiz Mohd Noor, and Umair Ahmad. "Unveiling the Determinants of Work-Related Stress in the Policing Occupation." Vol. 9, Number 2, 2019 9, Number 2 (September 2, 2019): 23–39. http://dx.doi.org/10.32890/jbma2019.9.2.2.

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The present study attempts to provide empirical evidence on the relationship between workload, working conditions, role conflict and job stress among the Royal Malaysian Police (RMP) Personnel. A survey among 178 RMP from six departments at one XYZ Police District in Selangor was conducted. Self-reported measures for all variables were used to obtain data pertaining to determinants of job stress. Multiple regression was employed to investigate three hypotheses that postulated significant positive relationships between workload, working conditions, role conflicts and job stress. The regression results found that workload and working conditions have positive relationships with job stress. However, role conflict did not significantly influence job stress. Plausible justifications for the relationships between workload and working conditions and job stress were discussed. The study provides a foundation for discussing both theoretical and managerial aspects of policing occupation.

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Siboro, Emilan. "PENGARUH LINGKUNGAN KERJA DAN BEBAN KERJA, TERHADAP KEPUASAN KERJA MELALUI STRES KERJA PADA APARAT KEPOLISIAN DAERAH SUMATERA UTARA (STUDI PADA DIREKTORAT RESERSE KRIMINAL KHUSUS)." Jesya (Jurnal Ekonomi & Ekonomi Syariah) 5, no. 1 (January 1, 2022): 279–92. http://dx.doi.org/10.36778/jesya.v5i1.616.

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The purpose of this study is to examine and analyze the effect of work environment and workload on job satisfaction through job stress at the North Sumatra Regional Police (Study at the Special Criminal Investigation Directorate) directly or indirectly. The approach used in this research is a causal approach. The population in this study were all North Sumatra Regional Police Officers at the Directorate of Special Criminal Investigation. The sample in this study used a saturated sample of 69 North Sumatra Police at the Special Criminal Investigation Directorate. Data collection techniques in this study used documentation, observation, and questionnaires. The data analysis technique in this study uses a quantitative approach using statistical analysis using the Auter Model Analysis test, Inner Model Analysis, and Hypothesis Testing. Data processing in this study uses the PLS (Partial Least Square) software program. The results of this study prove that work environment, workload and work stress have a significant effect on job satisfaction and indirectly work environment and workload have a significant effect on job satisfaction. Through job stress on the North Sumatra Regional Police

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Kim, Taehyung, Jaehoon Jung, and Heekyun Park. "A study on factors influencing riot police turnover intention." Korean Association of Public Safety and Criminal Justice 31, no. 3 (September 30, 2022): 91–122. http://dx.doi.org/10.21181/kjpc.2022.31.3.91.

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Even in the face of COVID-19, the number of assemblies and demonstrations per year in which the police were mobilized was more than 10,000, which did not significantly decrease compared to the previous year. While the future assemblies and demonstrations are expected to increase further, the related duties were mainly dependent on conscripted police. If professional police officers with relatively high job competency replace conscripted police, the management of assemblies and demonstrations and security police duties will be performed more efficiently. However, the number of police officers replacing the conscripted police is only 30% of the conscripted police. If an existing or new professional police officers leave their job in a situation where the quota itself is absolutely insufficient, the damage will be passed on to the public. Against this background, this study, conducted to analyze the factors affecting the turnover intention of riot police, verified the effects of job stress, job satisfaction, organizational commitment, and burnout on turnover intention through the analysis of previous studies. As a result of analyzing using survey data of 1,007 riot police belonging to the Seoul Metropolitan Police Agency’s Mobile Police Headquarters in 2021, it was found that, among demographic and sociological variables, gender, working period, and age have different effects on turnover intention. It was confirmed that the overall level of job stress, organizational commitment, and burnout also had a statistically significant effect on turnover intention according to the level. Based on this, some policy suggestions for managing the turnover intention of riot police were presented.

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PATTERSON, BERNIE L. "Job Experience and Perceived Job Stress among Police, Correctional, and Probation/Parole Officers." Criminal Justice and Behavior 19, no. 3 (September 1992): 260–85. http://dx.doi.org/10.1177/0093854892019003004.

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Frank, James, Eric G. Lambert, and Hanif Qureshi. "Examining Police Officer Work Stress Using the Job Demands–Resources Model." Journal of Contemporary Criminal Justice 33, no. 4 (August 31, 2017): 348–67. http://dx.doi.org/10.1177/1043986217724248.

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Policing has long been recognized as a stressful, emotionally trying, and sometimes dangerous occupation. Job stress is related to several harmful outcomes for officers, and ultimately police organizations. The present study empirically examined the applicability of the job demands–resources model to explain levels of work stress experienced by a sample of police officers in India. Survey data collected from 827 officers in the Indian state of Haryana were examined to determine the impact of five job demands and four job resources on work stress. Our findings suggest that role ambiguity, role conflict, and role overload are associated with higher levels of officer stress, whereas organizational support, formalization, and employee input in decision making are all associated with lower levels of stress. The implications of our findings for policing and the job demands–resources model are also discussed.

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Tyagi, Akansha, and Rajib Lochan Dhar. "Factors affecting health of the police officials: mediating role of job stress." Policing: An International Journal of Police Strategies & Management 37, no. 3 (August 12, 2014): 649–64. http://dx.doi.org/10.1108/pijpsm-12-2013-0128.

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Purpose – The purpose of this paper is to examine the prevalence of stress among police officers and the impact of it on their health. Design/methodology/approach – A survey was conducted in randomly selected four cities from the state of Uttarakhand, India. A total of 444 police officers below the inspector-level ranks from eight police stations participated in this study. Structural equation modeling was used to examine the inter-relationship between the factors affecting health and assessing the mediating role of stress. Findings – Findings revealed that organization politics and work overload held a positive relationship whereas perceived organization support had an inverse relation with stress. Work overload was found to be the highest contributor in causing stress with a strong positive relationship value of 0.52 with stress. Further, stress had a strong impact on the health of the police officers, indicated by the direct relation with a value of 0.55. Research limitations/implications – The study is limited to the geographical area of Uttarakhand. Findings revealed that the health of the policemen was highly affected by the stressful work environment and work overload. Hence, higher authorities of the police department are required to pay attention on the welfare activities of the force to improve the prevailing situation. Originality/value – This study would be contributing to the literature available in Indian context by discussing the various antecedents of stress among the police officers.

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Sharma, Kirti. "Job Stress of Government and Private - Comparative Analysis." International Journal for Research in Applied Science and Engineering Technology 8, no. 2 (February 29, 2020): 574–78. http://dx.doi.org/10.22214/ijraset.2020.2087.

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Hussein, Kresnawan, and Pantius Drahen Soeling. "The Effect of Resilience and Workload on Organizational Commitment of Criminal Investigation Investigators Mediated by Job Stress." Advances in Social Sciences Research Journal 7, no. 7 (July 26, 2020): 435–44. http://dx.doi.org/10.14738/assrj.77.8662.

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Organizational commitment is needed by the Denpasar City Resort Police to achieve organizational goals and create a condusive economic, political, social, and cultural situation. The high workload puts the individual in a job stress situation that reducing the productivity and commitment of the investigators to the organization. However, the investigators who are resilient will be able to break down the stress into positive things to increase the productivity and feel as a part of the National Police organization. This research aims to analyze the effect of resilience and workload on organizational commitment of criminal investigation investigators mediated by job stress variable. The research method used was Explanatory Survey Method, while the analytical method used was (PLS-SEM) with software SmartPLS version 3.0. This research used the entire population involving 220 criminal investigation investigators of Denpasar City Resort Police. The results of the research explained that the resilience variable had a negative and insignificant effect on job stress variable but the positive and significant effect on organizational commitment variable. While workload variable had a positive and significant effect on job stress variable but it had the negative and significant on organizational commitment variable. Meanwhile, job stress variable had negative and significant on organizational commitment variable. Based on the results of this research, resilience can reduce job stress arising from the high workload that increasing organizational commitment of the criminal investigation investigators studied.

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Sakata, Maho. "Stress and Stress Coping in Police Officers Uning the New Brief Job Stress Questionnaire." Proceedings of the Annual Convention of the Japanese Psychological Association 85 (2021): PD—145—PD—145. http://dx.doi.org/10.4992/pacjpa.85.0_pd-145.

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Neely, Phillip, and Craig S. Cleveland. "The Impact Of Job-Related Stressors On Incidents Of Excessive Force By Police Officers." American Journal of Health Sciences (AJHS) 3, no. 1 (December 22, 2011): 63–74. http://dx.doi.org/10.19030/ajhs.v3i1.6755.

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The present study addresses the relationship between job-related stressors and incidents of police misconduct, a concept that has largely been neglected in policing literature. Manzoni and Eisner’s conceptualization of stress-strain theory provided the foundation for the research. Specifically, this study examines individual differences in the perception of how job-related stressors such as departmental leadership, departmental policies and regulations, and departmental climate are related to incidents of police misconduct expressed through the exercise of excessive force. This quantitative survey design employed the Police Survey of Job Related Stress (PSJRS) among a convenience sample of 94 active police officers (49 African American and 45 European) from a southern U.S. state. T-tests and the Mann-Whitney test were used to document statistically significant differences between white and African American officers across the perceived connection linking the core PSJRS dimensions of job-related stressors to excessive force misconduct. The results promote positive social change by reinforcing social bonds between police and communities and creating safer places to live.

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Kim, Wook Hwan, and Kab Won Kang. "The development of Korean Local Police officers’ Job stress measurement instrument and survey of their Job stress." Korean Association of Public Safety and Criminal Justice 28, no. 2 (June 30, 2019): 61–90. http://dx.doi.org/10.21181/kjpc.2019.28.2.61.

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Brady, Patrick Q., and William R. King. "Brass Satisfaction: Identifying the Personal and Work-Related Factors Associated With Job Satisfaction Among Police Chiefs." Police Quarterly 21, no. 2 (March 7, 2018): 250–77. http://dx.doi.org/10.1177/1098611118759475.

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Despite job satisfaction being among the most commonly studied constructs in the organizational behavioral literature, few studies have examined predictors of job satisfaction among police officers. Even more, much of the stress and policing literature has focused primarily on frontline officers. As a result, less is known about the development of work-related attitudes among police administrators. The present study used a sample of 315 police chiefs to identify the personal and work-related factors associated with job satisfaction among police chiefs. Findings indicated that organizational factors, such as the size of the organization and chiefs’ overall commitment to their organization, were the two strongest predictors of job satisfaction. Implications and future avenues of research are discussed.

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