Explaining job satisfaction and voluntary assistance among Nigerian police officers (original) (raw)
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The significance of job satisfaction in any organizational setting and work environment, including law enforcement cannot be over-emphasized. This is due to the fact that job satisfaction has the tendency to influence work productivity, staff turnover, labor market behavior, work effort, and employee morale. Job satisfaction has long been the subject of discussion among academic scholars, industrialists, researchers, as well as in the business community. The study critically examined the correlates of job satisfaction from the organizational viewpoint among officers of the Nigeria Police. Data was collected through mail in survey from 500 police officers across the country for over a period of three months of which 437 of the surveys were found valid for data analysis, representing 72.8% response rate. The results suggest that "the work itself, remuneration/pay, promotion opportunities, and supervision had significant impact on job satisfaction while co-workers had no significant correlation with the officers' job satisfaction.
SOURCES OF JOB DISSATISFACTION AMONG NIGERIAN POLICE: IMPLICATIONS FOR COUNSELING
This study examined sources of job dissatisfaction among members of the Nigerian Police Force with special reference to Port Harcourt municipality. Three hundred (300) respondents (160 male and 140 female) were selected from the sample through the stratified random sapling technique. The "Police Job Dissatisfaction Scale" (PJDS) was constructed to collect data from the respondents. The data generated were subjected to statistical analysis through mean scores and independent t-test. Independent t-test was employed in testing the hypotheses at 0.05 level of significance. The study identified various sources of dissatisfaction among officers and men of the police force. It equally found significant difference in the sources of job dissatisfaction between male and female, married and unmarried officers and men of the police force. There was also a significant difference in the sources of job dissatisfaction between secondary school certificate holders and graduate of the police. Based on the findings, appropriate recommendations were proffered.
Influence of Job Stress on Job Satisfaction: Empirical Evidence from Ghana Police Service
International Business Research, 2014
in 2011. A prospective analysis was completed on 200 Police officers who were selected, using convenience sampling, from a population of 335 personnel at the Division. The researcher carried out analysis into the influence of physical environment, role ambiguity, role overload (moderators of stress), supervisor support and coworker support (social support) on job satisfaction among the officers. Regression analysis revealed the following findings. First, role ambiguity and physical environment had negative and non-significant relationship with job satisfaction. Second, coworker support had moderately positive significant influence with job satisfaction. Third, there was a positive non-significant relationship between supervisor support and job satisfaction. Fourth, there was a positive significant relationship between coworker support and job satisfaction. The author recommends that leadership of Police administration should pay much attention to the psychological and physiological needs of their police officers to improve upon the job satisfaction among the officers.
The present study examines whether, and to what degree, supervisor support in law enforcement is associated with job satisfaction, holding the effects of age, rank, education, gender, and working unit as constant in the analysis. A total of 216 Turkish National Police (TNP) employees working in Istanbul Police Department, comprising 185 regular police officers and 31 ranked police officers, completed the study survey. The influence of supervisor support on the job satisfaction levels of TNP employees was analyzed by structural equation modeling (SEM) under the theoretical framework of Frederick Herzberg's two-factor theory. The results of the study indicate that TNP employees' perceived supervisor support has a statistically significant positive effect on their job satisfaction levels. The more TNP employees perceive their supervisors as supportive, the higher their job satisfaction levels. Among the five demographic variables, only working unit of TNP employees makes statistically significant contribution to their job satisfaction levels. The predictor variable of supervisor support along with working unit collectively, explain 45 % of the total variation in job satisfaction. ________________________________________________________________________
JOB CHARACTERISTICS AND JOB SATISFACTION AMONG POLICE OFFICERS IN ENUGU URBAN
JOB CHARACTERISTICS AND JOB SATISFACTION AMONG POLICE OFFICERS IN ENUGU URBAN., 2019
Considering the theoretical assumptions of the affect model linking job characteristics to job satisfaction, this cross-sectional survey investigated job characteristics as predictors of job satisfaction among one hundred and ninety (190) police officers in Enugu urban comprising 125 males and 65 females between the ages of 20 to 59 years (M = 36.83, SD = 6.07) sampled using multi-stage sampling (cluster and systematic sampling techniques).
Mediterranean Journal of Basic and Applied Sciences (MJBAS) , 2024
This quantitative study examines the relationship between organizational support and job satisfaction among Philippine National Police Personnel. Recognizing the critical role that organizational support plays in fostering a positive work environment, the research investigates how factors such as resource availability, training programs, and mental health services influence job satisfaction among officers. The study employs a comprehensive survey targeting police personnel across various demographic and professional backgrounds to capture a broad spectrum of experiences and perspectives. Key findings indicate that strong organizational support correlates with higher job satisfaction, reduced turnover rates, and enhanced performance. The results underscore the importance of equitable policies, effective communication, and recognition in cultivating a motivated and satisfied police workforce. These insights are vital for informing policy recommendations and developing strategies aimed at improving organizational support within law enforcement agencies, ultimately contributing to better public safety outcomes.
Contributions of job stress and job involvement in work-family conflict of police officers in Enugu urban, Nigeria, 2020
Work-family conflict likely occurs among employees who are caught between demands of work responsibilities and demands of family responsibilities. There has been much research on work-family conflict, but little effort has been made to study this in Nigerian police. Considering the theoretical assumptions of spillover theory linking job stress and job involvement to work-family conflict, this cross-sectional study investigated the contributions of job stress and job involvement in work-family conflict among police officers in Enugu urban area of Enugu State, Nigeria. Two hundred and nine (209) police officers, comprising 129 males and 80 females between the ages of 20 to 59 years (M = 39.24, SD = 6.26) were sampled using multi-stage sampling techniques. The 15-item Job Stress Scale, 20-item Job Involvement Scale and 32-item Work-family Conflict Scale were the measures for data collection. Results of hierarchical multiple-regression revealed that job stress and job involvement did not equally predict work-family conflict and its bi-directions. Specifically, job involvement jointly and independently predicted work-family conflict, work-to-family conflict and family-towork conflict while job stress jointly and independently did not predict work-family conflict and its bidirections. Job involvement accounted for 18.0% of the variance of work-family conflict, 21.90% of work-tofamily conflict and 3.70% of family to work conflict among officers of Nigerian police. There is a need for policy makers in Nigeria such as Police Service Commission to consider job involvement in order to reduce workfamily conflict of police officers.
2019
This study examined the relationship between job satisfaction and turnover intentions of police officers in rural communities in Dekina Local Government Area of Kogi State, Nigeria with the specific objectives of ascertaining the levels of job satisfaction and turnover intentions, the relationship between the levels of job satisfaction and turnover intention, and the gender differences in the levels of job satisfaction and turnover intentions, using descriptive survey research design with quantitative approach. The study also utilized multi-stage sampling design. First, three divisional police headquarters were purposively selected in the study area. Second, nine police posts were purposively chosen from the divisional police headquarters selected. Third, one hundred and seventeen respondents were chosen from the selected police posts using purposive sampling technique. Data were collected using semi-structured questionnaire and the data collected were processed using Statistical Package for Social Sciences version 22, and statistically analysed using frequencies, percentage and weighted mean while Pearson product correlation and Levene's independent t-test for equality of variance were used to test the study hypotheses. The results of the study show that respondents in the sampled area had low level of job satisfaction and high turnover intentions; these were however influenced by combination of factors such as poor compensation package (including salary and fringe benefits), work overload, irregular promotion and career advancement. Based on these findings, the study concludes with recommendations application of which will not only help the police organisation to reduce job dissatisfaction and turnover intentions among its personnel in the rural areas but also serve as the organisation personnel retention strategy.
This study examined the influence that supervisory behaviour and job-induced stress might have on job satisfaction and turnover intention of police personnel in Ekiti State, Nigeria. Three hundred and fifty police personnel (200 males, & 150 females) drawn from the three senatorial districts of Ekiti State responded to Supervisory Behaviour Description Questionnaire (SBDQ), Job Related Tension Questionnaire (JRTQ), Minnesota Satisfaction Questionnaire (MSQ) and Turnover Intention Question (TIQ). Analysis of data with 2x2 ANOVA statistics revealed a significant effect of supervisory behaviour on job satisfaction (F (1/346) = 185.4, P<0.1), a significant influence of supervisory behaivour on turnover intention (F (1/346) = 129.66, P<0.1) and a significant effect of job stress on Job satisfaction (F (1/346) =5.57, P<0.1). Further revealed is a significant effect of job stress on turnover intention (F (1/346) = 4.90, P<.0.1). However no significant interaction effect of supervisory behaviour and job stress was observed on Job satisfaction (F (1/346) = 2.16, P>. 0.5). In like manner there was no significant interaction effect of supervisory behaviour and job stress on turnover intention (F(1/346) = 3.37, P>.0.5). Findings were discussed in light of literature on supervisory behaviour, job
Critical Incident Stress Management and Job Satisfaction among National Police Service Officers
2024
The purpose of the study was to examine the moderating effect of employee wellbeing on the relationship between critical incident stress management and job satisfaction among the same officers. The study was guided by Two Factor Theory of Motivation. An explanatory research design was employed to explain the cause-effect relationship between the variables. Stratified and purposive sampling techniques were used to collect data from a sample size of 328 respondents derived from Yamane's formula, with a target population being 1297 police officers using a structured, closed ended questionnaire. A pilot study was conducted in national police service in Nandi County to ascertain validity and reliability of the research instruments. Data collected were analysed using descriptive statistics and inferential statistics. Descriptive statistics were frequencies, percentages, mean and standard deviation. Inferential analysis was carried out through correlation to ascertain the relationships between variables and regression analysis to test the hypotheses. The study findings revealed that critical incident stress management (β1=0.185, p=0.000) had a positive and significant effect on job satisfaction among national police service officers in Uasin Gishu County, Kenya. In addition, results indicated that employee wellbeing moderates the relationship between critical incident stress management (β5=-0.067, p=0.000, R2=.511, ΔR2=.016) and job satisfaction among the national police service officers. The study recommended that the National Police Service (NPS) should enhance mental health services to improve officers' job satisfaction.