Perceived organizational support, motivation, and engagement among police officers.

Abstract

Using self-determination theory (Deci & Ryan, 2008) as a guiding theoretical framework, the present research tested a model that incorporates (a) police officers' perceptions of organizational and supervisor support (i.e., the degree to which organizations or supervisors value the police officers' contributions and care about their well-being); (b) global, domain specific (i.e., work) and situational (i.e., in a training session) motivation; and (c) engagement. The hypothesized model was tested using two samples of police officers. In Study 1, results revealed that work motivation was significantly related to both intraindividual (global motivation) and contextual (organizational support) factors. In addition, self-determined work motivation was positively related to work engagement. Using a cross-sectional design with multiple measurement points, these results were replicated at the situational level (i.e., in a training session) in Study 2. The present results underscore the importance of understanding the mechanisms through which work engagement can be enhanced. Specifically, to improve police officers' work engagement, organizations and supervisors must attempt to promote the police officers' self-determined motivation.

Antecedents of Engagement in Community-Based Crowdsourcing

“…Workplace research also demonstrates a positive relationship between intrinsic motivation and engagement. For example, Gillet et al found that engagement among police officers was strongly related to their intrinsic motivation [29]. These results were replicated in a laboratory study that showed that workplace conditions which were conducive to the psychological well being of employees positively influenced their intrinsic motivation to work which in turn was positively related to their work engagement [3].…”

Mediating role of meaningful work between resources and work engagement in Bangladesh’s private banks

“…Later on, Albrecht (2012) showed that organization climate has a strong association with work engagement through the influence of job resources. Also, Gillet et al (2012) found a positive relationship between perceived organization support and work engagement. A positive relationship has also been observed between value congruence and work engagement (Sortheix et al, 2013).…”

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

“…At the organisational level, five cross-sectional studies 72,166,225,242,259 and one using complex methods 109 found that perceived organisational support was associated with engagement, with some of these studies also showing mediated relationships. At the team/unit level, team engagement levels were found to be positively associated with individual engagement, 127 while it was also found that colleagues' engagement levels were associated with individual engagement on days when there was frequent communication.…”