Police Occupational Culture and Bullying

Miller, Hilary

doi:10.1007/978-981-10-5308-5_6

Cited by 7 publications

(3 citation statements)

References 51 publications

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“…Workplace bullying refers to negative behaviors repeatedly performed by a single or group of perpetrators over a period of time which involves activities like verbal harassment, socially excluding the victim and negatively affecting their job duties directly or indirectly (Einarsen, Hoel and Notelaers 2009). Due to the magnitude and the severity of its consequences, workplace bullying has been termed as a global epidemic equally affecting all employees irrespective of their educational backgrounds and job status (D'Cruz et al 2016;Miller 2019;Paull et al 2019;Salin et al 2019).…”

Section: Introductionmentioning

confidence: 99%

Is workplace bullying always perceived harmful? The cognitive appraisal theory of stress perspective

Majeed

Naseer

2019

Asia Pac J Human Res

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The present study expands the literature on bullying by unveiling why and when bullying might produce positive outcomes. Employing the cognitive appraisal theory of stress and coping, we hypothesize eustress as an important mechanism through which bullying might enhance the victim's job performance, career success, and creativity. Moreover, we hypothesized psychological capital as a moderator in the workplace bullying-eustress relationship. We collected temporally segregated field data at three time intervals with a time lag of 2-3 weeks from matched data of employees and their fellow peers (n = 321) belonging to the service sector of Pakistan. Utilizing PROCESS macro, the results substantiated our hypothesized moderated mediation model, in that workplace bullying led to higher performance, career success and employee creativity through the mechanism of eustress and this indirect effect was stronger for individuals who possessed higher psychological capital. Our study opens up a new avenue in the workplace bullying literature by emphasizing the different side of bullying in an eastern cultural context.

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Section: Introductionmentioning

confidence: 99%

Is workplace bullying always perceived harmful? The cognitive appraisal theory of stress perspective

Majeed

Naseer

2019

Asia Pac J Human Res

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“…While theory is relevant across workplace contexts, tremendous pressure has been placed on the institution of policing, including large-scale public protests (e.g., Black Lives Matter), criticism in the press, and individual and class action litigation (Flores, 2020). As a result, police forces across the UK and United States have increasingly been confronting issues of prejudice among their employees (Fryer, 2018;Lammy, 2017;Miller, 2021). Taking this together, policing is a poignant example of an organization that has invested in reducing prejudice, but one that continues to be plagued by prejudice-where strategies to enhance its prejudice-reduction efforts are greatly needed.…”

Section: Present Studiesmentioning

confidence: 99%

The role of perceived autonomy‐supportive communication for motivating prejudice reduction and avoiding defiant backlash within the police force workplace

Weinstein

Legate

Graham

et al. 2022

J Applied Social Pyschol

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Workplace prejudice‐reduction efforts tend to be short lived at best, and can even arouse defiance, or a desire to oppose requests or rules, in employees. The motivational approach of self‐determination theory (SDT) describes how communicating about prejudice reduction can be scaffolded in ways that inspire genuine motivation and avoid eliciting defensive responses. From an SDT perspective, such autonomy‐supportive communications take the perspective of the employee, provide choice about how to best approach attitude change, provide a rationale or compelling reason for the importance of change, offer structure through explaining the consequences of bias, and avoid the use of shame to compel change. In two multi‐wave studies with British police officers and staff, we hypothesized that employees would report lower prejudice (operationalized as having less antagonistic attitudes toward police forces investing in diversity) when they perceived forces to communicate about prejudice in autonomy‐supportive ways (Studies 1 and 2). We also tested whether this association would be explained by lower defiance when perceiving the force to communicate in autonomy‐supportive ways (Study 2). Results supported the main effect of perceived autonomy‐supportive communication relating to lower prejudice in multi‐wave (Study 1, n = 1226) and longitudinal data (Study 2, n = 232). We consider implications for communicating about prejudice‐reduction efforts in the workplace.

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“…Also, the changing nature of police work requires new recruitment strategies and traditional recruitment models used by departments are often misaligned with both new generational values and new diverse audiences of potential recruits (Cain, 2019; Wasilewski and Olson, 2017). In addition to these issues, police recruitment and retention have been hampered by public scandals, with co-worker harassment and a culture of professional bullying in many police departments (Miller, 2019).…”

Section: Introductionmentioning

confidence: 99%

Revisiting the Ferguson effect: Law enforcement perception of recruitment in the post George Floyd era

Copeland

Carmen

Semukhina

2022

International Journal of Police Science & Management

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Mainstream media have argued that prolonged and harsh criticism of police officers prompted by death of Michael Brown at the hands of Ferguson police has had a major negative effect on the US law enforcement community. This phenomenon, known as the “Ferguson effect”, was exacerbated in the following years by the availability of other violent public–police interactions propagated through social media. The academic literature found almost no evidence that the Ferguson effect had any impact on crime rates and only limited evidence that it resulted in de-policing in the United States. Missing from this conversation is research on how the Ferguson effect impacted the ability of police departments to maintain staffing levels and recruit new officers nationwide. This article fills this gap in the research literature by examining levels of officer retention and recruitment from an organizational perspective. Police chiefs in Texas were surveyed about their perceptions of the Ferguson effect on department recruitment and retention efforts. The results found that the Ferguson effect is related to increased difficulty in officer recruitment but its impact is relatively small when compared with traditional recruitment challenges such as limited budgets and competitive job markets. The findings also reported no impact of the Ferguson effect on police departments’ retention issues. This article discusses these findings within the scope and context of George Floyd's death and current civil rights issues in the United States.

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Police Occupational Culture and Bullying

Cited by 7 publications

References 51 publications

Is workplace bullying always perceived harmful? The cognitive appraisal theory of stress perspective

Is workplace bullying always perceived harmful? The cognitive appraisal theory of stress perspective

The role of perceived autonomy‐supportive communication for motivating prejudice reduction and avoiding defiant backlash within the police force workplace

Revisiting the Ferguson effect: Law enforcement perception of recruitment in the post George Floyd era

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