Testing a Model of Officer Intentions to Quit

Abstract

Voluntary turnover among law enforcement personnel is a significant concern. However, few studies have considered potential intermediate linkages in the relationship between working conditions and officers’ quit/stay intentions. Utilizing a large cross-sectional sample of U.K.-based officers (n = 1,789, response rate = 25%), a mediational model of officer turnover intentions was tested. Findings indicated that a number of key psychosocial conditions specified in the U.K. Health and Safety Executive Management Standards Indicator Tool (e.g., job demands, role clarity) were associated with officer intentions to leave; however, when job stress and job satisfaction were entered into the model, these relationships were either reduced, or no longer significant. Findings indicated that task-oriented conditions were more strongly associated with job stress while relational or socially oriented conditions were stronger predictors of job satisfaction. These results highlight that monitoring stress and satisfaction may be a valuable component of officer retention efforts, and could offer early-warning of impending turnover among staff.

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

“…), and obtaining and maintaining these resources is related to lower levels of burnout. Prior research (Leka & Jain, 2010; Moura et al, 2014; Scanlan & Still, 2013) has reported that the reduction of burnout syndrome leads to greater job satisfaction, a variable that is recognized not only for its mediating role between work stress factors and TI (Ferreira et al, 2017; Kuo et al, 2014), but also for its potential to decrease withdrawal cognitions in different occupational groups (Allisey et al, 2014). On the contrary, the results suggest that low justice perceptions produce a feeling of lack of control over work conditions and outcomes, thus generating an increase in burnout and a decrease in job satisfaction, which in turn fuels TI among individuals.…”

“…These withdrawal cognitions emerge as a coping mechanism triggered by the unpleasant situation, in a failed endeavor to elude it. In fact, over the years, numerous studies have examined the relationship between job satisfaction and labor turnover (e.g., Allisey et al, 2014; Kim & Kao, 2014; Kuo et al, 2014; Scanlan & Still, 2013; Zeffane & Bani Melhem, 2017), concluding that satisfied employees present low or no TI. Therefore, based on these antecedents, we posit the following hypothesis:…”

“…So, in spite of the fact that conclusive evidence indicates, on the one hand, that low justice perceptions produce higher burnout and lower job satisfaction, and, on the other hand, that a decrease in job satisfaction generates a breeding ground for the development of employees’ TI (Allisey et al, 2014; Chang et al, 2013; Feng et al, 2017; International Labour Organization, 2016; Scanlan & Still, 2013; Shaukat et al, 2017; Tayfur et al, 2013), no research has yet explored the possible links between organizational justice, burnout, job satisfaction, and TI in a single integrative model. Therefore, in light of these theoretical and empirical antecedents, and considering the insufficiency of the current state of knowledge to account for TI, the aim of the present study was to analyze the underlying mechanisms of the relationship between organizational justice perceptions and TI of Argentine employees.…”

“…At the organizational level, turnover of qualified employees leads to poor performance and high costs of recruitment, selection, and training of new staff; while, at the individual level, turnover affects the levels of commitment, identification, and social integration of workers (Chang, Wang, & Huang, 2013). In order to prevent and intervene in this issue, researchers and organizational specialists have turned to the study of turnover intentions (TI), defined as employees’ conscious and deliberate willingness to leave their organizations (Allisey, Noblet, Lamontagne, & Houdmont, 2014; Chang et al, 2013; Flint, Haley, & McNally, 2013). Over the last years, employees’ TI have occupied a prominent position in human resource management and organizational research, mainly because they stand as a strong predictor of actual employee turnover (Chang et al, 2013; Tett & Meyer, 1993).…”

Approaching the Discriminatory Work Environment as Stressor: The Protective Role of Job Satisfaction on Health

“…Moreover, previous research has attributed a valuable role to job satisfaction as a mediator variable (Allisey et al, 2014; Silla and Gamero, 2014; Yuan et al, 2014). In a study carried out by Silla and Gamero (2014), job satisfaction played a mediating role in the relationship between shared time pressure and employees’ self-reported health.…”