The effect of perceived citizen views and supervisor support on Private Security Officers’ job satisfaction: the mediating role of self-legitimacy

Abstract

The present research examined the determinants of private security officers’ job satisfaction. Specifically, the impact of perceived citizen views and supervisor support on job satisfaction was explored while investigating the mediating effect of self-legitimacy. A convenience sample of South Korean private security officers were explored by using a paper-and-pencil questionnaire and in-depth interviews. The results showed that perceived citizen views and supervisor support positively affected self-legitimacy and job satisfaction, and self-legitimacy mediated the impact of perceived citizen views on job satisfaction. This research contributes to the job satisfaction and private security literature as no prior studies have assessed the influence of perceived citizen views, supervisor support, and self-legitimacy on the job satisfaction of private security officers. Policy implications and future research directions are discussed.

Self‐efficacy, prosocial impact, and self‐legitimacy as psychological predictors of judicial officer performance

“…Indeed, some of these manipulations are as simple as asking a member of the community to speak to employees about how their collective efforts have impacted them (Grant, 2008a). Regarding self‐legitimacy, fair treatment and support by supervisors has been shown to be especially important (Akoensi & Tankebe, 2020; Bradford & Quinton, 2014; Moreto et al, 2021 but see Gau & Paoline, 2021; Paek et al, 2021). This presents an especially important opportunity for administrative offices who typically have control over key elements like fairness, supervisor support, and organizational rewards (Rhoades & Eisenberger, 2002).…”

“…Indeed, the very measurement of self‐legitimacy across studies betrays this conceptual creep as measures often include items addressing prosocial impact (“I believe my role is necessary to prevent crime”; Tankebe, 2019) as well as self‐efficacy (“I am confident that I have enough authority to do my job well;” Nix & Wolfe, 2017). An informal coding of 13 published measures of self‐legitimacy suggests that 7 include items addressing self‐efficacy, 6 address prosocial impact, and 4 address both (Akoensi & Tankebe, 2020; Bradford & Quinton, 2014; Gau & Paoline, 2021; Hacin et al, 2019; Moreto et al, 2021; Nix & Wolfe, 2017; Paek et al, 2021; Tankebe, 2008, 2019; Trinkner et al, 2019; White et al, 2022; Wolfe & Nix, 2017; Wuestewald, 2022). It therefore remains as possible that these constructs have distinct relationships with performance as it is that previously identified effects are actually better accounted for by another construct.…”