The Influence of Work Resources, Demands, and Organizational Culture on Job Satisfaction, Organizational Commitment, and Citizenship Behaviors of Spanish Police Officers

Abstract

The present study aims to analyze the influence of work demands and resources (support and control) on the attitudes and behaviors (satisfaction, organizational commitment, and organizational citizenship behaviors toward the organization, OCBO) of Spanish police officers, and to examine the potential mediating role of the flexibility-oriented organizational culture. Participants were 182 Spanish police officers. The analysis was carried out using the Smart PLS (Partial Least Squares) program. Firstly, reliability and convergent and discriminant validity were analyzed. Secondly, the structural model was evaluated. Overall, findings support the hypothesized model, except there was not a significant effect of demands and support on OCBO (Organizational Citizenship Behavior Organization-oriented). Results of the importance-performance map analysis also show that, in terms of predicted job satisfaction and organizational commitment, control and support are not so important, but both of them perform relatively well compared to the remaining constructs (demands and flexibility-oriented culture).

Police officers’ work–life balance, job satisfaction and quality of life: longitudinal effects after changing the shift schedule

“… 65 Job control and a flexibility-oriented culture can positively influence job satisfaction. 66 Continuous participation of police officers should be maintained to shape and continuously adapt the change process of implementing the new shift schedule. 48 Regularly conducted risk assessments can provide a basis for this and identify such stressors to counteract them preventively.…”

“…It is also recommended to identify police officers’ risk factors for mental health early to be able to prevent and promote their quality of life 65. Job control and a flexibility-oriented culture can positively influence job satisfaction 66. Continuous participation of police officers should be maintained to shape and continuously adapt the change process of implementing the new shift schedule 48.…”

The Effects of Leaders’ Prosocial Orientation on Employees’ Organizational Citizenship Behavior – The Roles of Affective Commitment and Workplace Ostracism

“…Employees are encouraged by this perception to take initiative in their civic duties and proactively serve the organization. 33 For example, under leaders with this trait, employees will actively participate in work, comply with rules and regulations, help colleagues build a harmonious atmosphere, protect the honor and interests of the organization. Furthermore, the generation of affiliation-oriented OCB among employees will be promoted.…”

A Comprehensive Model of the Relationship between Miners’ Work Commitment, Cultural Emotion and Unemployment Risk Perception

“…Since then, scholars have conducted special research on organizational culture and formed different connotations. For example, Badia et al [30] defined organizational culture as the common norms, values, and world vision formed during the interaction between members, while Marcos et al [31] believed that organizational culture is a collection of key values shared by organization member. Although no consensus has been reached on the connotation of organizational culture yet, they all contain common elements-that is, organizational culture is a collection of values and behavioral norms shared by organization members.…”