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Abstract
Police officers’ job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September–October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers’ job satisfaction should be developed in the future, especially the enhancement of PsyCap.
Highlights
Job satisfaction is a subjective feeling about how much an individual’s needs are met by a job and can be expressed as “the extent to which people like their jobs” [1]
The four models according to the steps determining the mediating effect of psychological capital (PsyCap) were validated for goodness of fit, and the goodness-of-fit indices in the four models all fell within the acceptable range (Table 4)
Of the two control variables, age was significantly related to job satisfaction (β = 0.082, p < 0.01), which indicated the younger police officers reported lower level of job satisfaction to their police jobs
Summary
Job satisfaction is a subjective feeling about how much an individual’s needs are met by a job and can be expressed as “the extent to which people like their jobs” [1]. The basis for the assessment and investigation of job satisfaction was constructed from the Motivation-Hygiene theory [2], according to which employees’ feelings toward their jobs are affected by two factors, motivators and hygiene factors. Motivators are able to create satisfaction by satisfying the individual’s needs for personal growth and meaning, while hygiene factors can minimize the feeling of dissatisfaction. Investigating job satisfaction can help emphasize factors that increase it, which can improve organizational profit and productivity [4]
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