Abstract
BackgroundThe work engagement of police officers pertains to social stability and security, as well as to the orderly operation of the political-economic environment. Although there are many studies on work engagement at present, few studies focus on the influencing factors of police officers’ work engagement. According to the job demands-resources model and the conservation of resources theory, job resources (e.g., perceived organizational support) and personal resources (e.g., regulatory emotional self-efficacy) are important factors influencing work engagement. We assume that a moderated mediation model, in which job satisfaction plays a mediating role in the relationship between perceived organizational support and work engagement, regulatory emotional self-efficacy moderates not only the relationship between perceived organizational support and job satisfaction but also the relationship between job satisfaction and work engagement.Objective and MethodThis study explores the drivers of work engagement through perceived organizational support and regulatory emotional self-efficacy among Chinese police officers using a convenient sampling method to administer a questionnaire to 744 Chinese police officers. A mediated model is proposed to investigate the mediating role of job satisfaction and the regulating role of regulatory emotional self-efficacy.ResultsJob satisfaction mediated a positive relationship between organizational support and work engagement, and the perceived organizational support-job satisfaction and the job satisfaction-work engagement relationships were positively moderated by regulatory emotional self-efficacy, such that these relationships were stronger at higher levels of regulatory emotional self-efficacy. These findings have a practical significance for Chinese police officers’ work engagement advancement.
Highlights
The Definition and Significance of Work EngagementWith the rise in positive psychology research, work engagement, as a positive working state, has received extensive attention in the field of occupational health research. Kahn (1990) first defined work engagement as the way that “organization members control themselves to combine self and work roles.” Existing research generally defines work engagement as “a positive, fulfilling, workrelated state of mind that is characterized by vigor, dedication, and absorption” (Schaufeli et al, 2002, p.74)
We propose the following: Hypothesis 3: The mediating role that job satisfaction would play in the relationship between perceived organizational support work engagement among Chinese police officers would be moderated by regulatory emotional self-efficacy
Model analysis explains how perceived organizational support affects police work engagement. It illustrates which individuals are more aware of how perceived organizational support impacts police work engagement through job satisfaction
Summary
The Definition and Significance of Work EngagementWith the rise in positive psychology research, work engagement, as a positive working state, has received extensive attention in the field of occupational health research. Kahn (1990) first defined work engagement as the way that “organization members control themselves to combine self and work roles.” Existing research generally defines work engagement as “a positive, fulfilling, workrelated state of mind that is characterized by vigor, dedication, and absorption” (Schaufeli et al, 2002, p.74). Existing research generally defines work engagement as “a positive, fulfilling, workrelated state of mind that is characterized by vigor, dedication, and absorption” (Schaufeli et al, 2002, p.74). Dedication refers to strong employee involvement in their work with an experience of a sense of significance, enthusiasm, and challenge. Studies have shown that work engagement predicts employee organizational commitment and proactive behavior (Bakker et al, 2012; Walden et al, 2017) and helps in reducing burnout and other occupational stress symptoms, thereby improving individual mental health and well-being (Riipinen, 1997; Xanthopoulou et al, 2012). According to the job demands-resources model and the conservation of resources theory, job resources (e.g., perceived organizational support) and personal resources (e.g., regulatory emotional self-efficacy) are important factors influencing work engagement. We assume that a moderated mediation model, in which job satisfaction plays a mediating role in the relationship between perceived organizational support and work engagement, regulatory emotional self-efficacy moderates the relationship between perceived organizational support and job satisfaction and the relationship between job satisfaction and work engagement
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