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EXAMINING THE IMPACT OF POLICE ORGANIZATIONAL CHARACTERISTICS ON SATISFACTION WITH THE POLICE: DO SATISFIED POLICE SATISFY THE PUBLIC?Choi, Myunghyun 01 December 2021 (has links) (PDF)
Law enforcement administrators are concerned about the levels of public satisfaction with the police as a key to successful policing. Citizens who are satisfied with the police are more willing to provide cooperation with the police that is essential for the organization to reduce crime and serve the community effectively. Existing empirical studies have shown that citizen demographic characteristics and police performance are predictors of satisfaction with the police. The limitation of the previous studies, however, is that they did not consider what police agencies can do, specifically how they change or determine police performance. Without the organizational-level consideration, we may falsely blame individual police officers and their policing activities for the current elevated tension between the public and the police. This research attempts to address the void in the existing literature by introducing an extended theoretical framework that is structured with organizational-level predictors built upon already identified individual-level relationships with public satisfaction with the police.Using the Law Enforcement Organizations (LEO) survey A and Police-Community Interaction (PCI) survey of the National Police Research Platform Phase II, 2013–2015, at the organizational level, the current research examines the indirect associations between organizational characteristics (i.e., transformational leadership and organizational justice) of police agencies and public satisfaction with the police. Police job satisfaction and the proxy measures of police job performance (i.e., satisfaction with the specific police contact and perception of neighborhood safety) are the intervening variables in the relationship. In the current research, the merged data, including 16,547 citizens from 52 police agencies, are used for the analyses. The primary statistical approaches for the examination include factor analyses for the measurement model, bivariate analyses, and Multilevel Structural Equation Modeling (MSEM). The major finding of this research is that organizational justice, which is about the fairness of organizational behaviors, has an indirect association with public satisfaction with the police through police job satisfaction and citizen perceptions of neighborhood safety. This finding indicates that not only are individual police officers who encounter citizens and provide services able to shape citizen perceptions of the police, but police agencies and their administrators are able to actively improve the levels of satisfaction with the police overall.
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From Coping to Banditry:Exploring the Role of Individual Coping Styles andOrganizational Justice in Time BanditryCarvallo Bada, María de la Luz, Schuller, Hanna January 2023 (has links)
No description available.
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The Impact Of Individual Perceptions Of The Fairness Of Public Affirmative Action Policy Statements On Attitudes Toward The OrganizationZaragoza, Joseph 01 January 2012 (has links)
The purpose of this research project was to explore differences in perceptions of organizational justice and related attitudes. Through the use of a 3 x 2 experimental design, participants were randomly assigned to groups in which they were exposed to a fictitious organization’s mock recruitment document publicizing different types of affirmative action programs and varying levels of information regarding the mechanics of such programs. Results did not demonstrate statistically significant differences across groups. Project implications, limitations, and suggestions for future research are discussed.
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Why Do Individuals Act Fairly Or Unfairly? An Examination Of Psychological And Situational Antecedents Of Organizational JusticeGanegoda, Deshani B 01 January 2012 (has links)
Most studies on organizational justice have focused on individuals’ reactions to justice. As such, a key question has been left largely unanswered: Why do individuals act fairly or unfairly? The present research adopted a person-situation interactionist approach (Trevino, 1986) to examine psychological and situational antecedents of individuals’ fair behavior. The social identity model of deindividuation (SIDE; Reicher, Spears, & Postmes, 1995) and side-bet theory of continuance commitment (Becker, 1960) was used to examine how organizational identification and continuance commitment might influence employees’ fair or unfair behavior depending on an organization’s justice climate. Based on SIDE, it was hypothesized that organizational identification relates positively to employees’ feelings of deindividuation. Based on side-bet theory, it was further hypothesized that employees’ continuance commitment relates positively to their adoption of a subordinate role. Both deindividuation and adoption of a subordinate role were argued to make employees more susceptible to external influences and, therefore, make individuals more likely to behave in ways that are normative in a given context. Individuals who have higher levels of continuance commitment and organizational identification were, therefore, argued to engage in fair or unfair behavior depending on the level of the justice climate and the strength of the justice climate of their workgroup. The results of three studies provided support for the majority of hypotheses. Theoretical and practical implications of the results are discussed.
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Exploring the Enacted Justice-Experienced Justice-Outcomes Relationship: A Study of the Role of Anticipatory JusticeLensges, Marcia January 2017 (has links)
No description available.
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A Moderated-Mediation Model of Pay SecrecyBerger, Julia Lizabeth 18 December 2013 (has links)
No description available.
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Identifying the Relationship Between Employee Sabotage and Organizational JusticeWarren, Michael A. January 2010 (has links)
No description available.
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Fairness at work: its impacts on employee well-beingFujishiro, Kaori 13 July 2005 (has links)
No description available.
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Development of trust in leadership: Exploring a cognitive process modelWhitmore, Corrie Baird 30 May 2007 (has links)
This thesis explored the cognitive, character-inference process that Dirks & Skarlicki (2004) assert contributes to trust development. Self-reported transformational leadership, leader integrity, organizational justice, and leader prototypicality correlated positively with cognitive trust in this sample of 81 student employees (63% female, mean age 20.5) of a large southeastern university. Leader prototypicality, a cognitive evaluation process, partially mediated the relationship between leader integrity and trust. This study's prime contribution was the longitudinal, empirical test of a model of trust development in interdependent leader-follower dyads. Future research may explore other antecedents of trust, assess how the cognitive process of trust development occurs, or investigate the relationship-based social exchange mechanism Dirks and Skarlicki (2004) suggest contributes to the development of affective trust. / Master of Science
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PERCEPÇÃO DE JUSTIÇA E COMPROMETIMENTO ORGANIZACIONAL EM SERVIDORES PÚBLICOSPrestes, Ludimila Ines Nunes 11 February 2011 (has links)
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Previous issue date: 2011-02-11 / This study aimed to investigate the relationship between the perceived fairness and
the organizational commitment of public workers of the State of Tocantins. Thus, we
have defined ten research hypotheses. The study had 240 participants who were
public workers in the health field for the State of Tocantins. All of the participants
completed the Perception Scale of Justice of Colquitt (2001) and the Organizational
Commitment Scale of Meyer and Allen (1997), both validated for the Brazilian
population and with great internal consistency. It was also added a questionnaire for
socio- demographic variables. The instruments were completed electronically
through the research website. The data was analyzed in two steps: first, it was made
an analysis of variance (Test t and ANOVA with Scheffé) between the sociodemographic
variables and the perceived fairness and organizational commitment.
Secondly, we analyzed the multiple regressions (stepwise) to verify the predictive
power of socio-demographic variables on the perception of fairness and commitment,
as well as the perception of fairness on the compromised workers. In summary, the
results of the statistical differences show that there is no significant difference
between the perception of justice and the commitment in relation to the occupation of
leadership positions or commissioned basis, the affective commitment and
perceptions of interpersonal justice had larger averages than the other dimensions;
workers with higher levels of education also had a higher average of normative
commitment; the increase in education with a decrease in the mean perceptions of
distributive justice; the highest levels of affective commitment was identified between
older workers; the highest average of affective commitment was between the workers
that had more time together; the highest levels of perceived distributive justice
ranked among the workers that were no longer in the organization, while the lowest
average was shown in the groups that had the highest incomes. The results of the
regression analysis showed that: the perception of justice (interpersonal, distributive
and procedural) positively influences the commitment (affective and normative) of the
workers in Tocantins. The results indicate that the practice of management positions
and functions commissioned are strong predictors of procedural perceptions injustice
and informational. In order for the managers of the health field in Tocantins to count
on a table of workers with more committed to the organization, some suggestions are
provided based on the results of this research. / O presente estudo teve como objetivo investigar as relações entre a percepção de
justiça organizacional e o comprometimento dos servidores públicos do Estado do
Tocantins. Para tanto, foram definidas dez hipóteses de pesquisa. Fizeram parte do
estudo 240 servidores públicos tocantinenses da área da saúde. Todos
responderam a Escala de Percepção de Justiça de Colquitt (2001) e a Escala de
Comprometimento Organizacional de Meyer e Allen (1997), ambas validadas para a
população brasileira e com bons índices de consistência interna. Também foi
acrescentado um questionário para as variáveis sociodemográficas. Os instrumentos
foram respondidos eletronicamente, através do site da pesquisa. Os dados foram
analisados em duas etapas. Na primeira, foi feita análise de variância (teste t e
ANOVA com scheffé) entre as variáveis sociodemográficas e a percepção de justiça
e o comprometimento organizacional. Na segunda, foram analisadas as regressões
múltiplas (stepwise), para verificar o poder preditivo das variáveis sociodemográficas
sobre a percepção de justiça e o comprometimento, bem como, da percepção de
justiça sobre o comprometimento dos servidores. Em síntese, os resultados das
diferenças estatísticas demonstram que: não há diferença significativa para a
percepção de justiça e o comprometimento em relação à ocupação de cargo de
chefia ou função comissionada; o comprometimento afetivo e a percepção de justiça
interpessoal demonstraram maiores médias que as demais dimensões; os
servidores com maiores níveis de escolaridade apresentaram também maiores
médias de comprometimento normativo; o aumento da escolaridade com uma
diminuição das médias de percepção de justiça distributiva; as maiores médias de
comprometimento afetivo foram identificadas entre os servidores que apresentaram
idades mais avançadas; as maiores médias de comprometimento afetivo situavam
entre os servidores que possuíam mais tempo de vínculo; as maiores médias de
percepção de justiça distributiva situaram entre os servidores que estavam há mais
tempo na organização, ao passo que as menores médias situaram nos grupos que
possuíam maiores rendas. Os resultados das análises de regressão apontaram que:
a percepção de justiça (interpessoal, distributiva e processual) influencia
positivamente o comprometimento (afetivo e normativo) dos servidores
tocantinenses. Os resultados indicam que a prática dos cargos de chefia e as
funções comissionadas são fortes preditores da percepção de injustiça processual e
informacional. Para que os gestores da saúde do Tocantins contem com um quadro
de servidores mais comprometidos com a organização, são fornecidas algumas
sugestões baseadas nos resultados da presente pesquisa.
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