Burnout,job stress and violent behaviour among Dutch police officers

Much has been published on burnout in the human services. However, despite the extensive literature on job stress in policing, burnout in police officers has rarely been studied. The present study examined stressors in police work, focusing specifically on the lack of reciprocity that officers experience in relations with civilians, colleagues and the police service. It also investigated the relationship between burnout and the attitudes of officers towards violence, as well as to their own use of violence. Dutch police officers (N = 358) completed a self-report questionnaire. The results showed that: (1) organizational stressors were more prevalent than task-related stressors; (2) compared to other service jobs, police officers report a particular profile on the three scales of the Maslach Burnout Inventory (MBI)?a relatively low level of emotional exhaustion,an average level of depersonalization, and a high level of personal accomplishment; (3) burnout is associated with a lack of reciprocity between investments and outcomes in the relations that officers have with citizens, colleagues and their organization; and (4) burnout is positively related to attitudes towards use of violence and the use of violence during the officers' duty.     

Distinguishing traumatic, vicarious and routine operational stressor exposure and attendant adverse consequences in a sample of police officers

Problems in studying occupational stress within the police service are identified and the paucity of work on operational duties as potential stressors are discussed. The present study reports the results of a factor analysis of operational stressors (N = 601 serving British police officers) that revealed three factors: exposure to death and disaster; violence and injury; sexual crime. These were demonstrated to be reliable scales and were included in logistic regression models together with a range of demographic and psychological variables. Models were applied to men and women separately, which showed there to be different predictors of the likelihood of suffering distress (measured by the General Health Questionnaire, GHQ) in terms of the officer's gender and operational role. Overall the model for women officers was better at predicting psychological distress than that for men. These findings are related to aspects of the police occupational culture. Further discussion is offered that conceptualizes police operational stressors as traumatic, routine and vicarious. Finally, some implications are drawn for the provision of stress intervention in the light of this differentiation.     

Self-perceived occupational stress and distress in a Scottish police force

Abstract

This paper describes an empirical study (n = 699) of occupational stress in a Scottish police force. The self-perceived stress associated with a variety of organizational and opearational stressors was examined along with the associated distress in the police officers in terms of symptoms of anxiety, somatic complaint, severe depression and social dysfunction. The analysis revealed that in spite of the potential that police work offers for exposure to adverse opeational situations such as violence or death, the highest levels of associated stress lie in relation to organizational factors such as officers' perceptions of staff shortages, inadequate resources, time pressures, lack of communication and work overload. Differential rates of perceived stress are reported accordng to gender, rank and working location. This paper further validates previsous research on stress in British police and addresses the situation from a Scottish perspective.     

The behaviour of police officers in conflict situations: how burnout and reduced dominance contribute to better outcomes

Dominance plays an important part in police-civilian interactions. However, burnout is associated with a reduction in dominance, and this might, paradoxically, lead to more effective outcomes in conflict situations. There is a lack of knowledge about the effects of burnout in professional practice, and this multi-method study was conducted to better understand these dynamics. It is unique in that it combined self-reported burnout with observed behaviour in interactions with civilians. In this study, the relationships between the imbalance between demands and rewards, occupational burnout and police officers’ behaviour in conflict situations (in terms of dominance and effectiveness) were examined. A questionnaire was used to assess job demands, rewards and burnout among 358 Dutch police officers. In addition, police officers’ interactions with civilians were observed over 122 days. The results of structural equation modelling analyses showed that the imbalance between job demands and rewards was predictive of burnout (emotional exhaustion and depersonalization). Burnout, in its turn, predicted a decrease in dominant behaviour in conflict situations and, consequently, more effective conflict outcomes. These findings show that reduced dominance associated with burnout could in fact have positive consequences for professional behaviour in conflict situations. The benefits of reduced dominance in these situations should be taken into account in the training of professionals.     

Self-perceived occupational stress and distress in a Scottish police force

This paper describes an empirical study (n = 699) of occupational stress in a Scottish police force. The self-perceived stress associated with a variety of organizational and opearational stressors was examined along with the associated distress in the police officers in terms of symptoms of anxiety, somatic complaint, severe depression and social dysfunction. The analysis revealed that in spite of the potential that police work offers for exposure to adverse opeational situations such as violence or death, the highest levels of associated stress lie in relation to organizational factors such as officers' perceptions of staff shortages, inadequate resources, time pressures, lack of communication and work overload. Differential rates of perceived stress are reported accordng to gender, rank and working location. This paper further validates previsous research on stress in British police and addresses the situation from a Scottish perspective.     

Sources of occupational stress in the police

This paper describes an empirical study (n = 954) of occupational stress conducted in a large provincial English police force. Conceptual distinctions were made between stressors, i.e., potential external sources of adverse reactions; felt stress, i.e., self-perceived negative impact; and distress, i.e., self-reported symptoms of anxiety, depression, social dysfunction, and somatic disturbance. Findings indicates that overall exposure rates are highest for organizational and management stressors rather than routine operational duties. Differential rates of exposure, felt stress, and distress are reported for different ranks of officers. The paper confirms the nature of postulated sources of police stress from earlier studies and extends analysis to differentiate between exposure to stressors and experience of distress.     

The social construction of the meaning of acute stressors: A qualitative study of the personal accounts of police officers using a stress counselling service

The police profession is one in which acute stressors are encountered more frequently than in other occupations. Using the personal accounts of 35 police officers attending an in-house stress counselling clinic, the aim of the present study was to provide a qualitative examination of how the institutional context of policing influenced the ways in which acute stressors signified to individual police officers experiencing felt distress. Using the framework of Rational Emotive Behaviour Therapy as an analytical tool, it is argued that beliefs contributing to the experience of felt distress are related to the way in which policing as both an identity and an activity is constructed through the police organizational culture. Not only do these constructions influence the ways in which officers perceive themselves and their environments, but they also operate at the collective level to 'normalize' some emotional responses and to 'pathologize' others which, it is argued, could impact upon the outcomes of interventions such as stress counselling.     

The behaviour of police officers in conflict situations: how burnout and reduced dominance contribute to better outcomes

Dominance plays an important part in police-civilian interactions. However, burnout is associated with a reduction in dominance, and this might, paradoxically, lead to more effective outcomes in conflict situations. There is a lack of knowledge about the effects of burnout in professional practice, and this multi-method study was conducted to better understand these dynamics. It is unique in that it combined self-reported burnout with observed behaviour in interactions with civilians. In this study, the relationships between the imbalance between demands and rewards, occupational burnout and police officers' behaviour in conflict situations (in terms of dominance and effectiveness) were examined. A questionnaire was used to assess job demands, rewards and burnout among 358 Dutch police officers. In addition, police officers' interactions with civilians were observed over 122 days. The results of structural equation modelling analyses showed that the imbalance between job demands and rewards was predictive of burnout (emotional exhaustion and depersonalization). Burnout, in its turn, predicted a decrease in dominant behaviour in conflict situations and, consequently, more effective conflict outcomes. These findings show that reduced dominance associated with burnout could in fact have positive consequences for professional behaviour in conflict situations. The benefits of reduced dominance in these situations should be taken into account in the training of professionals.     

Qualitative differences in men and women police officers' experience of occupational stress

Gender differences in exposure to sources of occupational stress and experience of adverse consequences are explored in a study of 358 male and 139 female police constables engaged in uniformed patrol or detective duties from one large provincial English police force. Stressors were divided into those arising tiom police operational duties and those deriving tioni organizational and management issues. Women uniformed constables are less likely to be exposed to police operational stresson involving the potential for violence, but ifexposed they report more severe adverse reactions than uniformed policemen. Women unifomied officers and women detectives are more likely to be involved with victims ofviolence or sexual offences and the former report higher levels ofassociated self-perceived stress than their male counterparts. There are relatively few differences in exposure to organizational stressors except that women detectives and uniformed officers report higher rates of sex discrimination and prejudice than policemen. Multivariate analyses show gender and occupational role differences in qualitative features that contribute to reported psychologal distress. Results are discussed in terms of possible explanations for gender differences.     

The social construction of the meaning of acute stressors: a qualitative study of the personal accounts of police officers using a stress counselling service

The police profession is one in which acute stressors are encountered more frequently than in other occupations. Using the personal accounts of 35 police officers attending an in-house stress counselling clinic, the aim of the present study was to provide a qualitative examination of how the institutional context of policing influenced the ways in which acute stressors signified to individual police officers experiencing felt distress. Using the framework of Rational Emotive Behaviour Therapy as an analytical tool, it is argued that beliefs contributing to the experience of felt distress are related to the way in which policing as both an identity and an activity is constructed through the police organizational culture. Not only do these constructions influence the ways in which officers perceive themselves and their environments, but they also operate at the collective level to 'normalize' some emotional responses and to 'pathologize' others which, it is argued, could impact upon the outcomes of interventions such as stress counselling.     

Job insecurity and emotional exhaustion: Testing psychological contract breach versus distributive injustice as indicators of lack of reciprocity

This study examines the processes underlying the association between job insecurity and emotional exhaustion, proposing that lack of reciprocity in the organizational exchange relationship is a main theoretical explanation for this association. Specifically, based on the social exchange perspective, we compared and tested two distinct mediating mechanisms: psychological contract breach and distributive injustice. These two indicators of lack of reciprocity constitute the explanatory process through which job insecurity relates to emotional exhaustion, the primary component of burnout. Data analyses from a sample of 322 blue-collar workers in Italy confirmed the mediational hypotheses. A contrast test revealed that distributive injustice was the indicator with more explanatory strength. The results contribute to research on the theoretical explanations of the adverse consequences of job insecurity, considering the nature and antecedents of psychological distress from an organizational exchange perspective.     

Burnout and reciprocity: Towards a dual-level social exchange model

A tentative dual-level social exchange model of burnout and organizational commitment is proposed that includes social exchange relationships at the interpersonal level (i.e. between human services professional, or caregiver, and recipient) as well as at the organizational level (i.e. between employees and organization). The model was tested and cross-validated in two independent samples that consisted of 220 and 142 student nurses, respectively, by using linear structural modelling with LISREL VII. The hypothesized model assumes that lack of reciprocity at both levels is positively related to burnout, whereas poor organizational commitment is exclusively related to lack of reciprocity at the organizational level. This model fitted reasonably well to the data of both samples. The limitations of the study and its practical implications are discussed, and directions for future research on the dual-level social exchange model are proposed.     

Lack of reciprocity among Dutch teachers: Validation of reciprocity indices and their relation to stress and well-being

This research presents the results of two related studies on the convergent and construct validity of three measures of reciprocity in exchange relationships at work. In Study 1, 71 Dutch teachers were interviewed about their specific investments and outcomes in the exchange relationships with their students, colleagues and school. ANOVA revealed that they reported significantly more investments than outcomes, and that the number of reported investments and outcomes mentioned varied as a function of the type of exchange relationship. Building on these results, multi-item scales were created to assess reciprocity at a detailed level for each of the three exchange relationships. Study 2 validated these specific reciprocity measures by relating them to two global assessments of reciprocity (convergent validity) as well as to measures of job stress and well-being (construct validity). LISREL-analysis of data obtained from a further sample of 224 teachers revealed that for each type of exchange relationship there were significant, consistent and meaningful relationships among the three reciprocity measures. Further, hierarchical regression analysis showed that the reciprocity measures were differentially related to job stressors and measures of well-being. Implications are discussed.     

Job stress in managers,professionals, and clerical workers

Abstract

The intensity and frequency of occurrence of 30 job stressors as measured by the job stress survey (JSS) were examined in white-collar employees of a large manufacturing firm, consisting of 68 managers, 171 professional (mostly engineers), and 69 clerical personnel. The highest levels of stress intensity were attributed to ‘lack of opportunity for advancement’ and ‘poor or inadequate supervision’. Individual stressors rated as occurring most often during the past six months were ‘frequent interruptions', ‘meeting deadlines’, and ‘dealing with crisis situations’. Factor analyses of the ratings of individual job stressors identified two job-stress factors, job pressure and lack of support, which were differentially related to age, gender, occupational level, locus of control, and job tenure and satisfaction. All three occupational groups attributed greater intensity to stressors that reflected lack of organizational support than to job pressures. Managers reported experiencing job pressures more often than professionals/engineers, but attributed less stress intensity to these pressures. ‘Lack of opportunity for advancement’ and ‘inadequate salary’ were the most salient stressors for the clerical workers. Implications of the findings for the design of stress management and organizational change programmes were discussed.     

Lack of reciprocity among Dutch teachers: Validation of reciprocity indices and their relation to stress and well-being

This research presents the results of two related studies on the convergent and construct validity of three measures of reciprocity in exchange relationships at work. In Study 1, 71 Dutch teachers were interviewed about their specific investments and outcomes in the exchange relationships with their students, colleagues and school. ANOVA revealed that they reported significantly more investments than outcomes, and that the number of reported investments and outcomes mentioned varied as a function of the type of exchange relationship. Building on these results, multi-item scales were created to assess reciprocity at a detailed level for each of the three exchange relationships. Study 2 validated these specific reciprocity measures by relating them to two global assessments of reciprocity (convergent validity) as well as to measures of job stress and well-being (construct validity). LISREL-analysis of data obtained from a further sample of 224 teachers revealed that for each type of exchange relationship there were significant, consistent and meaningful relationships among the three reciprocity measures. Further, hierarchical regression analysis showed that the reciprocity measures were differentially related to job stressors and measures of well-being. Implications are discussed.     

Job stress in managers, professionals, and clerical workers

The intensity and frequency of occurrence of 30 job stressors as measured by the job stress survey (JSS) were examined in white-collar employees of a large manufacturing firm, consisting of 68 managers, 171 professional (mostly engineers), and 69 clerical personnel. The highest levels of stress intensity were attributed to 'lack of opportunity for advancement' and 'poor or inadequate supervision'. Individual stressors rated as occurring most often during the past six months were 'frequent interruptions', 'meeting deadlines', and 'dealing with crisis situations'. Factor analyses of the ratings of individual job stressors identified two job-stress factors, job pressure and lack of support, which were differentially related to age, gender, occupational level, locus of control, and job tenure and satisfaction. All three occupational groups attributed greater intensity to stressors that reflected lack of organizational support than to job pressures. Managers reported experiencing job pressures more often than professionals/engineers, but attributed less stress intensity to these pressures. 'Lack of opportunity for advancement' and 'inadequate salary' were the most salient stressors for the clerical workers. Implications of the findings for the design of stress management and organizational change programmes were discussed.     

Lifestyle habits,substance use and predictors of job burnout in professional working women

Abstract

This study explores differences in self-reported lifestyle habits, substance use (alcohol, drugs and smoking) and predictors of job burnout in a sample of 879 professional working women employed in dental health ofices in a cross-sectional design. Job burnout was measured using the Maslach Burnout Inventory (MBI) and self-reported substance use and lifestyle habits were assessed using the Stress Assessment Profile. Self-reported drinking, smolung and drug use were only modestly correlated with each other in this sample. Employed women with higher levels of drinking reported significantly lower quality overall lifestyle practices, eating/nunition habits, and more frequent use of avoidant coping strategies in the face of work and life hassles compared to non-drinkers. Women who smoked also reported significantly lower overall lifestyle practices and eating/nutrition habits. Those who reported using drugs for recreational purposes reported significantly greater hassles, poorer lifestyle habits, a less hardy outlook on life, and more frequent use of dysfunctional coping strategies. Although women who reported using drugs experienced significantly higher interpersonal burnout (depersonalization) compared to non-drug users, in general, self-reported substance use was not significantly related to job burnout. After controlling for age and psychological distress, perceived stress, type A behaviour, cognitive hardiness and lifestyle habits significantly contributed to predictions of job burnout in multiple regression analyses. Despite methodological limitations, the prevalence of substance use found in this study supports previous research findings. Professional working women who practise poor lifestyle and health habits appear to be at risk of experiencing job burnout.     

An Empirical Investigation of Terrorism-induced Stress on Expatriate Attitudes and Performance

Despite international terrorism's increasing relevance for international business, the effects of terrorism that confront employees during assignments abroad have hardly been investigated. Applying a stress perspective, this article analyzes the impact of terrorism-induced stress on attitudes and the performance of expatriates. Employing data from 143 expatriate managers in high-risk countries, the study shows that several terrorism-related stressors create a significant stress level for the individual, causing negative work attitudes and attitudes towards host country nationals (disaffection). This eventually leads to worse performance. We applied partial least squares (PLS) structural equation modeling (SEM) to analyze the entire impact path and found substantial support for our hypotheses. Of all the relevant stressors, intra-family conflicts due to terrorism have the greatest impact.     

Relations between stressors and group perceptions: Main and mediating effects

Most orgnizations these days utilize groups for the performance of at least some tasks. There is therefore a need to examine the relationthip between job stressors and group functioning. Until now it has been proposed that employees who perceive high levels of stress in their jobs will have negative perceptions of the groups in which they work, in the form of reduced altruism and collective efficacy. They may also have higher levels of psychological strain. This study examined relations between job-related stressors and group perceptions (collective efficacy 3rd the prevalence of altruistic behaviour) in a sample of 2403 mililitary personnel, comprising 31 companies in two US Anny combat brigades. We also examined whether group perceptions mediated the relationship between stressors and both job satisfaction and subjective well-being. Results indicated that stressors were negatively associated with measures of group perceptions, and both job satisfiction and well-being. Furthermore, mediated regression analyses suggested that relations between interpersonal conflict and both job satitfaction and well-being were partially mediated by both group perception measures. These finding suggest that work-related stressors may negatively impact on group functioning, which may lead to employee strains. Implications of these finding are discussed, and suggestions are made for future research.     

Role stress among Canadian white-collar workers

The incidence of various stressors at work and outside work was examined in a group of public service workers with a large Canadian federal government department. Workers were either in clerical, technical and supervisory ('officers'), or management positions. Measures of work stress included role stressors (load, insufficiency, conflict ambiguity and responsibility), as well as stress due to the physical environment. Both life events and daily hassles were included as measures of non-work stress. The consequences of stress were considered in terms of vocational, psychological, interpersonal, and physical strain, as well as in terms of job satisfaction and organizational commitment. Potential moderators of stress included social support and self-esteem. Among work stressors conflict, ambiguity and insufficiency were the more closely associated with vocational outcomes. MANCOVA followed by discriminant function analysis showed that clerical workers were distinguished by higher levels of insufficiency, officers by higher levels of conflict and the lowest levels of job satisfaction and organizational commitment, and managers by higher levels of perceived responsibility for others. The results are discussed in terms of social role theory.