| Author: | Cheung, Yuen Kiu |
| Title: | Work-related stress among Hong Kong police officers in the COVID-19 pandemic : a mixed-method study |
| Advisors: | Li, Jessica (APSS) Zhu, Jasmine (APSS) |
| Degree: | Ph.D. |
| Year: | 2023 |
| Subject: | Police -- Job stress -- China -- Hong Kong Police -- Job stress Police -- Psychology COVID-19 (Disease) Hong Kong Polytechnic University -- Dissertations |
| Department: | Department of Applied Social Sciences |
| Pages: | xiii, 310 pages : color illustrations |
| Language: | English |
| Abstract: | Significance, knowledge gaps, and goal of this research: Police work-related stress that was found associated with several adverse consequences, such as burnout, poor work performance, and increased turnover intention deserves more research effort. Since the past decade, Hong Kong police officers have encountered work-related stress driven by increasing demands and reducing supporting resources. For the demands side, stressors (from organizational, operational, public, and pandemic), and work-family conflict confronting police officers have been widely investigated in the previous studies. For the resources side, supervisory, organizational, personal, and social support have also been examined empirically. However, it remains unclear if internal procedural justice can be a resource that helps reduce police work-related stress. Besides, it was found conclusion drawn from the previous studies were mainly based on quantitative research design, so a contextual and subjective understanding of this topic is lacking. To fill theses gaps, the goal of this research is to yield a comprehensive and in-depth understanding of the factors influencing work-related stress and the formation process among Hong Kong police officers with the explanation of the job demands-resources (JD-R) model. Methods: A mixed-method research design was adopted in this research. Three interlocking and sequential studies were conducted in a complementary way. Study One using a scoping review approach categorized the factors influencing police work-related stress directly or indirectly from a multi-level perspective based on 30 selected studies. Study Two used secondary survey data from 335 participants and examined predictors and mediators of work-related stress among Hong Kong police officers. Structural equation modeling (SEM) was used for quantitative data analysis. Study Three conducted 16 semi-structured interviews with a timeline approach and identified the context, process, scenario, and subjective experiences of work-related stress among Hong Kong police officers. Template analysis was used for qualitative data analysis. Key findings, innovations, and originality: Similar to the previous studies, this research demonstrated the applicability of the JD-R model in explaining work-related stress in Hong Kong policing context. Both quantitative and qualitative data showed connection between job demands (e.g. organizational, operational, public, and pandemic stressors) and job resources (e.g. supervisory support) and work-related stress among Hong Kong police officers. As a theoretical innovation, this research extended the JD-R model by including internal procedural justice as a job resource to reduce police work-related stress. As a methodological innovation, this research adopted a timeline approach in the semi-structured interviews with Hong Kong police officers to understand their work-related stress in different waves of the COVID-19 pandemic. To the researcher knowledge, it is the first attempt to use a timeline approach in understanding police work-related stress during the pandemic. Implications and conclusion: In sum, in addition to the aforementioned theoretical and methodological implications, results from this research may contribute to generate some practical solutions to alleviate the workplace sustainability issues, such as high turnover intention, shortage of manpower, and impaired job performance, following the COVID-19 pandemic. Promoting internal procedural justice can be a suggestion. It is crucial for police officers to feel being treated with justice by their supervisor and organization. For example, police supervisors are suggested to promote greater fairness and transparency in duty allocation and disciplinary decisions respectively. Whereas, police organizations should distribute rewards and punishments equitably. |
| Rights: | All rights reserved |
| Access: | open access |
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