Shift Work and Occupational Stress on job Satisfaction Among Police

Shift Work and Occupational Stress on job Satisfaction Among Police



Abstract

 The research looked at the degree of job happiness among police officers in Osun State Command, as well as the impact of perceived occupational stress and shift work on job satisfaction. These were conducted in order to determine the real level of work satisfaction among Osun State police personnel, as well as the variables that affect it. The descriptive survey design was used in this research. The primary data was gathered by administering a questionnaire to a sample of the research population. The research used a multi-stage sampling method. To begin, three cities were chosen using a purposive selection method. Second, convenience sampling was used to choose 185 respondents, 108 men and 77 women, with an average age of 35.61 years and a standard deviation of 9.03. The data for the research was collected using two standardised psychological instruments: the Satisfaction Questionnaire (MSQ) and the Job Stress Scale. The research found that work happiness among police officers in  State Commands was moderate, and that pay satisfaction and role ambiguity impacted job satisfaction in State Commands separately.

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Introduction

Locke (1976) defined work satisfaction as "a pleasant emotional condition arising from the evaluation of an employee's job as attaining or assisting the accomplishment of one's employment values." It is an employee's total degree of satisfaction with his or her work. Job satisfaction is the primary goal of every employee in the company to which he or she belongs; as a result, employees from all sectors and levels of an organisation seek to be pleased at work. Job satisfaction is a critical characteristic that should be assessed on a regular basis by companies that are ready and aiming for continuous productivity. For example, in a company if workers are dissatisfied with their jobs, some people are likely to leave, while many others may be working without a sense of dedication.

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Conclusion

To encourage their interest in work and contribution to humanity, steps such as improving employee job satisfaction should be done to minimize and control occupational stress in  police commands when it seems that stressed police officers are not happy with their jobs. More organizational/industrial psychologists should be employed by the government in order to provide sufficient, appropriate, and optimum attention to work satisfaction, pay satisfaction, and police officer training. Employers should find a method to rehabilitate police officers who show excessive levels of stress since it impacts their services. Occupational stress and shift work should not be ignored. Furthermore, this research should be extended to additional institutions and carried out in all important areas.

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