Predicting Police Job Satisfaction and Turnover Intentions: The Role of Social Support and Police Organisational Variables

By P. Brough, R. Frame. 2004

339 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/2e2d732a3cc553ecfc8e37e3fc92a282c366ac73

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Citations in the corpus

Work–life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers (2014, methodology): “The three-item turnover intentions measure described by Brough and Frame (2004) was included as a criterion variable.”
Evaluating the influence of the type of social support on job satisfaction and work related psychological well-being (2004, background): “Brough and Frame (2004) also demonstrated via structural equation modelling that supervisor support directly predicted job satisfaction, while colleague support did not.”
Testing a Model of Officer Intentions to Quit (2014, background): “Previous research by Brough and Frame (2004) indicated that turnover decisions within policing were associated with relational working conditions (i.e., social support, harassment) and that these conditions indirectly influence intentions to leave through their relationship with job satisfaction.”
Sources of social support, job satisfaction, and quality of life among childcare teachers (2017, background): “Among different sources of social support, supervisor support was found to be a strong predictor of job satisfaction and an indirect predictor of turnover intentions among police officers in New Zealand (Brough & Frame, 2004).”
Exploring the differential impact of job satisfaction on employee attendance and conduct (2008, background): “In a study of a study of job satisfaction in the New Zealand police Bough and Frame (2004) found that supervisor support was a strong predictor of job satisfaction and also an indirect predictor of absenteeism and turnover intentions.”
Validation of the Job Demands-Resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement (2013, methodology): “These are two constructs that have often been included in previous tests of the psychosocial workplace environment (e.g. Brough and Frame, 2004; Brough and Pears, 2004; Hakanen and Roodt, 2010; Karasek et al., 1982).”
When the going gets tough: Direct, buffering and indirect effects of social support on turnover intention (2010, methodology): “…explain nurses’ turnover, but more recent theorizing and empirical evidence has validated the basic premise of themodel for other occupations, such as police officers (Brough & Frame, 2004), customer service representatives (Abraham, 1999) and white collar workers (Davy, Kinicki, & Scheck, 1997).”
Emotional intelligence, job satisfaction, well-being and engagement: explaining organisational commitment and turnover intentions in policing (2012, background): “Brough and Frame (2004) found a negative relationship for police officers between job satisfaction and the amount of leave taken plus the lack of opportunity for advancement in the organization.”
The impact of coping strategies on occupational stress and turnover intentions among hotel employees (2018, result): “However, in terms of seeking social support, some studies found that social support was negatively associated with turnover intentions (e.g., Brough and Frame, 2004; Kim and Stoner, 2008; Kim, Yim, Jeong, and Jo, 2009; Pomaki, DeLongis, Frey, and Short, 2010), while others found that social support…”
Flexible work arrangements, work engagement, turnover intentions and psychological health (2015, methodology): “The four item anxiety/depression subscale (Kalliath, O’Driscoll and Brough 2004) from the General Health Questionnaire (GHQ, Goldberg 1972) was utilised as a measure of psychological strain.”