Predicting Job Satisfaction in a Medium Sized Texas Police Department
The works of organizational and job design researchers indicate that increased job satisfaction will increase productivity, foster cooperation, improve attendance, and generally increase the quality of work performed. This study applies these theories and techniques to analyze a medium size Texas police department. This study used survey research to test six hypotheses. The first five hypotheses state that police officers who report higher perceptions of five job dimensions will report higher job satisfaction. The sixth hypothesis states that a calculation of the five job dimensions, known as the Motivating Potential Score, will also influence levels of job satisfaction. Perceptions of 37 police officers were measured. The dependent and independent variables were examined through descriptive statistics. Finally, bivariate regression models are utilized to analyze the dependent variable. The results of the regression models provide support for all but one of the hypotheses. Task identity, task significance, skill variety, autonomy, and the Motivating Potential Score were all found to significantly impact job satisfaction. The results did not support the hypothesis that feedback would significantly impact job satisfaction. The implications of the research suggest the police department's administration can take action to improve job satisfaction, and suggestions for policy makers are presented.
An Applied Research Project Submitted to the Department of Political Science, Texas State University, in Partial Fulfillment for the Requirements for the Degree of Masters of Public Administration, Spring 2013.
police department, management, job satisfaction predicting, Texas police departments, Public Administration
Peterson, J. (2013). Predicting job satisfaction in a medium sized Texas police department. Masters of Public Administration, Texas State University, San Marcos, Texas.