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Since procedural justice was proposed, this vein of research has gained much popularity in scholarship, empirical supports, and theoretical advancement. Yet, research on the procedural fairness within police organizations, particularly on the underlying and mediating mechanisms between internal and external procedural justice, remains understudied. Relying on survey data collected from Taiwanese police officers, this study expands the current literature by testing the direct relationships between supervisor, organizational, and social supports and external procedural justice and their indirect connections through supervisor trustworthiness and self-legitimacy. Supervisor and social supports were found to directly boost officers' commitment to external procedural justice. Perceived organizational support promotes external procedural justice through cultivating officer self-legitimacy. This study concludes by discussing cross-border research and pragmatic implications for police training and management. [ABSTRACT FROM AUTHOR]

Although recent studies have found that organizational justice is instrumental in promoting beneficial outcomes within police agencies, relatively little is known about how organizational injustice may be linked to police officers' occupational attitudes and behaviors. We propose a theoretical framework linking disrespectful supervisors directly to officers' willingness to cooperate with supervisors and treat citizens with respect and indirectly through occupational stress, organizational commitment, and organizational identification. Based on survey data collected from 584 police officers in Taiwan, we tested the proposed direct and indirect relationships using structural equation modeling (SEM) approaches. We found that having disrespectful supervisors directly lowers officers' willingness to work with supervisors. The relationship between disrespectful supervisors and disrespectful officers is largely indirect, mediated by occupational stress, organizational commitment, and organizational identification. Implications for future research and policy are discussed. [ABSTRACT FROM AUTHOR]

Although work stress, turnover intention, and work–family conflicts among police officers have been extensively investigated, no studies have explored these issues simultaneously under the context of the coronavirus pandemic. Clearly, both work and family domains have been drastically affected by this global health crisis, and it is likely that each domain has a distinctive impact on work outcomes. Using survey data based on a representative random sample of 335 police officers in Hong Kong, this study examines the impacts of resource losses and gains across family and work domains on occupational stress and turnover intention amid the pandemic. A multiple regression indicates that both family-to-work and work-to-family conflicts lead to work stress and turnover intention among police officers. Among officers, supervisory support is negatively associated with turnover intention and moderates the impact of work-to-family conflicts on turnover intention. Finally, measures to mitigate work stress during public health disasters are discussed. [ABSTRACT FROM AUTHOR]

This study assesses the extent to which Chinese citizens trust their police and explores factors that account for variation in public trust in police. Very few studies have empirically examined Chinese attitudes toward police. Using conflict theory as the guiding theoretical framework and interview data collected from eight Chinese cities, the study tests the effects of conflict variables, including gender, age, education, income, employment, and perceived political influence, and relevant control variables on Chinese public trust in police. The results show that conflict variables only have a modest explanatory power of Chinese attitudes toward police. Younger Chinese and Chinese with lower levels of perceived political power tend to have lower levels of trust in police. Chinese attitudes toward police are also influenced by satisfaction with public safety, governmental capability of dealing with crime, quality of life, and corruption among government officials. Implications for future research are discussed. [ABSTRACT FROM AUTHOR]

Examines the behavioral differences between police field-training officers (FTO) and their comparable colleagues in handling interpersonal conflicts. Importance and impact of FTO on the socialization of recruits; Police response to interpersonal conflicts; Frequency distributions of police actions.