Factors Predicting Job Satisfaction of Campus Police Officers at Doctorate-Granting Institutions in the Southern United States

摘要

A high turnover rate for police officers has resulted in a lack of experienced police officers and increased costs associated with recruiting and training police officers. The context of campus police departments is evolving. Federal oversight and an increased focus on campus crime has impacted the roles of campus police officers. Improving job satisfaction of campus police officers can reduce turnover, increase retention, and decrease costs.;This study utilized a non-experimental, cross-sectional predictive design (Johnson, 2001). The research question was intended to identify job dimensions, personality characteristics, leader-employee relationships, and availability of alternative employment for their influence on the job satisfaction of campus police officers at doctorate-granting institutions in the Southern United States. A survey was used to collect the data. Multiple regression analysis conducted with the survey data was used to make inferences about the population. The results will contribute to filling the void in literature of job satisfaction of campus police officers.;The research revealed that there is a significant relationship between overall job satisfaction and six independent variables. Task identity, autonomy, and feedback from the Job Characteristics Model (Hackman & Oldham, 1974) had positive relationships with job satisfaction. Leader Member Exchange (Graen & Uhl-Bien, 1995), and Ease of Movement (Gerhart, 1990) had positive relationships with job satisfaction. Neuroticism from the Big Five Personality Characteristics (McCrae & Costa, 1992) had an inverse relationship. An additional finding is that many officers expressed discontent with police administrators.