Job Satisfaction in Law Enforcement Officers According to Generational Cohorts

Abstract

Job satisfaction in law enforcement is important because it promotes continuity of a professional and cohesive police force that works well together, follows proper policy and procedures, and provides the services needed to the public. Given multigenerational law enforcement officers are now working together, its impact on job satisfaction is not known. This study focused on how generational cohort membership impacts the job satisfaction of law enforcement officers based on Mannheim's theory of generations and Locke's range of affect theory. It utilized a survey design where job satisfaction was assessed using the Job Descriptive Index, Organizational Commitment Questionnaire, and Job Task Questionnaire. A quantitative analysis was employed using a correlation design, multiple regression, and an ANOVA. Findings showed significant differences at the .05 level in frequency ratings on the job task questionnaire on patrol, traffic enforcement, and warrant service between the generations. A logistical regression of Job Descriptive Index scores showed a significant relationship between generational cohort membership and job satisfaction scores on the promotion scale, supervision scale, and the job in general scale. Lastly, a logistical regression of the Occupational Commitment Questionnaire showed significance between Generation X and Millennial officer's overall scores with Millennial's having lower organizational commitment. Implications for social change include increasing knowledge for patrol officers and their supervisors regarding these generational differences. Other social change includes training programs for current and future officers on understanding and working with these generational differences in law enforcement.

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