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Police Personnel’s Affective Profiles: Work Climate and Commitment

Konferensbidrag (offentliggjort, men ej förlagsutgivet)
Författare Danilo Garcia
Clara Amato
Ali Al Nima
Erica Schϋtz
Ann-Christine Andersson Arntén
Publicerad i 4th Asian Conference of Criminal & Operations Psychology, 9-12 July, Singapore
Publiceringsår 2019
Publicerad vid Psykologiska institutionen
Språk en
Ämnesord Affective Profiles, Commitment, Learning Work Climate, Police Personnel.
Ämneskategorier Psykologi


It is widely recognized that individuals’ perception of their work climate strongly influences personnel’s commitment at work. However, little attention has been paid to how individual differences in basic personality or affective profiles moderate this relationship. A total of 359 sworn and non-sworn police personnel answered an online survey comprising the Positive Affect Negative Affect Schedule, the Learning Climate Questionnaire (Management Relations and Style, Time, Autonomy and Responsibility, Team Style, Opportunities to Develop, Guidelines on How to do the Job, and Contentedness), and the Three Commitment Scales (Emotional, Continuance, and Normative). We calculated percentiles in positive and negative affect to cluster participants in four affective profiles with high/low positive affect (PA/pa) and high/low negative affect (NA/na): self-fulfilling (PAna), low affective (pana), high affective (PANA), and self-destructive (paNA). Using a Multiple Analysis of Variance, we demonstrated that personnel with a self-fulfilling profile scored higher on almost all work climate dimensions and in both affective and normative commitment. As expected, by conducting a multiple group Structural Equation Modelling using affective profiles as the moderator, we also showed that the relationship between work climate and commitment was complex. For instance, perceiving opportunities to develop at work predicted being emotionally committed to the organization for individuals with either a self-destructive or a self-fulfilling profile, but by good management relationships among those with a low affective profile. Hence, police leaders need to be aware of employees’ personality in order to know which specific work climate factors will lead to an adaptive and positive work commitment.

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