INVESTIGATING THE IMPACT OF ORGANIZATIONAL SUPPORT

AND JOB STRESS OF POLICE OFFICERS

An Undergraduate Thesis
Presented to the Faculty of
College of Criminal Justice Education of
CENTRAL MINDANAO COLLEGES
Kidapawan City, Cotabato

In Partial Fulfillment of the

Requirements For the Degree of
BACHELOR OF SCIENCE IN CRIMINOLOGY

Researchers

LAMONA, CREZA JOY L.

MADIDIS, JOHN JR. U.
GUIAMEN, JAMER B
MALO, SHAHID K.
LAMAN, JEFF R.

November 2024
 Chapter 1

INTRODUCTION

Background of the Study

In high-stakes professions like policing, organizational support is pivotal in

shaping job satisfaction and mental health. International studies reveal that

nearly 72% of police officers globally report experiencing job stress due to

various operational demands, work-related dangers, and insufficient resources

(Mona et al., 2019). Research across the United States, the United Kingdom, and

Canada highlights that lack of organizational support significantly compounds this

stress, as officers often feel unsupported by leadership when faced with high-

pressure situations and public scrutiny (Makhoul, 2023). As a result, 63% of

officers report decreased job performance, a reduced commitment to their

organizations, and, in some cases, an increased risk of burnout and mental

health issues (McCarty et al., 2019). These studies highlight the crucial role of

organizational support in alleviating job stress and fostering resilience, ultimately

benefiting officers and their communities.

In the Philippine context, the stressors and challenges of police work

remain substantial, with local studies identifying organizational support as a

crucial factor in reducing stress levels (Chavez, 2022). A recent study found that

around 68% of police officers nationwide experienced job stress exacerbated by

limited support systems within their organizations (Porio et al., 2020). Key stress
 2

factors included administrative workloads, understaffing, and high

exposure to dangerous situations, particularly in urban areas (Lu, 2022). The

study revealed that police officers who viewed their organization as supportive

displayed better coping mechanisms, higher job satisfaction, and greater

resilience (Matalang, 2022). This insight emphasizes the need for strengthening

organizational support within the Philippine National Police (PNP) to ensure

officers’ well-being and to foster more efficient and effective service for public

safety (Vicente et al., 2020).

Police officers often experience intense job stress, which negatively

affects their well-being and professional performance. While considerable

research exists on organizational support and job stress, there is limited focus on

Kidapawan City's specific context. Given its unique socio-political landscape, it is

crucial to explore how local organizational support influences police stress levels.

This study aims to address this gap by examining the significant relationship

between organizational support and job stress, providing insights into how

tailored support strategies can enhance resilience among police officers in

Kidapawan City.
 3

Statement of the Problem

Generally, this research aims to investigate the impact of organizational

support on employee job stress of police officers. Specifically, this aims to

answer the following:

1. What is the level of organizational support of police officers in terms of:

1.1 training and development

1.2 well-being

1.3 community relation

2. What is the level of job stress of police officers in terms of:

2.1 work schedule and demands

2.2 safety and job risks

2.3 social life and family

2.4 administrative and bureaucratic responsibilities

3. Is there any relationship between the level of organizational support and

the job stress of police officers?

Hypothesis

H01. There is no significant relationship between the level of organizational

support and the job stress of police officers

 4

REVIEW OF RELATED LITERATURE

This section presents the literature and studies that support the study and

theories linked to this research.

The Role of Organizational Support in Employee Well-being

Organizational support is essential for promoting employee well-being and

significantly influences psychological and physical health (Kim et al., 2019). This

support takes shape through various practices, policies, and leadership

behaviors that foster a positive work environment (Lim & Moon, 2022).

For instance, offering resources such as counseling services, professional

development opportunities, and flexible work arrangements can alleviate stress

and enhance job satisfaction (Scanlan & Still, 2019). Furthermore, as stated in

the study of Mishra et al. (2014), supportive leadership that prioritizes open

communication and actively listens to employees' concerns can cultivate a

culture of trust and collaboration. When employees feel valued and supported,

they are more likely to experience lower levels of stress, improved morale, and

increased engagement in their roles (Clack, 2021).

Ultimately, organizational solid support extends beyond individual health; it

contributes to enhanced organizational performance, reduced turnover rates, and

a more resilient workforce (Roemer & Harris, 2018). In law enforcement, where

officers often face high-stress situations, such support becomes even more
 5

critical, as it equips them with the necessary tools to effectively manage the

challenges of their demanding roles (Falloran et al., 2020).

Understanding organizational support. Perceived Organizational Support

(POS) encompasses employees' perceptions of how much their organization

values their contributions and genuinely cares about their well-being. Extensive

research underscores the significance of POS in promoting psychological well-

being among employees. Organizations that offer essential resources,

acknowledge individual efforts, and cultivate a positive work culture significantly

enhance employees' sense of support (Kuang et al., 2023; Deniz & Kocabaș,

2024).

In such supportive environments, employees experience lower stress

levels and improved mental health, fostering greater job satisfaction and overall

performance. When workers believe their organization prioritizes their welfare,

they are more likely to engage fully in their roles, leading to a more motivated

and productive workforce (Kuang et al., 2023; Hamill, 2018). This connection

highlights the critical role of organizational support in shaping not only individual

employee experiences but also the broader success of the organization itself.

Sources and Effects of Job Stress in Law Enforcement

Job stress is a significant issue for law enforcement officers, arising from

unique occupational demands and exposure to potentially traumatic situations

(Velasquez & Hernandez, 2019). This stress can have profound effects on both

the officers themselves and their families.

 6

Operational stressors. Police officers routinely face high-stress situations

that profoundly impact their mental health and well-being. Encounters with violent

crimes, serious accidents, and life-threatening emergencies are everyday

operational stressors. These demanding experiences can trigger acute stress

responses, manifesting as anxiety, depression, and post-traumatic stress

disorder (PTSD). The cumulative toll of such stressors can hinder an officer's

ability to engage with the community and make sound decisions, ultimately

affecting their effectiveness in law enforcement (Matthews, 2011; Chen & Wu,

2022). Thus, understanding these operational stressors is vital for developing

supportive measures to mitigate their effects and foster resilience among police

personnel.

Organizational factors. Ineffective management practices, coupled with

insufficient resources and excessive overtime, can significantly heighten stress

levels among police officers. For instance, when officers face unclear

communication from their superiors, they may feel uncertain about their roles and

responsibilities, leading to increased anxiety (McLemore, 2016; Zhang et al.,

2014). Additionally, a lack of autonomy can make officers feel powerless in their

decision-making processes, further intensifying their stress (Blumberg et al.,

2020). These factors create a challenging work environment where officers

struggle to perform effectively, ultimately impacting their mental well-being and

job satisfaction.

Work-life balance. Law enforcement demands require officers to remain

on call around the clock, often resulting in significant disruptions to their family
 7

life and personal relationships (Stogner et al., 2020). This relentless schedule

can strain marital connections, leading to misunderstandings and conflict as

officers struggle to balance their professional obligations with family

responsibilities (Gonzalez, 2021). Additionally, financial pressures stemming from

their unique working conditions—such as irregular hours and overtime—can

exacerbate these tensions, creating a cycle of stress that affects both their home

environment and job performance (Schneider & Harknett, 2019). The interplay

between occupational stressors and family-related challenges illustrates how the

high-stakes nature of police work can have far-reaching implications for the

officers and their loved ones (Coetzee, 2017).

Physical demands. The demanding nature of police work, characterized

by extended hours and irregular shift patterns, often results in significant physical

strain that can culminate in chronic fatigue and various health issues (Nelson,

2017). This persistent exhaustion jeopardizes officers' physical well-being and

hinders their cognitive functions, particularly in decision-making processes critical

for effective policing (Young, 2021).

When fatigued, officers may struggle to respond swiftly to high-pressure

situations, leading to compromised judgment and potentially dangerous

outcomes for themselves and the communities they serve (Baldwin, 2021).

Therefore, addressing the physical toll of policing is essential for the officers'

health and the safety and effectiveness of law enforcement operations

(Velasquez & Hernandez, 2019).

 8

Effects of Job Stress

Mental health issues. Job stress in policing is strongly associated with

heightened risks of depression, anxiety, and post-traumatic stress disorder

(PTSD), which profoundly affect officers’ mental health (Regehr et al., 2021). The

intense and often traumatic nature of police work, coupled with high expectations

and public scrutiny, contributes to the buildup of these mental health issues

(White et al., 2016). Such conditions affect officers' psychological well-being and

foster emotional detachment, causing them to become less empathetic and more

cynical over time (Davis, 2021). This shift in outlook can impair decision-making,

weaken relationships with colleagues and the community, and, ultimately,

compromise the quality of policing and public safety.

Impact on personal relationships. Stress can have a profound and often

damaging effect on police officers' relationships, frequently contributing to higher

rates of marital breakdown and family discord. The intense pressures of law

enforcement work can strain emotional resilience, making it difficult for officers to

manage emotions constructively (Shane, 2021). This emotional volatility can

create barriers to positive and supportive interactions with family members, as

officers may unintentionally bring job-related tension into their home lives (Eaton,

2020). Consequently, unresolved work stress may disrupt communication, foster

misunderstandings, and lead to cycles of conflict, ultimately affecting the overall

stability of familial bonds and support systems that are crucial for personal well-

being (Blank, 2020).

 9

Job performance. Chronic stress undermines an officer’s ability to perform

effectively by clouding judgment and increasing the likelihood of errors during

high-stakes situations. This deterioration in decision-making skills can lead to

misjudgments, slower reaction times, and compromised focus, especially in

critical moments requiring clear and immediate responses (King, 2020). Such

lapses in performance threaten the officer's safety and well-being and place the

public at heightened risk (Blumberg et al., 2020), as officers may be less

equipped to manage complex or potentially dangerous encounters (Bennell et al.,

2020). According to Marcella et al. (2020), unchecked stress erodes the

foundation of trust and reliability essential to law enforcement and public security.

Health consequences. Prolonged exposure to job-related stress can

profoundly impact police officers' health, leading to severe, often chronic

conditions such as cardiovascular disease, gastrointestinal disorders, and

elevated substance abuse rates (Galanis et al., 2021). This heightened

vulnerability results from the continuous psychological and physiological

demands placed on officers, whose roles require frequent high-alert responses

and exposure to potentially traumatic events (Asberry, 2022). The cumulative

burden of stress not only disrupts their physical health but also exacerbates

mental health struggles (Wade et al., 2021), fostering a cycle that can diminish

overall well-being, impair job performance, and increase the likelihood of burnout

and early retirement (Flynn & Messias, 2022). Recognizing these health

implications underscores the urgent need for preventive measures and

 10

organizational support tailored to mitigate the impacts of chronic job stress in law

enforcement.

Suicide rates. Law enforcement officers contend with intense pressures,

often placing them at a heightened risk of suicide compared to other professions

(Chae & Boyle, 2013). The nature of their work—frequent exposure to traumatic

events, high-stress situations, and the demand for constant vigilance—takes a

severe toll on mental health. Compounding this is a deeply rooted stigma around

mental health within the law enforcement community, which discourages many

officers from seeking necessary support (Greco, 2021).

This reluctance to seek help, born out of fear of judgment or career

repercussions, leaves many officers grappling with untreated mental health

challenges (Alvarez et al., 2022). The combination of these stressors and limited

support avenues underscores the urgent need for targeted mental health

resources and destigmatizing mental health care within police organizations.

Organizational Support as a Buffer Against Job Stress

Social support encompasses emotional, informational, and material

assistance colleagues and management provide. This support fosters a sense of

belonging and trust among employees, which is essential for reducing stress

levels (Bavik et al., 2020).

Reduction of stress symptoms. The study of Alnazly et al. (2021) shows

that social support can greatly reduce stress reactions. Employees who feel
 11

supported report fewer psychological symptoms related to job stress, such as

anxiety and emotional exhaustion.

Enhanced job satisfaction. Social support not only helps to reduce stress

but also has a positive correlation with job satisfaction (Liu et al., 2022).

Employees who feel supported are more likely to experience positive emotions at

work, which leads to increased job satisfaction and lower turnover intentions

(Paakkanen et al., 2021).

Work recovery experiences. The availability of social support enhances

work recovery experiences, such as relaxation and psychological detachment

from work-related stressors (Mache et al., 2020). This recovery is vital for

sustaining employee health and productivity.

Impact of Job Stress on Job Performance and Retention in Police Forces

The growing retention crisis in policing is strongly connected to job-related

stress, which fuels high turnover intentions among officers (Quinn, 2020).

Research shows that intense job demands, psychological strain, and burnout

significantly increase officers’ likelihood of considering departure from the

profession (Basinska & Daderman, 2019). The lack of robust organizational

commitment and support further intensifies these turnover tendencies.

Key studies reveal that wellness initiatives, especially those promoting

effective coping strategies like physical exercise, can play a critical role in

reducing the negative effects of stress on job performance (Ammendolia et al.,

2016). Implementing comprehensive wellness programs can thus be a pivotal

 12

step for police departments aiming to enhance officer retention and sustain

workforce stability.

Organizational Support and Job Stress in Small Police Departments

Small police departments typically use a line organization structure,

establishing a straightforward chain of command with limited supervisory roles

(Shane, 2021). This structure can constrain the direct support officers receive,

impacting their perception of organizational backing. Furthermore, the

department’s management style—whether following a military model or a

community-oriented approach—significantly shapes how support is delivered and

experienced by officers, influencing their stress levels and job satisfaction in the

Philippines (Poquita & Nabe, 2023).

Strengthening organizational support in these settings is essential, as it

helps reduce job-related stress and promotes officer well-being, enhancing

performance, fostering healthier work environments, and improving police-

community relationships (Robinson, 2019). Also, Inam et al. (2021) discuss that

identifying effective strategies that small departments can use to strengthen

perceived organizational support (POS) and alleviate stressors remains a crucial

area for further investigation.

 13

Theoretical Framework

Social Support Theory, primarily articulated by psychologist Sheldon

Cohen, posits that the availability and perception of social support can

significantly influence individuals' ability to cope with stress (Lynch, 2012). This

theory suggests that emotional, informational, and instrumental support from

colleagues, supervisors, and the organization can buffer against the adverse

effects of stress, enhancing psychological well-being and resilience.

In the study Investigating the Impact of Organizational Support and Job

Stress of Police Officers, the researchers link this theory to their investigation by

examining how various forms of organizational support can mitigate job stress

among police personnel. It aims to explore whether perceived organizational

support reduces stress levels and improves overall job satisfaction, emphasizing

the importance of a supportive work environment in law enforcement.

Conceptual Framework

Independent variable Dependent variable

Organizational Support Job Stress of Police

Officers

Fig.1. Schematic diagram of the Study

 14

This research is framed around the conceptual relationship between

organizational support as the independent variable and police officers' job stress

as the dependent variable. The primary aim is to investigate how various

dimensions of organizational support—specifically training and development,

well-being initiatives, and community relations—affect police officers' job stress

levels.

To achieve this, the study will assess the level of organizational support

perceived by officers in these areas. It will also evaluate their job stress regarding

work schedules and demands, safety and job risks, social life and family impacts,

and administrative responsibilities. Additionally, the research seeks to determine

if there is a significant relationship between the level of organizational support

and the job stress experienced by police officers, ultimately contributing to a

deeper understanding of how support mechanisms can influence officer well-

being and operational efficiency.

 Chapter 2

METHODOLOGY

This chapter presents the research design, locale, respondents, research

instrument, data gathering procedure, and statistical tool.

Research Design

The researchers employed a descriptive correlational research design to

investigate the relationship between the level of organizational support and the

job stress experienced by police officers. This design is particularly effective for

examining the nature of relationships between variables without manipulating

them, allowing the researchers to collect data on officers' perceptions of

organizational support and their corresponding stress levels (Curtis et al., 2016)

The researchers gathered quantitative data to measure these variables

through surveys and questionnaires, enabling them to analyze the correlation

between perceived support and reported job stress (Nardi, 2018). By identifying

patterns and trends within the data, the study aimed to determine whether higher

levels of organizational support are associated with lower levels of job stress

among police officers. This provides valuable insights into enhancing officer well-

being and departmental effectiveness.

 16

Research Locale

The researchers will conduct the study in Kidapawan City, particularly the

Poblacion area. This area has been selected as the research locale due to its

unique social dynamics and the distinct challenges faced by its police force.

The Poblacion, being the city center, experiences a high volume of daily

activities and interactions, which places additional demands on law enforcement

officers. This setting offers a valuable context for examining the impact of

organizational support and job stress as it reflects the complexities of community

policing in an urban environment.

By focusing on this specific location, the researchers aim to gather

insights that are directly relevant to the experiences of police officers in

Kidapawan City. This will contribute to a deeper understanding of how local

conditions influence job-related stress and the effectiveness of support systems

within the police department.

Fig.2. Map of the location

 17

Research Respondents and Sampling

The research will involve 60 respondents selected from police officers

employed in Kidapawan City for nearly five years, ensuring they have sufficient

experience to provide valuable insights into organizational support and job

stress. Additionally, respondents must be currently active in frontline duties, as

organizational dynamics and stressors most directly impact their roles.

Simple random sampling will be employed in this research. It is a method

of selecting participants from a larger population where each individual has an

equal chance of being chosen, ensuring that the sample represents the

population without bias (Lohr, 2021). Slovin's formula, designed to calculate

sample sizes based on a specified confidence level and margin of error (Arizal &

Agus, 2019), will be applied to determine the appropriate sample size. This study

will utilize a 95% confidence level and a 5% margin of error, allowing for reliable

and statistically significant findings while ensuring that the sample accurately

represents the larger population of police officers in Kidapawan.

Research Instrument

The researchers will utilize a questionnaire adapted from the works of

Reynolds and Helfers (2018), which explores job characteristics and perceived

organizational support among police officers, and from McCreary and

Thompson's (2013) Operational Police Stress Questionnaire (PSQ-Op).

These instruments are designed to capture the multifaceted nature of job

stress and organizational support in law enforcement settings. To assess the

variables effectively, an agreement scale will be employed, ranging from 4.20 to

 18

5.00 to indicate a "very high" level of agreement, 3.40 to 4.19 as "high," 2.60 to

3.39 as "moderate," 1.80 to 2.59 as "low," and 1.00 to 1.79 as "very low." This

scaling method provides a nuanced approach, enabling a comprehensive

analysis of how various environmental factors impact police officers' experiences

and perceptions of support within their organizations.

Data Gathering Procedure

To maintain reliable data gathering, the researchers will obtain the

following technical procedures: The researchers will secure an approved letter to

conduct the study from the office of the research director of Central Mindanao

Colleges and Dean of the College of Criminal Justice Education, signifying intent

to conduct the study.

Before the researchers attempt to gather data and information, include the

following technical procedure. First, the researchers will have their research

instrument undergo content validation and reliability testing and write a proposed

letter, which will be sent to the respective respondents requesting them to be the

respondents of the study; hence, after the consent is given, the respondents will

be directed to answer the questionnaires and fill in the data needed; and lastly,

before the researchers would collect the accomplished data and information.

However, the answers from each respondent will not be revealed to

secure confidentiality and safety. After this, the researchers would prepare the

data and information obtained for tabulation, analysis, and interpretation, where

the duration will be possible in the year 2024.

 19

Statistical Treatment

The statistical treatment employed in this study will include descriptive

statistics and Pearson correlation. Descriptive statistics involve summarizing and

organizing data to provide an overview of the sample's critical characteristics,

such as means, standard deviations, and frequency distributions. This will help

illustrate the levels of organizational support and job stress among police officers

(Urdan, 2016).

On the other hand, the Pearson correlation will be used to assess the

strength and direction of the linear relationship between organizational support

and job stress. This statistical method calculates a correlation coefficient that

ranges from -1 to +1, where values closer to +1 indicate a strong positive

relationship, values near -1 suggest a strong negative relationship, and values

around 0 imply no correlation (Armstrong, 2019). By employing these statistical

methods, the study aims to provide a comprehensive understanding of the

interplay between organizational support and job stress, offering insights into

how enhancing support can alleviate stress among police officers.

Ethical Considerations

Human research often aims to understand real-life phenomena, study

effective treatments, investigate behaviors, and improve lives in other ways

 20

(Shamay-Tsoory & Mendelsohn, 2019). Conducting this research mandates a

steadfast commitment to ethical principles to safeguard the respondents' dignity,

rights, and welfare. This entails clear and comprehensive communication

concerning the study's objectives, associated risks, and prospective advantages,

alongside the rigorous acquisition of informed consent and the preservation of

confidentiality.

Researchers must avoid any form of coercion or undue persuasion and

pursue fair and inclusive representation, recognizing and valuing the diversities

inherent in cultural, social, and individual contexts. Furthermore, sustained

vigilance and scrutiny of ethical protocols across all stages of the research

endeavor are indispensable to maintaining the integrity of the process and

cultivating a climate of trust in the broader community.

Trustworthiness of the Study

The research demonstrated the actual value of the study. The researcher

provided a basis for applying it, allowing external judgment to be made about the

consistency of its procedures and the neutrality of its findings or decisions. Thus,

internal and external validity, objectivity, and reliability were strictly implemented.

Social Value

The researchers aimed to understand how the respondents perceived the

importance of their academic environment and the support systems around them.

By emphasizing the role of community and peer interactions, the researchers

created an atmosphere where respondents felt comfortable sharing their

 21

experiences and opinions, thereby capturing the essence of social value in their

educational journey.

Informed Consent

The researchers ensured that all selected respondents were fully informed

about the study's purpose and procedures before participation. Each respondent

was made aware of their right to withdraw from the study if they felt

uncomfortable. It was communicated that their responses would be used solely

for academic purposes, and measures would be taken to conceal their identities

and answers to protect their privacy. This process fostered trust and encouraged

honest participation among the respondents.

Research Integrity

Central Mindanao Colleges' reputation as an elite, research-intensive

institution is built on the consistently high-quality research conducted by the staff

and students. The researchers must maintain this reputation by undertaking

research with the highest accepted research standard. The values of fairness

and accountability will be significant in analyzing and evaluating this study's data,

allowing readers and respondents to trust and have confidence in the methods

used and the results of this research study.

 22

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