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Gender differences in the predictors of police stress

机译：警察压力预测因素中的性别差异

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Purpose - The research compared the predictors of work-related stress for policemen and policewomen. Stressors included workplace problems, token status in the organization, low family and coworker support, and community and organizational conditions. Design/methodology/approach - In 11 police departments, racial and ethnic minorities were oversampled. Of 2,051 officers sampled, 46.2 percent responded. Questions and scales were adapted from prior research on both males and females. Regression analysis revealed the strength of individual predictors of stress, the variance explained by workplace problems, and the additional variance explained by social support, token status, and community and organizational context. Findings - Workplace problems explained more male's than female's stress. Regardless of gender, the strongest predictor of stress was bias of coworkers, and a weaker predictor was language harassment. Just for males, lack of influence over work and appearance-related stigmatization were additional predictors. Workplace problems explained gender differences in stress that were related to token status as a female. Research limitations/implications - The sample was not representative of all police in the USA. Measures of community and organizational characteristics were highly intercorrelated, so they could not be examined separately. Especially, for women, there is a need to identify additional sorts of influence on stress. Practical implications - Although individual interventions and coping strategies are important for reducing police officer stress, changes in the organizational context also deserve attention. There is a need to develop and test interventions to reduce bias among coworkers, to contain language harassment, and to provide police with an increased sense of control over their work. Originality/value - The paper focuses on stress within the policing environment.
机译：目的-研究比较了警察和女警工作压力的预测因子。压力源包括工作场所问题，组织中的代币状态，家庭和同事的支持不足以及社区和组织条件。设计/方法/方法-在11个警察部门中，对种族和少数民族的抽样过高。在抽样的2051名官员中，有46.2％做出了回应。从先前对男性和女性的研究中改编了问题和量表。回归分析揭示了压力的单个预测因素的强度，由工作场所问题解释的差异以及由社会支持，代币身份以及社区和组织环境解释的其他差异。调查结果-工作场所的问题解释了男性的压力大于女性的压力。无论性别如何，压力最强的预测因素是同事的偏见，而较弱的预测因素是语言骚扰。仅对男性而言，对工作缺乏影响以及与外观相关的污名化是另外的预测因素。工作场所的问题解释了压力下的性别差异，这与象征性的女性身份有关。研究局限性/意义-样本不代表美国所有警察。社区和组织特征的度量高度相关，因此不能单独进行检查。特别是对于女性，有必要确定对压力的其他影响。实际意义-尽管个人干预和应对策略对于减轻警官压力很重要，但组织环境的变化也值得关注。有必要开发和测试干预措施，以减少同事之间的偏见，遏制语言骚扰并增强警察对其工作的控制感。创意/价值-本文着重于警务环境中的压力。

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