THE FACT THAT INFLUENCE THE STRESS OF

INVESTIGATING CRIME CASES AMONG

THE POLICE OFFICERS IN MALAYSIA.

NO NAME STUDENT ID CLASS

SHAHRUL AMIRUL BIN ZAINAL 20190333-01-11466 BLEI PACE A 6
1.
ABIDIN
SYED FIRDAUS BIN SYED 20190333-01-11187 BLEI PACE A 6
SAITO UNIVERSITY COLLEGE

2.
HAMZAH
MUHAMMAD ZIKRULLAH BIN 20190333-01-11186 BLEI PACE A 6
3.
HAZAIRUDIN

BACHELOR OF ARTS IN LAW ENFORCEMENT

(INVESTIGATION) (HONS)

SEPTEMBER 2022

i
 SAITO UNIVERSITY COLLEGE

2022

TITLE OF PROJECT PAPER:

THE FACT THAT INFLUENCE THE STRESS OF

INVESTIGATING CRIME CASES AMONG

THE POLICE OFFICERS IN MALAYSIA.

NAME: SHAHRUL AMIRUL BIN ZAINAL ABIDIN

NAME:SYED FIRDAUS BIN SYED HAMZAH

NAME:MUHAMMAD ZIKRULLAAH BIN HAZAIRUDIN

ii
 A Project Paper Submitted to Saito Security Academy
Of Saito University College in
Fulfilment of the Requirements for the
Honors Degree of the Bachelor of Arts in Law Enforcement

23 September 2022

iii
 COPYRIGHT CERTIFICATE

All rights reserved. It is not permitted to produce or make copies of any pert of chapter,
illustration or content of this Academic Paper in any form and by any means either
electronically, photocopying, mechanically, recording or any other way before obtaining written
permission from the Dean of the Faculty Saito University College.

iv
 APPROVAL

I certify that I have supervised / read this study and that in my opinion it conforms to acceptable
standards of scholarly presentation and is fully adequate, in quality and scope, as a thesis for the
fulfilment of the requirements for the Honors Degree of Bachelor of Arts in Law Enforcement

....................................................
AAA
Supervisor

v
This Project Paper was submitted to the Saito Security Academy and is accepted as fulfilment of
the requirements the Honors Degree of Bachelor of Arts in Law Enforcement.

..............................................
Dr. FFF
Dean, Saito Security Academy

vi
I hereby declare that the project paper submitted in fulfilment of the B.A (Hons) degree is my
own work and that all contributions from any other persons or sources are properly and duly
cited. I further declare that the material has not been submitted either in whole or in part, for a
degree at this or any other university. In making this declaration, I understand and acknowledge
any breaches in this declaration constitute academic misconduct, which may result in my
expulsion from the programme and/or exclusion from the award of the degree.

Name: Name of the Candidate

Signature of Candidate: Date: 23 September 2022

vii
 DECLARATION

I hereby declare that the project paper submitted in fulfilment of the B.A (Hons) degree is my
own work and that all contributions from any other persons or sources are properly and duly
cited. I further declare that the material has not been submitted either in whole or in part, for a
degree at this or any other university. In making this declaration, I understand and acknowledge
any breaches in this declaration constitute academic misconduct, which may result in my
expulsion from the programme and/or exclusion from the award of the degree.

Name: Name of the Candidate

………………………….....
Signature of Candidate: Date: 23 September 2022

Name: Name of the Candidate

………………………….....
Signature of Candidate: Date: 23 September 2022

Name: Name of the Candidate

………………………….....
Signature of Candidate: Date: 23 September 2022

viii
 ACKNOWLEDGEMENTS

Bismi-llāhi ar-raḥmāni ar-raḥīmi. Assalamualaikumwarahmatullahiwabarakatuh…

Alhamdulillah, thanks be to God because with his abundance and grace I was able to
complete this bachelor's project. I would like to thank my supervisor, Norzilawati binti Sakka,
for helping me a lot in completing my Bachelor's Project up to this point. I cannot repay your
good service, only God can repay your good service.

Sir, on this occasion I would like to say a million infinite thanks to you for being willing
to give me some valuable time in guiding me to improve and give me infinite education during
class time and also when we discuss about my project. Sir helped me a lot to be better and
correct mistakes in every inch.

I would also like to express my gratitude to the lecturers who were directly or indirectly
involved and the entire Saito University College for spending time and helping me in my efforts
to obtain information.

Not to forget, Jalan Semarak Police Training Center who was willing to accept me as a
guest during this research. On this occasion, I also express my highest appreciation to Police
Officer ASP Haslinda Binti Abd Hamid, for accompanying me to meet with these officers and
policemen. Without you, I would not have been able to complete this task.

Finally, to Syed Firdaus bin Syed Hamzah's friend, Lance Corporal Khairul Anuar bin
Azman, a member of the Jalan Semarak Police Training Center for being willing to help me
track every officer at this Police Station for the purpose of the questionnaire. I hope the help
given will not be in vain and I will appreciate it forever.

ix
 ABSTRACT

The study was conducted to identify stress factor among police officers in criminal
investigation using occupational stress indicators in selangor contingent headquarters.The
job demands support with the depression among the Royal Malaysian Police officers of the
criminal investigation in Malaysia. A total of 32 of police officer of the Criminal
Investigation Department were randomly selected as respondents of this study. Data were
gathered through a self-administer Dred questionnaire The Occupational Stress Indicator
(OSI) Questionnaire has descriptive this research to analyze the result. The researcher
suggest that the Royal Malaysia Police (PDRM) should expose more training programs in
order to create productive and innovative members among police in Malaysia. Quantitative
study using a survey methodology was used by modifying the survey by passing by the
questions to the respondents which is the Police Officers in Selangor Contingent
Headquarters.

x
 TABLE OF CONTENTS
COPY RIGHT CERTIFICATE v
APPROVAL vi-vii
DECLARATION vi-vii
ACKNOWLEDGEMENTS viii
ABSTRACT x
TABLE OF CONTENTS xi-xii
LIST OF TABLES ix
LIST OF FIGURES x
LIST OF ABBREVIATIONS xi

CHAPTER

1.0 INTRODUCTION 1
1.1 Background of the Study
1.2 Problem statement 1
1.3 Objectives 1
1.4 Research questions 2
1.5 Research hypotheses 2
1.6 Justifications and significance of the study 2
1.6.1 Theoretical contributions 2
1.6.2 Practical contributions 3
1.6.3 Contribution to methodology 3
1.7 Chapter summary 3

2.0 LITERATURE REVIEW 4

2.1 Level 1 subheading of your literature review 4
2.1.1 Level 2 subheading of your literature review 4
2.2 Level 1 subheading of your literature review. 4
2.2.1 Level 2 subheading of your literature review 4
2.3 Level 1 subheading of your literature review. 4

xi
 2.4 Level 1 subheading of your literature review. 5
2.5 Chapter summary 5

3.0 METHODOLOGY 6
3.1 Operational definitions 6
3.2 Theoretical framework 6
3.3 Conceptual framework 6
3.4 Scope of the study 6
3.5 Sampling 6
3.5 Instrumentation 6
3.6 Permissions, ethics clearance and informed consent 6
3.7 Data analysis 7
3.8 Findings of the pilot study 7
3.9 Chapter summary 7

4.0 RESULTS 8
4.1 Number of participants and response rates 8
4.2 Demographic data of participants 8
4.3 Test of normality 8
4.4 Addressing the research questions 8
4.5 Research question 1 9
4.6 Research question 2 9
4.7 Research question 3 and so on…. 9
4.8 Chapter summary 9

5.0 DISCUSSION 10
5.1 Level 1 subheading 10
5.1.1 Level 2 subheading 10
5.1.2 Level 2 subheading 10
5.2 Level 1 subheading and so on…. 10
5.3 Chapter summary 10

xii
6.0 CONCLUSIONS, IMPLICATIONS AND SUMMARY 11
6.1 Conclusions 11
6.2 Limitations of study 11
6.3 Implications of study 11
6.4 Future recommendations 11
6.5 Summary of study 11

REFERENCES 12
APPENDICES 13
Appendix A 13
Appendix B 14

xiii
 CHAPTER 1

INTRODUCTION

1.0 Introduction

Police officers are not an exception to the fact that work-related stress is a problem in
many occupations in today's society (Ainsworth, 2002). Few professional organizations
deal with such a wide range of stressors as police officers, claim Anderson, Swenson, and
Clay (1995). Malaysian police officers rank among the world's busiest workers when it
comes to stress. According to El Sayed, Sandford, and Karley's 2019 analysis, police
officers can have some of the most depressing jobs in America, with the threat of stress
echoing through every aspect of a person's life.

According to a thorough analysis by Malach-Pines and Keinan in 2006, one of the major
variables contributing to police officers' premature mortality is the stress of their jobs.
Lack of employee commitment to the company, imbalanced shift work, and possibly
management partiality. Police officers' stress is influenced by a variety of circumstances,
including limited career options and a lack of acknowledgment for exceptional
performance. Organizational stresses, such as a tight work schedule, are thought to be the
main causes of stress among law enforcement personnel, particularly those who are
involved in criminal investigations (Kumasey, Delle & Ofei, 2014).

It is critical to recognize the many occupational stressors that police officers deal with as
well as the variations among the various geographic divisions of police jurisdiction. An
overview of the research chapter comes first in this chapter. The history of police stress in
the US is next provided, along with arguments for the study's purpose, research question,
and theoretical underpinnings. Finally, a brief summary of the study's nature follows. The
assumptions, limitations, boundaries, and definitions of key terms follow. We conclude
the chapter by emphasizing the crucial details from the beginning.

1
1.1 Background of Study

An international problem that both individuals and companies deal with is workplace
stress. One of the most stressful jobs in the world is that of a police officer. The purpose
of this study was to identify the variables that affect both occupational stress and general
health, as well as to compare the degree of occupational stress different departments. This
study supports earlier results that the police force was demanding. The organizational
response is required in order to decrease occupational stress and improve police officers'
wellbeing. Numerous researchers and officials have recently made unfavorable
statements regarding police stress (Stinchomb, 2004).

The fact that police officers are under strain is already well-known, and their level of
stress is unequalled by any occupation, claim Lambert, Qureshi, Hogan, et al. (2015).
Compared to other professionals, more persons reported feeling anxious at work since
more than 80% of American police officers work in urban areas (Patterson, Chung &
Swan, 2014). Due to the pressure, law enforcement personnel have a 25% alcohol misuse
rate, a divorce rate of 75%, and a suicide rate that is six times greater than the general
population (Weltman, Lamon, Freedy, and Chartman, 2014).

Although the aforementioned numbers are dismal, little is known about the issues that
urban police departments' officers face. Furthermore, it is unknown how the stressors
vary among police officers stationed in diverse areas of a police jurisdiction. Controlling
police personnel' job satisfaction levels is vital, according to Allisey, Noblet, and
LaMontagne (2014) The phenomenon will be essential in order to address the problem of
police officer retention within the Metropolitan Police Department. Police job satisfaction
is a major determinant of whether or not a police officer will quit their job, with higher
levels of police fulfilment being connected with less intents to quit, according to
Christen, Lyer, and Sonerman in 2006.

The main cause of police stress has been determined to be organisational stresses.
Organizational pressures, which might include things like following professional conduct

2
guidelines, interacting with the public, and working shifts, are frequent in the police
profession (McCarty, Zhao & Garland, 2007). One organisational pressure that these
officers frequently describe feeling the effects of is shift work. Since policing takes place
both during the day and at night, police personnel must constantly be prepared for their
duties. Therefore, shift work significantly affects how occupational stress develops in
police officers (Chiappetta, 2018; Ma et al., 2015). Shift work is a significant predictor of
stress, as demonstrated by Chiapetta (2018) and Ma et al. 2015 findings that police
officers who worked the afternoon and night shifts reported higher levels of stress than
those who worked the day shift.

As a result, the authors advised that shift times be considered when managing police
officers' stress (Chiapetta, 2018; Ma et al., 2015). Focused interventions should target
people who work the afternoon and night shifts, as they are more prone to encounter
stressful conditions (Ma et al., 2015). Accordingly, in order to address this issue, certain
departments in the United States have established reduced workweeks and rotated the
work shifts (Ma et al., 2015). Although these tactics had the best of intentions, they have
resulted in biased departmental practices and poor management, which have now been
added to the police stressors. Risks of policing under a hierarchical organizational
structure with limited power to change the laws and decisions that affect these officers'
daily lives include stress and a sense of helplessness.

Bishopp, Piquero, Worall, and Piquero (2019) claim that a significant source of stress for
police work in America is community interactions. Police officers have claimed that if
society has a negative image of them and what they do, it makes their jobs harder and
more taxing. Stein and Candace (2017) recognized community relations as a serious
problem with scant study. When you consider the progressively deteriorating relationship
between the police and the community brought on by the frequently publicized shootings
of unarmed individuals, this can be a source of stress for the police. It is necessary to
conduct more research to understand how the police are now responding to the growing
attention they are receiving as well as the negative responses from the community they
serve.

3
Police contacts with criminals can be significant causes of stress for officers, according to
Russell's (2014) investigation. Police officers claim that working with crime victims
causes them a great deal of psychological stress. Mazzola, Schonfeld, and Spector (2011)
claim that exposure to crimes against the vulnerable is frequently disturbing and might
lead to posttraumatic consequences like depression, anxiety, and guilt. Police officers
experience stress at work because they frequently deal with societal and behavioral issues
that other professions would not. Additionally, encounters with the criminal justice
system are reportedly one of the most significant sources of work stress for police
personnel. For instance, when suspects are released from custody due to technicalities,
some law enforcement officials believe the criminal justice system is unduly lenient and
that their efforts are ineffective (Stein & Candace, 2017). Determining how police
respond to this kind of stress would therefore be vital.

Police officers encounter both the best and worst aspects of humanity (Rizwan, Saeed,
Sikandar & Waseem, 2014). Due to the demanding daily schedule that officers must
endure, becoming a police officer is quite difficult. Because police departments are often
more varied, administrators must recognise the differences in the kinds of occupational
pressures that officers in various geographic divisions endure (Rusell, 2014). It is
therefore crucial for police administrators to get insight into the challenges facing officers
involved in criminal investigations in order to develop stress management strategies that
will meet the specific needs of a police workforce that is rapidly changing.

Despite the lack of sufficient evidence that police officers in the investigation department
exhibit a disproportionate level of work stressors compared to other professions, a variety
of programmes and strategies to manage and reduce police stress, such as the Employee
Assistance Program (EPA), have been recommended (Tasi, Nolasco & Vaughn, 2017).
However, a more detailed analysis of the factors that affect police officers in the
investigative department is necessary to determine the efficacy and legitimacy of EPA.
An effort is made in the current study to pinpoint the elements that increase police work

4
 stress in urban departments. The inquiry also took a look at the numerous pressures that
police personnel can experience throughout their various areas of responsibility.
1.2 Problem Statement

Police personnel have always dealt with stress. Numerous academic studies and scientific
studies have shown that being a police officer exposes one to stress-causing situations.
Wayne D. Ford talks about the social, physical, political, and personal issues that police
officers deal with on the job in his 1998 book Managing Police Stress. Numerous studies
have been done to identify the cause of stress, which may then be used to create plans of
action or deal with the issue directly in order to increase motivation and productivity.

The country has experienced rapid development, which has made the job of the police
more challenging. Despite their increasing numbers, it is become harder for them to find
work. This is a result of the risk to police officer standards, training, and public
perception, as well as the rise in crime rates, political unrest, and other environmental
variables that put every police officer's endurance, authority, and competence to the test.
The competitive nature of the field and the workload also add to the pressure on police
officers.

Law enforcement professionals, particularly those who work for the metropolitan police
department, typically encounter a number of workplace challenges that frequently lead to
poor performance in their job safeguarding the public. This is the specific issue that has
to be dealt in or studied. The demands on police officers' time at work are growing
despite the already strong bonds between them and the communities they serve. For
instance, the lack of shifts is persistent and increasing worse, which places a lot of strain
on police officers (Wang, Zheng, Hu & Zheng, 2014). This intense work load could be
avoided if there were enough people covering the shifts in police stations (Wang et al.,
2014).

Stress has been shown to have negative effects on police performance both in the field
and in the office because it produces tension and worry that impede personnel from

5
functioning normally (Papazoglou & Turtle, 2018). According to Bano & Talib (2017),
Collins & Gibbs (2003), Lamb, Weinberger & DeCuir (2014), for instance, police
officers operate in challenging situations that can result in a variety of physical and
mental health issues. Police officers usually work in dangerous circumstances and have
limited access to useful equipment.

According to Rizwan et al. (2014), the elimination of positive stimuli, the development of
negative triggers, and barriers to reaching personal goals such intimate associations are
the main causes of stress at work. Although the issues associated to police stress having
an impact on work requirements are becoming more widely recognised, little research has
been done on the subject. Without looking into the many strains experienced by officers,
officers experience higher levels of emotional and physical stress (Acquardo Maran,
Zedda & Zedda & Varetto, 2018; Lambert, Qureshi, Frank, Keena & Hogan, 2017).

According to Jaramillo, Nixon, and Sams (2005), one of the detrimental effects of police
workplace stress is employees' lack of commitment to the law enforcement organization.
Although police officers' work-related stress has developed into a complex issue, there
haven't been many published expert analyses that address police pressures and associated
issues. As a result, it's critical to comprehend how police officers function in a
demanding environment with a severe labour shortage. An examination integrating
pedagogical perception on stress may help police in urban departments be better able to
recognize and start effective work-related stress coping techniques, like exercise and the
usage of EAP services.

Identifying the differences in pressures affecting police officers in different law

enforcement jurisdictions is a difficult task for administrators. Studies have indicated that
because of the nature of these industries, occupational stress is more common in in-
service careers than it is in other careers (Noordegraaf & Bram, 2014). The detrimental
effects of work-related stress on police personnel have created a significant difficulty in
the law enforcement sector, according to Tasi et al. 2017 The current study assessed the
opinions of police officers in order to identify whether methods are currently efficient in

6
 lowering stress from their jobs. The study's findings will fill a vacuum in current methods
for helping police officers who are stressed out at work.

1.3 Research Objective

1. Identify the most dominant factors affecting job stress among the police officers
2. Identify the difference in the work pressure among the police officers based on
educational level
3. Identify the difference in the work pressure of police officers based on marriage
status
4. Identify the difference in the work pressure of police officers based on length of
service
5. Identify the difference in the work pressure among the police officers based on
salary

1.4 Research Question

1. Are there health factors that can cause stress in the investigation among the police
officers?
2. Is the salary that cause the factors of stress in completing the task among the
police officers?
3. Is the health factor that becomes a pressure in completing the task among the
police officers?
4. Is there an environmental factor that becomes a stress in completing the task
among the police officers?
5. Is the behavior factor of a police officer a stressor in the investigation among the
police officers?

7
1.5 Justifications and Significance of the study

1.5.1 Practical Contributions

The holistic analysis of this study added to the corpus of past research by contrasting a
group of four less significant qualities with a group of five crucial ones that should be
taken into account early in the innovation process. Analyzing these qualities priorities as
a whole has never been done before. The study confirmed the findings of earlier studies,
including those by O'Shea et al. (2005), Link and Siegel (2005), Decter et al. (2007),
Powers and McDougall (2005), Dibner et al. (2003), and Hall and Bagchi-Sen (2007),
which had also highlighted the significance of specific traits, such as the availability of
resources.

1.6.3 Contribution to Methodology

In this research, we used a quantitative methodology with a case study research design.
This design was used to examine the different means to alleviating work-related stress
experienced by police officers. The 32 police officer as the respondent of the research
that was send the question to the police officer randomly which is the Crime Investigation
Department and collect after two weeks spread the question

8
 CHAPTER 2

LITERATURE REVIEW

2.0 Introduction

Lack of acknowledgment from superiors, coworkers, and awards are only a few sources of job
stress. For instance, there is no age restriction to hold a particular grade or position among police
officers. Recent systematic reviews suggest that being a police officer is a very difficult and
stressful job because of the present traits of modern civilizations. These characteristics for police
officers include: the unpredictability and danger associated with the ongoing threat of terrorist
attacks, the rise in gun violence, the lack of adequate human and material resources, the
challenges of working in a team or under supervision, criticism from the public and society, and
the lack of sympathy from loved ones or friends (Cumming et al., 1965; Webster, 2013;
Magnavita et al., 2018; Purba and Demou, 2019).

In the 1980s, the NIOSH technical report (Hurell et al., 1984) and Norvell et al. (1993), whose
study focused on the impact of gender disparities on law enforcement personnel, both attempted
to map police officers' stress and its origins. Researchers Violanti and Aron (1995), Stinchcomb
(2004), and Brown and Campbell (1994) also looked into the causes of stress in law
enforcement. However, over the past ten years, more research has been done on this subject,
including studies by Hickman et al. (2011), Luceno-Moreno et al. (2016), and Violanti et al.
(2017), all of which continue to identify the sources of police officers' stress and the detrimental
effects it has on their health and ability to perform their jobs. Ermasova et al. (2020), Wasserman
et al. (2019), and Baldwin et al. (2019) have recently made contributions to the research on
police officers' stress levels and mental and physical health. Other research has looked into
police officer burnout, while related studies have concentrated more particularly on occupational
stress (e.g., Agolla, 2009; Maren et al., 2015; Gutshall et al., 2017; Johnson et al., 2019). (e.g.,
Agusyo et al., 2017; Adams and Mastracci, 2019).

9
3.1 The Fact that influence the Environment in Workplace

According to Noordegraaf and Bram (2014), studies on occupational stress have been continuing
for a long time. The sources, impacts, and changes of stress within a field of crime investigation
are all examined in the current study. The investigation used general strain theory to look at the
research issue (GST). The method has been used to characterize the professional stress
experienced by police officers, and it is thoroughly explored in the literature review part.

The recognized model presents a pedagogical viewpoint on job stress related to the repercussions
of unlawful activity and setting (Allisey et a., 2014). Some of the most evident symptoms of
police stress and bad emotions include depression, rage, and burnout. As a result, we were able
to use the GST model to thoroughly sketch a potential tale solution to the research questions.

Since Agnew (2017) created the GST model in 1992, numerous studies examining the effects of
criminal behaviour on police officers policing in diverse work environments have used it
successfully to provide empirical support. Numerous studies show that the majority of
occurrences of police occupational stress are caused by institutional and environmental variables
(see Patterson et al., 2014). Although the two sources of police strain are frequently present in
the day-to-day operations of the officers, the effects differ amongst departments. Police officers
who are under stress are more likely to experience unfavolrable psychological reactions, which
can have detrimental effects including raising the possibility of wrongdoing. Walter (2012).

Given that the framework focuses on the individuals immediate social-psychological

environment, it is described at the social-psychological level (Bishopp et al., 2019). GST
provides a useful framework that demonstrates the connection between police officers stress and
their outwardly destructive emotions. However, GST should be thoroughly changed, according
to Allisey et al., 2014, in order to better serve as an example of crime and delinquency. Even
though they take the same oath, police officers deal with stress differently even when working in
the same environment.

10
Police personnel frequently interact with civilians on a regular basis while serving society. The
phenomenon suggests that the police were employed to serve the broader public (Paxon 2019).
Due to practises like racial profiling and harassment, police officers in America have a negative
reputation (Kumasey et al., 2014). According to El Sayed et al. (2014), the phenomenon led to a
significant rift between these police officers and the broader public. For instance, the cases in
which these police officers shot people and the opinion among the public that such actions were
unwarranted have deepened the disparity (Stinchomb, 2004).

Although it is acknowledged, using excessive force has become a severe issue that is
deteriorating relations between the public and police officers (Wood et al., 2020). Due to these
issues, the majority of police personnel across departments have little autonomy and have lost
their sense of self. Because of this, the vast majority of non-police individuals believe that police
are unethical individuals who forbid them from openly mingling with the officers.

2.2 The psychological measures that Influence the Stress of Police Officers

As a result, there is growing interest in the psychological health of police officers, with
researchers highlighting the detrimental effects of working in grim social contexts like crime and
death (Henry, 2004), which can affect mental health and cause physical exhaustion, compassion
fatigue, and even moral suffering (Basinska and Wiciak, 2012; Papazoglou, 2016; Papazoglou et
al., 2017, 2020; Violanti et al., 2019).

Additionally, studies have found that over the past 10 years, job stress has steadily increased
among police officers. This ongoing job stress has a detrimental effect on both the individual and
the institution. Each person experiences poor mental health as a result (Baldwin et al., 2019;
Castro et al., 2019); work-family conflict (Griffin and Sun, 2018); non-adaptive coping
mechanisms and job stress (LeBlanc et al., 2008; Zulkafaly et al., 2017); emotional labour (van
Gelderen et al., 2007); burnout (Pines and Keinan, 2005, 2007; Rosa e (Violanti, 1996; Blazina,
2017; Costa et al., 2019; Grassi et al., 2018).

Across the board, it has an impact on productivity (Shane, 2010; Bertilsson et al., 2019; Kelly et
al., 2019); unproductive work habits (Smoktunowicz et al., 2015); and inappropriate contacts
with people, such as the use of excessive force (Neely and Cleveland, 2011; Mastracci and
Adams, 2019).

11
Several news outlets recently reported that Spain and Portugal had also seen a number of police
officers commit suicide, which prompted police officers to demonstrate in the streets and express
their anger with working conditions in France and Portugal. In France, police officers commit
suicide at an increasing rate, particularly after long shifts caused by the "yellow vests/jackets"
manifestations.

Work stress is a response by humans to social, professional, environmental, and psychological

variables that are seen as threats. Work stress is an emotional assessment of the perceived gap
between an individual's capacity to meet needs at work and those needs' level of importance
(Mamonto et al., 2013). The burdens, demands, and expectations that come with work stress
negatively impact people's ability to work both individually and together.

2.3 Burnout that influencing the Stress of Police Officer

Freudenberger (1974) and Maslach (1976), in regards to measuring burnout and occupational
stress among police officers, identified the signs of burnout and burnout syndrome as a
psychological disorder brought on by prolonged exposure to work stress in the 1970s. Burnout is
a serious professional risk and a psychosocial risk at work that has garnered significant interest
from the scientific community and raised concerns among workers. Maslach and Jackson's
(1981) definition, which asserts that burnout is a three-dimensional condition that affects
individuals whose job activities are primarily devoted to aiding and providing care or services to
other people, seems to be the most often agreed upon.

Depersonalization (showing a disengaged, cynical, cold, and unsympathetic attitude toward

people at work, especially those who ask for help or services), emotional exhaustion (feeling
worn out and unable to support others more), and a sense of low professional achievement are all
symptoms of burnout (feeling personal and professional inadequacy, and having a higher
likelihood of committing errors during job tasks). Later, as a result of ongoing research on
burnout, it was stated that professionals who work with other people are more likely to
experience burnout, particularly service providers who, over time, must respond to the demands
of the client in a society that is becoming more and more dependent on service exchanges, which
results in job stress. (Maslach and Leiter, 2016, 2017; Maslach, 2017).

12
With its "Healthy Workplace" campaign in particular, the European Agency for Safety and
Health at Work (UE-OSHA, 2018) has frequently underlined the problem of burnout as an
epidemic phenomena with costs for both individuals and businesses. Burnout has become a
common occurrence and develops as a response to chronic workplace stress (Schaufeli, 2017).
The importance of burnout in modern culture has also been highlighted by a number of
influential organisations. The World Health Organization (WHO) chose suicide prevention as the
year's topic in order to inform the public about the suicide risk that exists among several
professions. The World Health Organization (WHO) chose the theme of mental health in the
workplace for World Mental Health Day in October 2017, emphasizing job stress among specific
occupational groups.

Psychological stress, then, is a relationship between the individual and the environment that the
person perceives as exhausting or exceeding his or her resources and harming his or her well-
being, according to Lazaus and Folkman (1984, p. 21). According to the definition, work-related
stress, also known as occupational stress or workplace stress, is "a pattern of psychological,
emotional, cognitive, and behavioural responses that occur when workers are presented with
work demands not matched to their knowledge, skills, or abilities and which challenge their
ability to cope" (Patel et al., 2017, p.1), adversely affecting the worker's wellbeing, performance,
and productivity (Quick and Henderson, 2016).

Additionally, stress, particularly occupational stress, is linked to burnout and can be predicted
because job stress can be caused by an imbalance between effort and reward or by the
relationship between job demands and available resources (Peiro et al, 2001; Linet al, 2013;
Chirico, 2016; Patel et al., 2017; Salvagioni et al., 2017; Wang et al., 2017). Additionally, a
long-term process of resource exhaustion and ineffective reactions to persistent job stress can
result in burnout (Maslach et al., 2001; Schaufeli., 2017). Due to their comparable symptoms,
depression and burnout are difficult to separate from one another (Bianchi et al., 2015; Golonka
et al., 2019; Koutsimani et al., 2019; Bianchi, 2020).

2.4 Health Factors that Influence the Stress among the Police Officers.

COVID-19 spreads primarily through human-to-human contact because it belongs to a different

lineage of beta coronaviruses than those linked to human severe acute respiratory syndrome
(SARS) and the Middle East respiratory syndrome (MERS) (World health organisation, 2020).

13
(Chan et al., 2020; Wu et al., 2020). The likelihood of coming into touch with infected people
rose when front-line police officers travelled to the community to assist quarantined residents,
battled crimes throughout the outbreak, and conducted round-the-clock safety inspections of
passing people and cars at a checkpoint. (National Healthy Commission of the People's Republic
of China, 2020) 400 police personnel in Wuhan, China had contracted the disease as of February
26, 2020.

The front-line personnel experiences anxiety, psychological distress, and work stress due to the
intense workload and life-threatening situations (Ivana et l., 2017). To safeguard the physical and
mental health of front-line police officers dealing with the COVID-19, the Chinese Ministry of
Public Security published a Handbook for Public Security Policemen. Understanding how police
see health risk, work stress, and psychological discomfort during the epidemic is also important.

The perception of health danger, work stress, and psychological distress among police officers
during the COVID-19 outbreak in Malaysia is evaluated in this study. Additionally, it
investigates whether or not different groups perceive health risk, occupational stress, and
psychological anguish differently based on their demographic characteristics. It looks at elements
that have a big impact on the psychological anguish of police personnel. This study evaluated
police officers' perceptions of health risk, work stress, and psychological distress during the
COVID-19 outbreak using data from a large-scale survey.

There are issues within the field of law enforcement, especially among police departments. Since
becoming a police officer is a difficult job, police officers endure high levels of stress at work.
Due to their numerous responsibilities, police officers sometimes find themselves in stressful
situations (Qureshi, Lambert & Frank, 2019). Additionally, despite the fact that these law
enforcement agencies and the communities they serve are forming partnerships, stressful
workdays are nevertheless common.

Understaffed operations, burnout, and stressful work routines like shift shortages are all having
an adverse effect on how police officers carry out their jobs (Collins & Gibbs 2003). Job
stressors are inversely correlated with job engagement and performance outcomes, according to
earlier studies (Nelson, 2015; Qureshi et al., 2019). Actually, the majority of stressors have a
detrimental impact on job participation (Qureshi et al., 2019). The harsh working conditions that
police face, which result in physical and mental stress and may not be typical for most

14
professionals men and women, could be a contributing factor (Acquadro Maran et al., 2018;
Lambert Qureshi, Frank, Keena & Hogan, 2017).

The constant hardship and psychological pain that results from difficult working conditions and
coworker suicide impacts police officers, their families, and their duties in crucial areas of urban
life, such as safety and security. According to the OECD (2019), Portugal is one of the nations
with the highest increased use of antidepressants, anxiolytics, or tranquillizers to relieve
psychological pain. This suggests the necessity for investments in occupational health and the
prevention of stress and anxiety.

2.5 Behaviour of Police Officers

Police officers frequently witness distressing, serious occurrences (Arble, Lunley, Pole,
Blessman & Arnetz, 2017). This consequently frequently elicits negative emotions (Arble et al.,
2017; Lambert et al., 2017). Sources of tension within the police force may include obstacles to
accomplishing objectives like maintaining close relationships, the removal of stimuli that are
positively regarded, and the presentation of stimuli that are negatively valued (Agnew, 2017).
Prevention of the psychological, behavioural, and social costs of police trauma and stress has
been emphasised by numerous researchers (Arble, Daugherty & Arnetz, 2018; Arble et al.,
2017).

Police officers who are under pressure or strain all the time face a range of unpleasant emotions,
including rage, frustration, depression, and despair (Brezina, 2017; Kurtz, Zavala & Melander,
2015). Despite extensive study on the effects of stress on police stresses, few studies have looked
at the specific sorts of stressors that affect police (Bishopp et al., 2019). Few studies have taken
into account how different work-related stressors are for police officers who operate in different
geographic regions as a result (Brezina, 2017; Kurtz et al., 2015). The primary pressures for
police personnel are frequently connected to organisational and operational variables, claim
Acquardo Maran et al. (2018). Extreme conditions, for instance, could be brought on by hostile
work surroundings or a lack of functional equipment.

Given that much of the prior research has been on stress variations between genders with little
analysis looking at the difference as reported by officers in different regions, this study also
aimed to contribute to the current literature on police stress (Agnew, 2017; Mc Creary et al.,

15
2017). This entails determining the variety of occupational stressors that law enforcement
personnel report experiencing on the job and the distinctions between various geographic
divisions of police jurisdiction. This could then assist the law enforcement personnel in
acknowledging and identifying the stress management techniques they employ (Agnew, 2017).
This is to guarantee that the requirements of police personnel who are prone to occupational
stress are carefully recognized.

2.6 The Salary Influence the Stress among the Police Officers

Police officers are vulnerable to job-related stress regardless of their field or position. Police
officers may experience work-related stress due to a variety of variables, such as task- and work-
related stresses, familial stressors, and, more importantly, economic pressures. The average
workday for police officers exceeds the 8-hour limit, frequently lasting up to 24 hours (Putra &
Mulyadi, 2010). Additionally, shift night employees often report increased work stress compared
to those who work the morning shift (Firmana & Hariyono, 2011). This highlights how working
late-night hours puts police personnel under a lot of stress.

When one considers the family component, one has the impression that police officers don't
spend enough time with their families. According to reports, police officers are paid a salary that
is judged enough financially, but this financial aspect can be very destructive if the duties of
police officers can jeopardise their mental and physical health (Putra & Mulyadi, 2010). The
stressful work that police officers do may result in actions that violate the police code of ethics.
Police personnel who face work-related stress may become alcoholics, commit suicide, or even
murder others, claims information from the Public Relations Center of Communication and
Information Polda Metro Jaya (Putra & Mulyadi, 2010).

16
 CHAPTER 3

RESEARCH METHODOLOGY

3.1 Research Instrument

This study tool is based on the fact that police officers in Malaysia experience stress when they
are investigating crimes. The goal of this study is to shed light on factors that affect how stressed
out and depressed members of the law enforcement community get while performing their
duties. We distributed the questionnaire on the factor that affects stress by distributing sheets
with a few questions at random to the police officer in order to acquire enough data to resolve the
research. The foundation for this study has been discovered to be the aforementioned goals. The
set of problems can be found through the literature review based on those aims. Through the
spreadsheets, quantitative data was gathered.

3.2 Study Design

A quantitative explorative study design was used for this research. The issue was noted in the
tension that a police officer experiences when working through challenging criminal
investigations.

3.3 Population

There are the questions about the factors that influencing the stress of investigating crime cases.
There are 32 randomly police officers that would have to answer the questions. The

17
Occupational Stress Indicator (OSI) Questionnaire has descriptive this research to analyze the
result

3.4 Sampling Design

To achieve the goals of the study, cluster sampling is utilised to collect qualitative data and
samples, but it is also required to randomly appoint police officers to participating groups.
Cluster sampling techniques are an effective method for determining the output stability of the
ring laser gyro or any other oscillator in the time domain (CST). The cluster variance is used to
determine the power spectral density of the data's noise.

3.5 Data Collection

We have arranged a number of questions on the research's contributing variables that have been
identified. The issue at hand concerns the fact that police personnel in Malaysia experience stress
when looking into criminal cases. In qualitative research, there are many different ways to gather
data, such as through observation, textual, or visual analysis. However, focus groups and
interviews are the most often utilised techniques, particularly in healthcare research (Gill,
Stewart, Treasure and Chadwick, 2008).

18
 CHAPTER 4

RESULT

4.1 The Demographic and Data Personal Respondents

Part A: Police Officers Demography

In this step, the personal information of the 32 of randomly police officers (respondents) are
obtained due to their participation in the research. The information that required respondents to
fill which is:

I. Age

II. Gender

III. Race

IV. Religion

V. Education

Part B: The question of the causes of Stress Among the Police Officers

19
This steps is to obtaining the 32 of randomly police officers in Malaysia about the causes of
stress among them and of some police officers that very concerned about the facts which are the
health, salary, environment, behavior and burnout. The 32 The results collected of this step gives
quite less exciting because fact of stress must be take a role by a various parties or individual
who related with their job existing.

4.2 Results of Data Analysis

The data of respondent’s background was gathered and analyzed. All of the respondent the
randomly police officers that was in Malaysia. The survey are divided to two parts, Part A is for
respondent personal details and Part B for the respondent the causes of stress among them today.

Part A: Personal Detail of Police officers Demography.

I.Age of the Respondents

First and foremost, we find out the age of the respondents. It was pertinent in this study to
identify the ages of the respondent’s surveying.

20
 age

25-30
9% 31-35
3% 19%
36-41
42-50
9% 51-56
38% 57-60 >

22%

Figure 1 shows the age of respondent

Figure 1 above shows that the age of respondent majority the age about 42 to 50 years old in
38% are the more than the 25 to 30 at the age. The pie chart above shows at least 3% of 51 to 56
at the age. Other than that, the age of 31-35 and 57-60> was the similarly at the age the
respondent.

II. Gender

The gender was collected by the review of the questionnaire which are:

21
 gender

male
female
44%
56%

Figure 2: Gender of Respondent

The figure above shows the number of male and female respondents which are the male was
more than the female respondent at 56% and 44%.

III. Race of Respondent

Next, the respondents race was classified based on the police officers randomly.

Race
Race
16

7
5

malay indian chinese others

Figure 3: Race of Respondent

The figure above shows the race which are Malay, Chinese, Indian and Others race. Some of
them was conclude for show the randomly police officers respond to this survey. As we can see,
the malay police most responders among the Indian, Chinese and others. The malay police
reported as 16 of them while the number of the Indian and Chinese is 7 and 5 reported.

22
 IV Religion

The last personal detail that were inserted in the survey is religion of respondents. The result is
show below which are:

Religion
18

6
5
3

Islam Budha Kristian Hindu

Religion

Figure 5: The Religion of Respondent

The figure above shows the religion of respondent which are the Muslim, is 18 of the number of
police officers. While the Kristian was 6 of 32 and the number of Hindu is 5 of police officers
and the 3 of the total respondents is 3 the lowest number of them.

V. Education

The education of the police officers below shows the high education that should have on the rank
of the police officers.

23
 education
diploma degree master phd

9%
19%

72%

Figure 5: Education of Respondent

The figure above shows the education of respondent which are the degree education is more than
diploma and master which states the 72% of the responders. The 19% of diploma education
reported while the master education which is 9% and the lowest number of report which s the
Phd with 0% means no Phd education at this while.

24
Part B: The question of the causes of Stress Among the Police Officers.

There are 6 questions that the causes of stress among the police officers which are:

QUESTIONS AGREE DISAGREE

1. Did the health factor causes the police

15 17
officer get stress in investigation?

2. Did the environment factor causes the

10 22
police officer get stress in investigation?

3. Did the behavior factor causes the police

15 17
officer get stress in investigation?

4. Did the salary factor causes the police

8 24
officer get stress in investigation?

5. Did the burnout factor causes the police

officer get stress in investigation? 25 7

Table 1: The Result of the result of respondent

Question 1: Did the health factor causes the police officer get stress in investigation?
25
 health

agree
disagree
47%
53%

Figure 6: The Health Factor

The pie chart above shows the factor of health. The respondent chose the most are disagree. The
percentage of the disagree is 53% and the percentage of the agree is 47%.

Question 2: Did the environment factor causes the police officer get stress in investigation?

environment

24% agree
disagree

76%

The pie chart above shows the factor of environment. The respondent chose the
most are agree. The percentage of the agree is 76% and the percentage of the disagree is 24%.

Question 3: Did the behavior factor causes the police officer get stress in investigation?

26
 behavior

14%
agree
disagree

86%

The pie chart above shows the factor of health. The respondent chose the most are disagree. The
percentage of the disagree is 86% and the percentage of the agree is 14%.

Question 4: Did the salary factor causes the police officer get stress in investigation?

Sales

25% salary
burnout

75%

The pie chart above shows the factor of health. The respondent chose the most are burn out. The
percentage of the burnout is 75% and the percentage of the salary is 25%.

Question 5: Did the burnout factor causes the police officer get stress in investigation?

27
 burnout

7; 21% agree
diagree

27; 79%

The pie chart above shows the factor of health. The respondent chose the most are agree. The
percentage of the agree is 27% and the percentage of the disagree is 7%.

CHAPTER 5

28
 DISCUSSION

5.1 Opinion of Research

For law enforcement personnel, the term "stress" encompasses both internal and external factors.
Dangers, threats, and a loss of public respect while on patrol are examples of external factors.
Negative perceptions of higher management, such as the impression that they are absence of
administrative assistance, difficult labor, unclear job specifications, and little praise for a job well
done. It has been discovered that a clear job description, a supportive supervisor, productive
working relationships, and a positive attitude, more positive work atmosphere is influenced by
impression of change.

Additionally, the study discovered that the bulk of stressors were related to the officers' homes,
criminal interactions, and foot patrols, with police with less education experiencing higher levels
of stress. Another study that considered there were no appreciable differences in satisfactions
among races, shifts, or security levels when the main factors (age, gender, race, education, shift,
tenure, hours of customer contact, and security level) were considered. However, they discovered
that the gender and term of work showed varying levels of burnout among correctional officers.
Males displayed far higher depersonalization than females. Additionally, the findings showed
that policemen who are older and more educated are more likely to feel a greater sense of
personal accomplishment.

5.2 Findings

The findings of this study was about 32 respondents which are the randomly police officers was
responds the surveying that we spread on the Police officer in Malaysia. There are many
challenges that we have to know that the police officers make the responsibilities to our country
and got some stress because of the factors that we discussed.

5.3 Implication

When developing policies and procedures to reduce the stress on police officers, there are a
number of beneficial programs to take into account. Those who have been impacted by stress
may get treatment through counseling and employee assistance programs (EAP). Future

29
pressures may be lessened by hiring people based on their experiences, coping mechanisms, and
educational levels. The Department of Justice advises that choices about policies, procedures, or
trainings regarding stress be made with both officers and their families in mind. When creating
policies and establishing training, race and gender must be taken into account. According to
Dowler (2005), African American officers felt their peers evaluated their performance at work
more harshly, although diversity training can assist to change these beliefs.

Male police officers, according to Kurtz (2008), feel that they must preserve their manly
personalities while on the job. Because of this, some female police officers may believe that their
male coworkers do not want them on the job. Again, diversity training can be helpful in bridging
not only racial gaps but also gender relations. According to research by Hassell and Brandl
(2009) and Scott (2004, pp. 256–7), officers' stress levels are lower when they have healthy
working relationships with administrative management and when they have a holistic
administration.

Blending conventional "top-down" tactics with unconventional strategies that boost officer
participation should be a goal. To continue lowering workplace stress, police supervisors should
establish clear policies, offer adequate supervision, conduct well-controlled investigations, and
impose fair consequences.

5.4 Recommendation

Exercise regimens, stress management techniques, stress levels assessed anonymously, efforts to
make jobs more meaningful, and transparent promotion criteria are a few suggestions for
improved ways to reduce officer stress. According to one study, cops who worked ten-hour shifts
reported feeling less tired, getting better quality sleep at home, and being more satisfied with
their jobs overall. Eight-hour shift workers also reported getting less sleep overall and putting in
more overtime than those who worked other hours. Twelve-hour shift workers were less inclined
to initiate tasks on their own.

Kop and Euwema discovered that cops with severe emotional weariness and depersonalization
were the ones who used force the most frequently. They propose that better management
techniques, such as the enactment of laws to establish standards for the legitimate use of force

30
and the provision of behavior feedback, may help to resolve the issue. A clear protocol for
officer involvement in domestic violence must also be in place. Adopting an International
Association of Chiefs of Police (IACP) Model Policy could help an organization respond to
serious crisis situations according to predetermined procedures.

31
 CHAPTER 6

CONCLUSION

6.1 Conclusions

Six key elements make up the managerial process in police organizations: management,
planning, organizing, leading, controlling, and chain of command. Planning is the process of
preparing for the future by setting goals and objectives and developing courses of action for
accomplishing them. Organizing is the process of allocating personnel and physical resources to
carry out plans and accomplish goals and objectives. Leading is the process of inspiring others to
carry out various tasks that will help the organization achieve its goals. If objectives and goals
are being met, controlling is concerned with effectiveness and efficiency. According to the chain
of command, a person has more power, authority, and influence the higher up in the organization
they are.

6.2 Limitations of Study

This study told that the fact influence the behavior, health, salary, environment and the burnout
that make the police officers get stress. Majority the study told that the behavior is the most
causes affect the act of police officer get stress, depression and so on. The 32 respondent that
answer the survey told that at least the fact salary among them not being a largest problem that
influence the stress among the police officers.

6.3 Implications of Study

Three main developmental viewpoints have been used to evolve police management. First, there
is what is referred to as traditional police management, then there is behavioral police
management, and finally there is modern police management. The traditional style of police
management was bureaucratic, which requires an organization to function logically.
Specialization, authority and responsibility, discipline, unity of command, the scalar chain,
centralization, and the paramilitary model are the seven traditional organizational concepts. The
traditional viewpoint had lost favor with management theorists by the early 1970s. The demand
for a more adaptable and democratic organizational paradigm was addressed by behavior police

32
management. According to research, the main goals of police work are order preservation and
social assistance rather than actual law enforcement.

The development of systems theory, contingency theory, and the shift toward private-sector
effects were all influenced by the results of behavioral research. These aided in fostering an
appreciation of the value of police-community ties. According to systems theory, every
component of a system is interconnected and dependent on every other component. Both open
and closed systems exist. In an open system, the police force engages with and adjusts to its
surroundings, in contrast to a closed system where it does not. Based on open-systems theory,
contingency theory acknowledges that a variety of internal and external influences affect
organizational behavior. According to contingency management, the success of management
depends on the specific circumstances. Using quality-control methods and a continuous
improvement process, total quality management is a customer-focused strategy.

The formal patterns of relationships and arrangements that police management develops to bring
people together to achieve organizational objectives are known as organizational designs. There
are numerous hierarchical levels, constrained spans of control, and an effort to centralize
operations in a towering structure.

6.4 Future Recommendation

A law enforcement officer's rank was also associated with their exposure to stressors. The
possibility of a fellow officer becoming hurt or dying had the worst negative impact on patrol
officers. While opinions of officers' incompetence were most stressful for sergeants and
lieutenants, public criticism of performance was the main stressor for detectives (Garcia et al.,
2004, p.39). Less conscientious officers had poorer levels of emotional stability and weaker
coping abilities, relying more on avoidance tactics, according to Pienaar et al. (2007). The
perceptual, cognitive, and behavioural responses that are employed to regulate stress are referred
to by these techniques. Less religious officers were also more likely to harbour suicidal thoughts.

Pienaar's findings suggest that personality qualities and coping mechanisms including
extraversion, agreeableness, conscientiousness, and seeking emotional support may be
responsible for differences in job pressures encountered by high and low suicidal ideation groups
(pp.249-255). The hypothesis that police officer stress is associated with a higher probability of

33
officers using more force has been given some thought. Burnout and job stress did not result in
an increase in the use of force by officers, according to Manzoni and Eisner (2006). They
discovered that people who were under more stress at work exhibited a propensity to engage in
more contentious police actions. Officers who were less able to handle the stress reported feeling
more emotionally worn out and less satisfied with their jobs. The sole factor that predicts police
use of force is still job characteristics.

6.5 Conclusion of Study

Following a study of the literature, we identified many important characteristics that influence
the likelihood that officers may experience stress. In particular, African American officers are
more likely to experience stress than male counterparts. Numerous studies have outlined the
traits of police officers that are most impacted by stress. Being a female officer or a member of a
female minority, having less education, lacking social and familial support, being less religious,
and having less conscientiousness are some of these attributes. We also learned that researchers
have provided a number of recommendations to improve the methods used by law enforcement
organizations to lessen the stress they cause.

Implementing better stress-reduction programs, removing the stigma of seeking assistance,

offering counseling, creating a specific protocol for officers involved in domestic violence,
which includes same-gender couples, increasing officer control over their work environments,
and more were among the recommendations.

34
Appendix

Below is the question surveying that was spread randomly to the 32 respondents among the
Police Officers in Malaysia.

I am Shahrul Amirul Bin Zainal Abidin, a final year Bachelor of Arts in Law Enforcement. The
purpose of my research is to obtain information on the Stress Level of Police Officers During
Investigations.

All information collected from the questionnaire will be kept confidential and only used for
academic research purposes. Thank you for your time and effort. I greatly appreciate your
cooperation and participation in this research.

35
This question have two parts, Part A and Part B. The respondents should tick (√) your
choice in the blanks

PART A: Demography of Police Officer Personal Detail

Age: 25-30 years old 31-35 years old

36-41 years old 42- 50 years old

51-56 years old 57-60> years old

Gender: Male Female

Race: Malay Chinese Indian

Others

Religion: Muslim Budha Kristian

Hindu

Education: Diploma Degree Master

36
 Phd

PART B: The Fact Causes the Stress among Police Officers

QUESTIONS AGREE DISAGREE

1. Did the health factor causes the police

officer get stress in investigation?

2. Did the environment factor causes the

police officer get stress in investigation?

3. Did the behavior factor causes the police

officer get stress in investigation?

4. Did the salary factor causes the police

officer get stress in investigation?

5. Did the burnout factor causes the police

officer get stress in investigation?

37
Reference

Gohm, C. L., Corser, G. C., & Dalsky, D. J. 2005. Emotional intelligence under stress:
useful, unnecessary, or irrelevant? Personality And Individual Differences, 39(6), 1017-1028.

Goleman, D. 2001. Emotional intelligence: issues in paradigm building. In C. Cherniss &

D. Goleman (Eds.), The Emotionally Intelligent Workplace , (pp. 13-26), Jossey-Bass: San
Francisco.

Gana, K., & Boblique, C. 2000. Coping and burnout among police officers and teachers:
test of a model. European Review of Applied Psychology, 50(4), 423-430.

Abendroth, A., & Den Dulk, L. (2011). Support for the work-life balance in Europe: the impact
of state, workplace, and family support on work-life balance satisfaction. Work, Employment and
Society, 25(2), 234-256. https://doi.org/10.1177/0950017011398892

Allisey, A., Rodwell, J., & Noblet, A. (2016). An application of an extended effort-reward
imbalance model to police absenteeism behavior. Personnel Review, 45(4), 663-680.
https://doi.org/10.1108/PR-06-2014-0125

Wood, G., Tyler, T.R., Papachristos, A.V. (2020). Procedural justice training reduces

38
police use of force and complaints against officers. Proceedings of the National
Academy of Sciences of the United States of America, 117(18), 9815-9821.
https://doi.org/10.1073/pnas.1920671117

Violanti, J. M., Fekedulegn, D., Andrew, M. E., Hartley, T. A., Charles, L. E., Miller, D.
B., & Burchfiel, C. M. (2017). The impact of perceived intensity and frequency of
police work occupational stressors on the cortisol awakening response (CAR):
Findings from the BCOPS study. Psychoneuroendocrinology, 75, 124-131.
doi:10.1016/j.psyneuen.2016.10.017.

Ellison, K. (2004). Stress and the Police Officer. New York, NY: Charles C. Thomas.

Applebaum, D., Fowler, S., Fiedler, N., Osinubi, O., & Robson, M. (2010). The Impact
of Environmental Factors on Nursing Stress, Job Satisfaction, and Turnover Intention. Journal of
Nursing Administration, 40(0), 323-328. https://doi.org/10.1097/NNA.0b013e3181e9393b

Arshadi, N., & Damiri, H. (2003). The Relationship of Job Stress with Turnover Intention
and Job Performance: Moderating Role of OBSE. Procedia - Social and Behavioral Sciences,
84(2003), 706-710. https://doi.org/10.1016/j.sbspro.2013.06.631

Au, W. C., & Ahmed, P. K. (2016). Relationships between superior support, work role
stressors and work-life experience. Personnel Review, 45(4), 782-803.
https://doi.org/10.1108/PR-08-2014-0175

Baka, L. (2015). The effects of job demand on mental and physical health in the group of
police officers. Testing the mediating role of job burnout. Studia Psychologica, 57(4), 285.
Bernard, L. C., & Krupat, E. (1994). Health psychology: Biopsychosocial factors in
health and illness. Orlando, FL, US: Harcourt Brace College Publishers.

Choi, Y., Kim, Y. S., Pekelnicky, D. D., & Kim, H. J. (2012). Preservation and
modification of culture in family socialization: Development of parenting measures for Korean

39
immigrant families. Asian American Journal of Psychology, 4(2), 143-154.
https://doi.org/10.1037/a0028772

Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and
retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-
472.

Brown JM, Campbell EA. Sources of occupational

Stress in the Police. Work and Stress. 1990; 4:305-318.

Liberman, R. P., Kopelowicz, A., Ventura, J., & Gutkind, D. (2002). Operational criteria
and factors related to recovery from schizophrenia. International Review of Psychiatry, 14(4),
256-272. https://doi.org/10.1080/0954026021000016905

Mansour, S., & Tremblay, D. G. (2016). Workload, Generic and Work–family Specific
Social Supports and Job Stress. International Journal of Contemporary Hospitality
Management, 28(8), 1778-1804.

World Health Organization. Statement on the Second Meeting of the International Health
Regulation (2005) Emergency Committee Regarding the Outbreak of Novel Coronavirus (2019-
nCOV). Published 2020 January 30.

Bonkiewicz L., Ruback R.B. The role of the police in evacuations: responding to the social
impact of a disaster, Police Q. 15 2012(2): 137–156.

Drew, J. M., & Martin, S. (2020). Mental health and well-being of police in a health pandemic:
Critical issues for police leaders in a post-COVID-19 environment. Journal of Community
Safety and Well-Being, 5(2), 31-36.
Bates J., Police Departments, Sheriffs’ Offices across the U.S. Grapple with COVID-19’s
Impact on Public Safety—And Their Own. TIME, 2020. Retrieved from,
https://time.com/5812833/coronavirus-police-departments/.

Violanti, J. M., Fekedulegn, D., Hartley, T. A., Charles, L. E., Andrew, M. E., Ma, C. C.,
& Burchfiel, C. M. (2016). Highly rated and most frequent stressors among police
officers: Gender differences. American Journal of Criminal Justice, 41(4), 645-
40
662. doi:10.1007/s12103-016-9342-x.

Violanti, J. M., Ma, C. C., Mnatsakanova, A., Fekedulegn, D., Hartley, T. A., Gu, J. K.,
& Andrew, M. E. (2018). Associations between police work stressors and
posttraumatic stress disorder symptoms: Examining the moderating effects of
coping. Journal of Police and Criminal Psychology, 33(3), 271-282.
doi:10.1007/s11896-018-9276-y.

Chopko BA, Palmieri PA, Adams RE. Relationships among traumatic experiences,
PTSD, and posttraumatic growth for police officers: A path analysis. Psychol Trauma. 2018 Mar;
10(2):183-189.

Omar, Muhamad & Aluwi, Ainie & Hussein, Norashikin & Mohd, Idaya & Rusdi,
Syezreen. Factors Influencing Job Stress Among Malaysian Traffic Police Officers. International
Journal of Financial Research. 11. 2020: 155.

41