Identification of Emotional States Using Phantom Miro M310 Camera

• NCJ Number: 248054
• Journal: Internal Security Volume: 5 Issue: 2 Dated: July-December 2013 Pages: 207-220
• Author(s): Magdalena Blazek; Maria Kazmierczak; Mikolaj Majkowicz; Katarzyna Mokwa; Marek Przyborski
• Date Published: December 2013
• Length: 14 pages
• Publication Format: Article
• Publication Type: Report (Study/Research)
• Language: English
• Country: Poland

Annotation

The aim of the study was to evaluate the relationship between professional demands and financial rewards in the subjective perception of mid-level police managers. An occupational stress model was adopted, in which the expenditure of effort in meeting professional demands is shown not to be balanced by the reward offered.

Abstract

The study used the following methods: a scale of operational demands (3 items) and a scale of organizational demands (5 items of the efforts scale of the Effort-Reward Imbalance Questionnaire of Siegrist et al, and 1 item of the Psycho-social Risk Scale by Dudek et al) to measure professional demands, and 1 item from the rewards scale of the Effort-Reward Imbalance Questionnaire to assess the adequacy of the financial rewards of the job. The coefficients of imbalance between operational and organizational demands, and remuneration were calculated in accordance with the Effort-Reward Imbalance model. The study comprised 51 police officers, including 4 women. All worked at middle management level as managers of organizational units of the Police. The average length of service was 17.4 years (ranging from 8 to 30 years). The partial least squares method was used for the analysis, and the SmartPLS 2.0 program was applied. The study showed that it was primarily organizational, and not operational demands that were onerous for this group of police officers. Rewards received were adequate for the given operational demands. In contrast, organizational demands were not balanced by adequate reward for one-third of the managing officers. According to the model adopted, this was a source of occupational stress. Testing the theoretical model showed that 14% of the perceived adequacy of reward is dependent upon the efforts incurred to meet organizational demands. Improving management performance and work organization can lead to an increased perception of adequacy of the financial rewards among police mid-level managers. (Published Abstract)