Research On The Work Engagement Of Police Officers Based On The Job Demands-Resources Model

Work engagement is a hot topic in the field of Management and Organizational behavior.Numerous studies have shown that work engagement is a key factor affecting employees’ working status and organizational performance.With the Socialism with Chinese characteristics has entered a new era,the changes of the principal contradiction in China have taken place and put forward new requirements on public security work.Under this background,it is of great significance for the public security organs to carry out further research on the work engagement of police officers and strive to improve their work engagement level in order to promote the construction of public security.This paper takes the work engagement as the research theme and takes the Job DemandsResources Model as the theoretical basis which focuses on the influence mechanism and promotion path of the work engagement of police officers in police stations.Specifically,this paper first summarizes the police engagement and related research results.Subsequently,based on the research perspective and theoretical hypothesis of the Job Demands-Resources Model and combined with the practice and related theories of public security,this paper puts forward the hypothesis of the relationship between the role pressure,the perceived organizational support,the self-efficacy and the work engagement of police officers in police stations.Through questionnaires and data analysis,this paper draws the following conclusions: the role pressure has a significant negative impact on the work engagement;the perceived organizational support and self-efficacy have a significant positive impact on the work engagement;in the case of high perceived organizational support or high self-efficacy,the role pressure has a weaker negative impact on the work engagement.Based on the above conclusions,this paper puts forward the paths and countermeasures to improve the work engagement of police officers in police stations from the aspects of the prevention and guidance of role pressure,the improvement and perception of organizational support and the cultivation and enhancement of self-efficacy.