Faculty Mentor(s)
Dr. Houston Thompson
Dr. Craig Bishop
Project Type
EdD Colloquium - ONU
Scholarship Domain(s)
Scholarship of Discovery, Scholarship of Interdisciplinary Integration
Presentation Type
Presentation
Abstract
Leaders struggle to address shifting characteristics between generational cohorts in a multigenerational workforce. Research has shown that law enforcement culture supports an antiquated approach to leadership and that popular generational stereotypes are not consistent with behaviors in the workplace. This research was designed to help the law enforcement community understand generational values, beliefs, and work ethics, and to recommend ways to reduce generational stereotypes, address employee shortages, and improve the overall connection to their communities. The Copenhagen Psychosocial Questionnaire II was used in an online survey to anonymously collect data from 441 law enforcement participants within the Baby Boomer, Generation X, and Millennial cohorts. A quantitative analysis was conducted using Welch’s ANOVA and Tukey’s HSD post hoc analysis. Findings for Emotional Demands F(2, 438) = 7.627, p = .001, h2 = .034, Influence F(2, 438) = 9.985, p < .001, h2 = .044, and Predictability F(2, 438) = 3.035, p = .049, h2 = .013 were statistically significant. Millennials seemingly interpret the law enforcement work environment differently from the other two cohorts, but it appears Baby Boomer and Generation X leadership require more understanding of generational characteristics and its applicability to Millennials in the workplace. As agencies struggle to recruit, hire, and retain employees, future research could emphasize the need for leaders to account for generational differences when modifying policy, procedures, and practices. The need for additional generational research in law enforcement still exists.
Permission Type
This work is licensed under a Creative Commons Attribution 4.0 License.
Included in
Multigenerational Perceptions Of The Law Enforcement Work Environment
Other
Leaders struggle to address shifting characteristics between generational cohorts in a multigenerational workforce. Research has shown that law enforcement culture supports an antiquated approach to leadership and that popular generational stereotypes are not consistent with behaviors in the workplace. This research was designed to help the law enforcement community understand generational values, beliefs, and work ethics, and to recommend ways to reduce generational stereotypes, address employee shortages, and improve the overall connection to their communities. The Copenhagen Psychosocial Questionnaire II was used in an online survey to anonymously collect data from 441 law enforcement participants within the Baby Boomer, Generation X, and Millennial cohorts. A quantitative analysis was conducted using Welch’s ANOVA and Tukey’s HSD post hoc analysis. Findings for Emotional Demands F(2, 438) = 7.627, p = .001, h2 = .034, Influence F(2, 438) = 9.985, p < .001, h2 = .044, and Predictability F(2, 438) = 3.035, p = .049, h2 = .013 were statistically significant. Millennials seemingly interpret the law enforcement work environment differently from the other two cohorts, but it appears Baby Boomer and Generation X leadership require more understanding of generational characteristics and its applicability to Millennials in the workplace. As agencies struggle to recruit, hire, and retain employees, future research could emphasize the need for leaders to account for generational differences when modifying policy, procedures, and practices. The need for additional generational research in law enforcement still exists.