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The Affective Profile Model in Swedish Police Personnel: Work Climate and Motivation
- Andersson Arntén, Ann-Christine, 1954 (author)
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- Schütz, Erica (author)
- Gothenburg University,Göteborgs universitet,Psykologiska institutionen,Department of Psychology
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- Nima, Ali Al (author)
- Gothenburg University,Göteborgs universitet,Psykologiska institutionen,Department of Psychology
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- 2014
- 2014
- English.
- In: 26th Association for Psychological Science Annual Convention. San Francisco, California, USA.
- Conference paper (other academic/artistic)
Abstract
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- ABSTRACT The study showed that police personnel perceive the work environment depending on their affective profile, these perceptions in turn influence motivation differently for each profile. A positive view on the work environment and intrinsic motivation being related to an affective profile depicted as high positive affect and low negative affect. SUPPORTING SUMMARY Background: The work climate (i.e., employees’ perceptions of how they are treated and managed in their organization) is important when the organizations try to motivate employees to allocate and enhance their efforts into their work. The affective profile model offers something unique over and above the single dimensional framework of affectivity by taking into account how positive (PA) and negative affectivity (NA) interact; these interaction can be used to investigate individual differences in perceptions about the working climate and its influences on motivation. Method: We used the Positive Affect, Negative Affect Schedule to categorize police personnel (N = 595) in four affective profiles: Self-fulfilling (high PA and low NA), low affective (low PA and low NA), high affective (high PA and high NA), and self-destructive (low PA and high NA). Individuals’ perceptions of the work climate were assessed using the Learning Climate Questionnaire which measures seven dimensions: management relations and style, time, autonomy and responsibility, team style, opportunities to develop, guidelines on how to do the job, and contentedness. Finally, we used the Situational Motivation Scale to measure four motivation dimensions: intrinsic motivation, external regulation, identified regulation, and amotivation. Results: Results show that self-fulfilling individuals scored higher on all work climate compared to the other three groups. Regarding motivation, profiles with high PA (self-fulfilling and high affective) scored higher in internal motivation and identified regulation than the profiles with low PA. Self-destructive individuals scored higher in amotivation compared to the other three profiles. Different aspects of the work climate were related to each motivation dimension among affective profiles. Conclusions: These results suggest that individuals may react to the work environment depending on their affective profile. Moreover, how the work environment influences police personnel’s motivation is also a function of the individuals’ distinct affective profile.
Subject headings
- SAMHÄLLSVETENSKAP -- Psykologi (hsv//swe)
- SOCIAL SCIENCES -- Psychology (hsv//eng)
Keyword
- Affective Profiles; Personnel; Police; Motivation; Work Climate
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- vet (subject category)
- kon (subject category)
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