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The Quality Assurance Agency (QAA) for Higher Education in the UK focuses on maintaining, enhancing and standardising the quality of higher education. Of significant impact are the development of subject benchmark statements (SBS) by the QAA, which describe the type and content of study along with the academic standards expected of graduates in specific disciplines. Prior to 2022, the QAA did not have a SBS to which higher education policing programmes could be directly aligned.

Over 12-months, a SBS advisory group with representatives from higher education across England, Scotland, Wales and Northern Ireland, The College of Policing, QAA, Police Federation of England and Wales and policing, worked in partnership to harness their collective professional experience and knowledge to create the first UK SBS for policing. Post publication of the SBS, permission was sought and granted from both the College of Policing and QAA for members of the advisory group to reflect in an article on their experiences of collaborating and working in partnership to achieve the SBS.

There is great importance of creating a shared vision and mutual trust, developed through open facilitated discussions, with representatives championing their cause and developing a collaborative and partnership approach to completing the SBS.

A collaborative and partnership approach is essential in developing and recognising the academic discipline of policing. This necessarily requires the joint development of initiatives, one of which is the coming together of higher education institutions, PSRBs and practitioner groups to collaborate and design QAA benchmark statements.

The SBS advisory group has further driven forward the emergence of policing as a recognised academic discipline to benefit multiple stakeholders.

The SBS for policing is the first across the UK. The authors experiences can be used to assist others in their developments of similar subject specific benchmarking or academic quality standards.

Several studies have been conducted to understand why the conviction rate for rape and serious sexual offences (RASSO) remains so low. Increasing pressure and criticism have led to questioning why improvements in RASSO investigations are proving ineffective. The purpose of this study was to capture police officers’ perspective of police specialism while investigating RASSO.

A total of 82 semi-structured interviews were conducted. Data collection spanned across two years, from October 2021 until May 2023, and included police officers from four police forces in England and Wales. Template analysis was used to identify recurrent patterns around police specialism for RASSO.

Most officers viewed specialism as a tool to improve how police forces prevent and tackle RASSO. In spite of this, the lack of prioritisation of specialist training, roles and units specifically for this crime type has hindered the development of evidence-based practice in policing. The impact on well-being, resources, organisational support and role identity has been explored.

This is the first qualitative study, to the best of the authors’ knowledge, to look at officers’ insights on police specialism for RASSO in England and Wales. Officers discussed day-to-day challenges associated with conducting RASSO investigations while reflecting on potential advantages related to dedicated specialist units and/or specialist roles.

Public police professionals must deal with complex and disruptive social, political and organizational environments. This fact highlights the key role that leadership can play in effectively managing their work, while also ensuring their well-being. The aim of this research is to analyze the influence of laissez-faire versus authentic leadership on the work engagement of police professionals, considering the mediating role of emotional exhaustion and the moderating role of resilience and self-efficacy.

Structural equation modeling and hierarchical multiple regression analysis were used in a sample of 184 public police professionals.

The results show that emotional exhaustion partially mediates the relationship between authentic leadership and work engagement, and fully mediates the relationship between laissez-faire leadership and work engagement. Moreover, resilience moderates the relationships between authentic leadership, emotional exhaustion and work engagement; and self-efficacy moderates the relationships between laissez-faire leadership and emotional exhaustion and between laissez-faire leadership and work engagement.

This study highlights that constructive leadership is an important driver of positive experiences at work; it is necessary to change from passive to constructive leadership; and it is important for the combination of psychological resources and positive leadership to improve police professionals’ well-being.

Literature and research are emerging in an effort to contribute to strategy development and implementation to address these challenges. Currently, there is no readily identified study that combines examination of both academic and grey (i.e. media, government, and non-government reports) literature in a recent time frame (2019–2023) focused specifically on identification of the factors that influence attrition and retention rates; or detailed studies that have evaluated the implementation of strategies to address these challenges within the law enforcement and policing employment field. The study presented in this article seeks to add to the body of knowledge informed by recent (2019–2023) literature and in parallel offer insight into the critical areas of influence to be considered by police and law enforcement decision-makers.

The study utilised the PRISMA-P concept for systematic reviews as a general guide for identifying appropriate literature which revealed a total of 37 academic peer-reviewed articles and 21 grey literature documents contributing to identification of five overarching areas influencing attrition and retention.

The study identified the following factors contributing to attrition and retention: Job satisfaction and organisational factors; Supervision; Work-life balance; Recruitment, Training and Officer expectations; Financial compensation and job alternatives. There are differences in factors between this study and previous studies, i.e. recruitment strategies related to officer expectations was identified as a contributing factor. These additional factors offer a further contribution to future policy and strategy deliberations and implementations to address the workforce levels within police agencies.

Future research endeavours may include examining the outcomes of strategic endeavours addressing the five core influencing factors for retention of law enforcement and police officers.

The identification of these five factors drawn from the literature review offers potential direction/areas of concentration for law enforcement and policing agencies to direct their efforts in addressing retention and attrition of staff.

Currently, there is no readily identified study that (a) combines examination of both academic and grey (i.e. media, government and non-government reports) literature in a recent time frame (2019–2023) focused specifically on identification of the factors that influence attrition and retention rates; or detailed studies for addressing these challenges within the law enforcement and policing employment field. The study presented in this article seeks to address this gap in the literature and in parallel offer insight into the critical areas of influence to be considered by police and law enforcement decision-makers.

Empirical literature is the primary source of understanding how policing can effectively reduce criminal activities. Spatial analyses can identify particular effects that can explain and assist in constructing appropriate regional strategies and policies; nevertheless, studies that use spatial regression methods are more limited and can provide a perspective on specific effects in a more disaggregated regional context.

This research aims to conduct a systematic literature review (SLR) to understand the relationship between crime indicators and police production using spatial regression models. We consider a combination of Kitchenham and Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) protocols as a methodological strategy in five bibliographic databases for collecting scientific articles.

The SLR suggests a limited amount of evidence that meets the criteria defined in the research strategy. Several particularities are observed regarding police and criminal production metrics, either in terms of aggregation level, indicator transformations or scope of analysis. A broader time perspective did not necessarily indicate statistical significance compared to models with a single-period sample.

The findings suggest the possibility of expanding efforts by the public sector to provide policing data with the intention of conducting appropriate research using spatial analysis. This step could allow for a more robust integration between the public sector and researchers, strengthening policing strategies, evaluating the effectiveness of public security policies and assisting in the development of strategies for future policy actions.

Limited empirical evidence meets the criteria of spatial regression models with temporal components considering police production and criminality indicators. Constructing an SLR with this scope is an unprecedented contribution to the literature. The discussion can enhance the understanding of approaches for studying the relationship between police efforts and crime prevention.

This present study sheds light on how these issues affect police officers’ personal and professional lives. This research looks at how family support (FS) and workplace pressures affect police effectiveness.

The analysis of the measurement and structural model was conducted using AMOS version 26. To ensure the accuracy of the results, a two-stage analysis methodology (Anderson and Gerbing, 1988) was used. The first stage involved testing the measurement model using various validity indicators such as confirmatory factor analysis, comparative fit index, goodness of fit index and Tucker–Lewis index to evaluate the incremental compatibility of the model. Root-mean-square approximation error and CMIN/DF were also used to further assess the model’s validity. In the second stage of the analysis, the structural model was estimated using structural equation modeling technique (Hair et al., 1998). The data obtained from the measurement model was then used to determine the fit indices. Because the values were consistent with the criterion values, the model was deemed to be a good fit.

The study conducted sheds light on the crucial role that work stressors (WS) and FS play in determining job satisfaction (JS) among nongazetted officers (NGOs) and other ranks (ORs) police officials in the state of Punjab, India. The findings suggest that there exists a complex interdependence between WS and FS, and their correlation with regards to work, family and children’s evaluations. The first hypothesis (H1, Table 4) was found to be true (0.440, p = 0.001), indicating that more than 44 % of the job performance of police officials in Punjab is affected by stressors related to work. The study also identified eight WS that have a significant impact on the performance of police officials on the job. On the other hand, FS was found to have no influence on the job performance of police officials in Punjab, and hence, the second hypothesis was rejected. Further analysis showed that FS was more prevalent among NGOs as compared to ORs police personnel, but it did not directly influence their job performance. The benefits of FS may be moderated by the nature of the job; hence, FS may be more critical in stressful jobs such as police work than in less stressful jobs. The study emphasizes the importance of balancing work and family demands and highlights the need for family-friendly policies to achieve this balance. Future research should focus on the types of policies that should be offered to lessen stress and conflict and examine the benefits of merely offering programs versus requiring or encouraging their usage. The findings of this study could be useful for policymakers and organizations in designing policies that promote employee well-being and JS while balancing work and family demands.

As with any research endeavor, it is essential to interpret the findings of this study while considering its limitations. First, the study relied on a convenience sample drawn solely from one nation, namely, India, which may restrict the generalizability of the results to other countries or cultural contexts. Furthermore, it is important to note that this study exclusively explored the causal relationship between monetary compensation, intrinsic motivation and employee performance, without delving into the nuances of various forms or qualities of FS (e.g. emotional support, instrumental support, perceived vs actual support) and their impact on job performance among police officers. Additionally, the research did not investigate whether the influence of FS on job performance varies based on the specific WS encountered by police officers. These limitations highlight potential avenues for future research to explore in greater depth.

To enhance the well-being and JS of police officers and their families, a comprehensive set of tailored interventions and support programs can be implemented. Recognizing the unique stressors faced by officers and introducing critical incident debriefing sessions and counseling services to provide a confidential space for emotional processing. Offering flexible scheduling, exploring remote work options and developing workshops and resource programs to address the needs of officers’ families, including stress management and communication skills. Strengthening parental leave policies, incorporating extended paid leave and clear communication, to alleviate stress during significant family events. Establishing peer support networks within police departments to provide officers with a valuable avenue for sharing experiences and coping strategies. Collectively, these interventions aim to create a supportive and family-friendly environment within the police force, ultimately fostering improved work-family balance and enhanced well-being for police personnel. To enhance the well-being and JS of police officers and their families, a comprehensive set of tailored interventions and support programs can be implemented. Recognizing the unique stressors faced by officers, critical incident debriefing sessions and counseling services should be introduced to provide a confidential space for emotional processing. Given the demanding nature of police work, exploring flexible schedules and remote work options can assist officers in achieving a better work-life balance, particularly when dealing with family-related challenges. Workshops and resource programs specifically addressing the needs of officers’ families, including stress management and communication skills, can be developed to strengthen family connections. Strengthening parental leave policies, incorporating extended paid leave and clear communication, can alleviate stress during significant family events. Establishing peer support networks within police departments provides officers with a valuable avenue for sharing experiences and coping strategies. Regular mental health check-ins and screenings, as well as financial education workshops, acknowledge and address the unique challenges faced by officers and their families. Community engagement and recognition initiatives, along with specialized training on work-family balance, can foster positive morale. Finally, the establishment of a crisis intervention and FS hotline serves as a vital lifeline during critical situations, ensuring immediate assistance and resources for officers and their families in times of need. Collectively, these interventions aim to create a supportive and family-friendly environment within the police force.

The primary objective of this study is to assess the impact of occupational demands and familial support on the overall happiness levels of police officers stationed in Punjab, India. The research underscores the crucial importance of implementing family-friendly policies aimed at achieving a harmonious equilibrium between professional responsibilities and family life commitments. The findings unveil a multifaceted interconnection between occupational stress, familial support systems and individual assessments concerning career fulfillment, domestic life and parental responsibilities. Moreover, the study sheds light on various family-friendly initiatives, such as empowerment strategies and recognition programs, that have the potential to augment JS among police personnel. Furthermore, it suggests that future investigations delve deeper into the efficacy of implementing voluntary programs rather than mandating or promoting their usage in mitigating stress and resolving familial conflicts. The study establishes a clear correlation between JS, overall well-being and the interplay between occupational demands and familial encouragement. Policymakers and corporate entities are urged to take cognizance of these factors while formulating strategies aimed at enhancing the health and contentment levels of employees in the workplace. Additionally, the study underscores the significance of cultural factors, emphasizing the need to consider them in future research endeavors and policy formulations. Cultural factors such as societal norms, values and expectations can influence the way that police personnel perceive and use FS, as well as the impact that FS has on their job performance. By conducting cross-cultural studies, researchers can gain insights into how the relationship between FS and job performance may vary across different cultural contexts. This can help to identify universal factors as well as culturally specific influences on the interplay between FS and job performance among police personnel. Furthermore, investigating the impact of FS on job performance in diverse cultural contexts can contribute to the development of culturally sensitive support programs and policies for police officers. Understanding how cultural factors shape the experiences of police personnel and their families can inform the design of interventions that are tailored to the specific needs and challenges present in different cultural settings. In summary, expanding the research scope to include diverse cultural contexts can enhance the generalizability of the findings and contribute to the development of culturally sensitive support programs and policies for police officers.

The content of this paper is entirely original and has not been derived from any other published or unpublished documents. It has been created solely for the purpose of providing new and unique information for the readers.

The purpose of this research is to empirically test the role of psychological contract breach in explaining the relationship between leadership style and procedural justice, burnout and psychological distress. This study provides important insights for police agencies who seek to positively impact, through the actions of their leaders, on both performance and psychological health of their officers. Drawing from the study findings, key recommendations for police leadership development programs are made.

The current study with a large sample of Australian police (N = 1763), explores the relationship between leader-member exchange (LMX) leadership style and two sets of outcomes. The first is procedural justice, an important job performance outcome related to police practice. The second outcome includes two measures of psychological health, specifically burnout and psychological distress. Psychological contract breach (PCB) is investigated in the current research as a potential mediator in the relationship between leadership and (a) job performance and (b) psychological health.

Using mediated regression analyses, high LMX leadership is associated with greater PCB, higher procedural justice and reduced psychological health impairment amongst staff. The relationship between LMX and procedural justice was fully mediated by PCB, meaning that PCB explains the relationship between LMX and procedural justice. Partial mediation was found for both psychological health outcomes. As such, leadership style has a direct relationship with psychological health, and is partly explained by PCB.

Very little research has considered the role of PCB in explaining how leadership style is related to job performance and psychological health outcomes in policing. To our knowledge, this is the first study that has empirically examined whether leadership style makes it more likely that a police officer will perceive PCB. And further, whether this breach is associated with reduced job performance (i.e. less procedural justice) and poorer psychological health (i.e. increased burnout and psychological distress).

Recent scholarship calls for identifying conditions in which procedurally just treatment translate to increased police legitimacy. The present study draws on community justice and vitality and procedural justice literature to examine whether adolescent and young adults’ perceptions of legitimate work and school opportunities in their neighborhoods moderate the effects of fair treatment by police on perceptions of police legitimacy.

Longitudinal data from a justice-involved youth sample and a series of generalized linear mixed models are used to test the study’s hypotheses. We model “persons as contexts” and separate within-person and between-person effects.

Main effects models indicate that procedural justice and neighborhood opportunities both have significant within-individual, between-individual and person-contextual effects on police legitimacy. Results from interaction models indicate strong support for a person-contextual interaction effect. Net of covariates, higher average perceptions of procedurally just treatment leads to greater average police legitimacy, but this effect erodes when individuals perceive weak educational and occupational opportunities in their neighborhoods over time.

Efforts to maximize police legitimacy may be enhanced through greater investment in community opportunity structures. This study highlights the need for public officials and police to support the educational and occupational vitality of communities as a key strategy to promote police legitimacy and optimize core aspects of the procedural justice model.

Police officers in the UK frequently experience traumatic events and work pressures, and these can have a detrimental impact on mental health. A psychological surveillance programme has been implemented and clinically evaluated. This paper reports an economic evaluation of the programme.

A decision analytic model was developed to explore programme costs, outcomes and return on investment for a notional cohort of 1,000 police personnel (officers and staff). The model parameters were obtained from a large data set of sequential psychological surveillance results. Changes in individual work productivity were derived from a workability measure included in the survey.

The modelled expected total cost incurred to screen 1,000 participants was £84,287 ($106,971). The expected net increase in work productivity for those receiving interventions was valued at £241,672 ($306,713). This result represents a return on investment of 187%. Sensitivity analyses showed that the model was robust to changes in key parameters.

Police personnel experiencing traumatic events may need specialist support from occupational health services or psychological therapy. Screening or surveillance can detect mental health problems, but its cost-effectiveness has been previously unknown.

The value for money of providing surveillance within the police force to detect mental health problems is assessed in this research. The gains in terms of increased work are evident. In similar environmental working conditions, this could extend to emergency services globally.

The police are often called upon to deal with the lowest points in people’s lives. The findings have implications for police forces wishing to support officers to be able to provide the best of themselves in these situations.

There have been no previous studies in policing that have concluded that running a psychological surveillance programme in policing is financially viable. Although this requires initial investment, this paper models that the extra costs incurred are more than offset by improved work productivity.

The current paper aims to provide insights into the determinants associated with job satisfaction among police administrative (personnel) officers in Taiwan, especially both internal organizational predictors and unique external predictors related to the Chinese cultural context.

Data were gathered from police administrative officers across major and medium-sized police agencies in Taiwan. Multiple regression models were employed to analyze the relationship between both internal factors to the organization (e.g. workplace fairness, supervisor support, self-efficacy) and external factors (related to traditional Chinese culture and its expectations) and job satisfaction.

The external factors of work-family life balance and financial benefits are strong predictors, emphasizing the cultural significance of family harmony and financial stability in Taiwanese society. This finding challenges the prevailing notion in the literature that the primary source of job satisfaction among police officers is derived from internal organizational factors. Collectively, the findings concluded the multi-faceted determinants of job satisfaction among administrative officers in Taiwan, intertwining both individual and internal organizational factors with broader external cultural influences.

This study investigated the job satisfaction among administrative officers who play a key role in a police department. The findings showed that external factors exert a significant impact on job satisfaction. This offers a new frontier to examine job satisfaction among not only administrative officers but also patrol officers in Taiwan and Asian countries. In addition, training courses can be developed and focus on work-family relations when officers are off duty.

While previous research has extensively explored job satisfaction among police officers in various roles and countries, by integrating internal organizational and external predictors, this study pioneers the focus on “police administrative officers” within Taiwanese police agencies.