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When patrol officers experience poor job satisfaction and make the decision to leave their profession, their departments face the cost of recruiting and training new officers. The purpose of this paper is to develop a new measure that could be used by police departments to identify specific dimensions of job satisfaction in their officers so that appropriate interventions could be made before officers reach the point of ending their employment.

To enhance widespread applicability of the new measure, the 221 study participants were from convenience samples of patrol officers in the USA and Turkey (95.9 percent male; mean age=29.4 years; mean service=5.9 years). Officers completed anonymous surveys to report individual and departmental demographics, to give satisfaction ratings for a variety of aspects of their work environment, and to report other psychosocial variables that might be used to assess validity of job satisfaction dimensions.

Exploratory factor analysis produced the 14-item Patrol Officer Job Satisfaction Scale (POJSS) with three dimensions: supervisor fairness, peer comradery, occupational pride. The three POJSS dimensions showed acceptable goodness-of-fit, internal reliability, and test-retest reliability. Multiple regression analyses demonstrated no significant associations between nine individual and department demographics (gender, age, marital status, education, service years, weekly work hours, nation, city location, number of officers) and any of the three POJSS dimensions.

One limitation of the present study was that it included only convenience samples of patrol officers from the USA and Turkey. Future research could conduct confirmatory factor analyses on more diverse and representative samples of patrol officers from various international locations to determine if they also perceive the same three POJSS dimensions of job satisfaction (supervisor fairness, peer comradery, occupational pride).

Police departments could use the POJSS as an assessment tool to identify any problems of poor job satisfaction in their patrol officers so they could provide targeted improvements. For example, if patrol officers report low ratings for supportive peers, some scholars have recommended the formation of officer support groups (Johnson, 2012; Pienaar et al., 2007; Rhoades and Eisenberger, 2002; Scott, 2004; Stamper and Johlke, 2003; Toch, 2002; Walker et al., 2006).

If patrol officers report low ratings for supervisor fairness, peer comradery, and occupational pride, police departments could arrange leadership seminars, hold “Clear the Air” meetings or anonymous surveys to allow patrol officers to identify specific improvements they suggest to improve these components of job satisfaction.

Research on police officer job satisfaction has been increasing in recent decades, but is still relatively sparse when compared to the study of employee job satisfaction in the private sector and other areas of government. Recent research on police job satisfaction has typically included law enforcement officers with a wide range of ranks, rather than focusing solely on patrol officers. Also, the few studies that focus on job satisfaction in patrol officers used either secondary data (Ingram and Lee, 2015) or re-evaluated data over eight-year old (Johnson, 2012). Especially with the recent turbulent events seen between community members and their front-line police officers (including in the USA and Turkey), available research may have missed the most important dimensions of job satisfaction for present patrol officers supporting the measure's widespread relevance.

On the eve of the UN Commission on Sustainable Development's (UNCSD) conference on sustainable development (Rio+20) in June 2012, the United Nation's Environmental Program (UNEP)'s Global Outlook Report (GEO-5) provided sobering data on global environmental progress. The report indicated that world nations are making little headway on significant environmental targets set for themselves under the Millennium Development Goals. The UN indicated that world nations made progress on only 4 of the 90 most significant objectives from the Millennium Plan: reducing substances depleting the ozone layer, removing lead from fuel, increasing access to water supplies, and increasing research on ways to reduce pollution in marine environments. However, in some cases no progress or regression occurred in reaching goals on climate change issues including limiting increases in average global temperatures to less than two degrees above preindustrial levels nor advances in issues such as revitalization of depleted fish stocks, protection of biodiversity, and combating desertification (UNEP, 2012).

When Hurricane Katrina hit New Orleans on August 29, 2005, the category 3 storm’s surge caused nearly every municipal levee to break leaving 80% of the city flooded. In the aftermath of the storm, television images of stranded residents, drowned hospital patients, looted stores, and chaos in designated shelters ignited an ethical debate over the role of race and class in modern America. As debates raged over how, or whether, to rebuild New Orleans, the idea of cultural sustainability underlies these discussions.

Drawing on the largest diaspora since the American Dust Bowl of the 1930s, I begin by examining the concept of a civil society through Habermas’ (1994) utopian model of an ideal speech community. I extend Habermas’ idea to the environmental justice movement with an emphasis on the utilitarian approach. This includes my discussion of Hinman’s (1998) pluralistic view of moral ethics within a multicultural society coupled with Bullard’s (1993, 1994, 2008) applied environmental social justice in low-income racial minority neighborhoods disproportionately impacted by hazardous waste sites. Then, I expand this argument into the concept of cultural sustainability in which the concept of a free speech community and environmental justice are embedded.

Drawing on a case study of New Orleans, I examine how the city’s divided racial and class cultures provide major challenges to applying cultural sustainability practices in the post-Katrina rebuilding process.

This chapter uses a case study to explore the application of cultural sustainability practices highlighting the concepts implicit roots in Habermas’ utopian free speech community and underlying ties to the environmental justice movement.