Che Yusoff Erny Yusnida, Selamat Mohd Nasir, Mohd Rusyda Helma
Centre for Research in Psychology and Human Well-being, Faculty of Social Sciences and Humanities, The National University of Malaysia, Bangi, Selangor, Malaysia.
PLoS One. 2025 Sep 2;20(9):e0331458. doi: 10.1371/journal.pone.0331458. eCollection 2025.
Turnover among police officers poses a serious challenge to law enforcement agencies by affecting operational stability and public trust. While organizational culture and job satisfaction are key factors influencing turnover intention, their combined effects have not been widely studied in policing contexts. This study explores whether job satisfaction moderates the relationship between organizational culture and turnover intention among Malaysian police officers. Although both variables were significantly related to turnover intention, the moderation effect of job satisfaction was not statistically significant. A cross-sectional survey was conducted among 373 officers from various departments of the Royal Malaysia Police. Participants completed validated instruments measuring organizational culture, job satisfaction, and turnover intention. Data were analysed using Hayes' PROCESS Macro (Model 1) in SPSS to test for moderation effects through hierarchical regression. The analysis revealed that both organizational culture and job satisfaction were significantly and negatively associated with turnover intention, indicating that higher levels of these variables correspond to lower intentions to leave the organization. Officers who perceived stronger organizational culture and reported higher job satisfaction were less likely to express intent to leave. However, job satisfaction did not significantly moderate the relationship between organizational culture and turnover intention (p = .117), indicating that the influence of organizational culture on turnover intention remained stable regardless of satisfaction levels. The findings highlight the importance of fostering a supportive organizational culture to reduce turnover intention among police officers. While job satisfaction independently contributes to retention, it does not significantly alter the impact of organizational culture. These results suggest that efforts to improve retention in policing should focus on structural and cultural reforms in addition to enhancing job satisfaction.
警察人员的更替给执法机构带来了严峻挑战，影响了运营稳定性和公众信任。虽然组织文化和工作满意度是影响离职意愿的关键因素，但它们的综合影响在警务背景下尚未得到广泛研究。本研究探讨工作满意度是否会调节马来西亚警察中组织文化与离职意愿之间的关系。尽管这两个变量都与离职意愿显著相关，但工作满意度的调节作用在统计上并不显著。对马来西亚皇家警察各部门的373名警官进行了横断面调查。参与者完成了测量组织文化、工作满意度和离职意愿的有效工具。使用SPSS中的Hayes' PROCESS宏（模型1）对数据进行分析，通过层次回归检验调节效应。分析表明，组织文化和工作满意度都与离职意愿显著负相关，这表明这些变量水平越高，离开组织的意愿越低。认为组织文化更强且报告工作满意度更高的警官表达离职意愿的可能性较小。然而，工作满意度并未显著调节组织文化与离职意愿之间的关系（p = 0.117），这表明无论满意度水平如何，组织文化对离职意愿的影响保持稳定。研究结果凸显了营造支持性组织文化以降低警察离职意愿的重要性。虽然工作满意度独立地有助于留住员工，但它并没有显著改变组织文化的影响。这些结果表明，除了提高工作满意度之外，提高警务人员留存率的努力应侧重于结构和文化改革。
