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<p>Workplace well-being is vital for the organizational effectiveness of law enforcement officers, including police, correctional staff, customs officials, and firefighters, who face stressors like limited resources and trauma, particularly in developing contexts like Kosovo, where empirical data are limited. This study, guided by the Job Demands-Resources Model, examined well-being (measured as institutional inspiration to perform) among 225 Kosovo officers using a cross-sectional survey and 51-item Likert-scale questionnaire, analyzed with Spearman’s correlation and multiple linear regression in SPSS (version 27). Results showed 71.1% reported high or very high workload and 64% faced threats or violence in the past two years, negatively correlating with well-being (rho = -0.334, <i>p</i> &lt; 0.001), while colleague support (68% frequent or consistent, rho = 0.352, <i>p</i> &lt; 0.001) and supervisor recognition were protective. Multiple linear regression explained 35% of well-being variance (R² = 0.350, adjusted R² = 0.329, <i>p</i> &lt; 0.001), with supervisor recognition (Beta = 0.328, <i>p</i> &lt; 0.001) and colleague support (Beta = 0.252, <i>p</i> &lt; 0.001) as key positive predictors and inadequate resources (Beta = -0.188, <i>p</i> = 0.004) and threats (Beta = -0.147, <i>p</i> = 0.039) as negative predictors. Unexpectedly, working outside regular hours showed a positive effect (Beta = 0.179, <i>p</i> = 0.006). Promoting well-being requires enhanced resources, leadership training, and peer support, contributing to the literature on high-risk professions and informing evidence-based reforms for Kosovo’s security sector.</p>

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Workplace Well-being and Motivation of Law Enforcement Officers in Kosovo: A Correlational and Regression Analysis

  • 期刊论文

  • 发表日期：

    2026年8月1日

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  • Besnik Fetahu,
  • Bujar Gallopeni

摘要

Workplace well-being is vital for the organizational effectiveness of law enforcement officers, including police, correctional staff, customs officials, and firefighters, who face stressors like limited resources and trauma, particularly in developing contexts like Kosovo, where empirical data are limited. This study, guided by the Job Demands-Resources Model, examined well-being (measured as institutional inspiration to perform) among 225 Kosovo officers using a cross-sectional survey and 51-item Likert-scale questionnaire, analyzed with Spearman’s correlation and multiple linear regression in SPSS (version 27). Results showed 71.1% reported high or very high workload and 64% faced threats or violence in the past two years, negatively correlating with well-being (rho = -0.334, p < 0.001), while colleague support (68% frequent or consistent, rho = 0.352, p < 0.001) and supervisor recognition were protective. Multiple linear regression explained 35% of well-being variance (R² = 0.350, adjusted R² = 0.329, p < 0.001), with supervisor recognition (Beta = 0.328, p < 0.001) and colleague support (Beta = 0.252, p < 0.001) as key positive predictors and inadequate resources (Beta = -0.188, p = 0.004) and threats (Beta = -0.147, p = 0.039) as negative predictors. Unexpectedly, working outside regular hours showed a positive effect (Beta = 0.179, p = 0.006). Promoting well-being requires enhanced resources, leadership training, and peer support, contributing to the literature on high-risk professions and informing evidence-based reforms for Kosovo’s security sector.