Date of Conferral

2023

Degree

Ph.D.

School

Psychology

Advisor

James S. Herndon

Abstract

Career and organizational commitment are topics of interest in multiple fields, including law enforcement. With the exodus and transition of generational cohorts, there is a need to understand generational differences to address the recruitment, training, and retention of officers. The purpose of this study was to examine the relationship between generational cohort membership, career commitment, and organizational commitment among law enforcement officers. Two theories were used for the foundation of this study: Manheim’s theory of generations and Super’s developmental self-concept theory. The study method was quantitative and the design, correlational. A survey containing demographic questions and items from the Occupational Commitment Scale and the Organizational Commitment Questionnaire was distributed to participating law enforcement agencies in Ohio to assess officers’ generational cohort membership. A two-tailed logical regression analysis was used to examine the significance of the relationship between generational cohort membership and career and/or organizational commitment in law enforcement. The results revealed that there was no statistically significant relationship between generational cohorts and career commitment and organizational commitment in law enforcement in Ohio. In order to effectively recruit, train, and retain the officers of tomorrow, administration must bridge the generational gap to enhance officer functions and organizational culture as an effective work environment for all generations for the future success of law enforcement in America resulting in positive social change.

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