Date of Conferral

2020

Degree

Ph.D.

School

Public Policy and Administration

Advisor

Olivia Yu

Abstract

This cross-sectional quantitative study addressed whether self-reported work-family conflict differ significantly between officers on rotating shifts and officers on non-rotating shifts. The study collected primary data through a self-administered survey with closed-ended questions. The theory of work-life balance guided this study by providing an understanding of how individuals experience fulfillment and stress from their roles in family life and their careers. Data using the Work-Family and Family-Work Conflict Scale were collected through surveys from police officers (N = 76) who were married or living with a partner in a county in the Pacific Northwest. Responses were measured on Likert scales, and a composite score was created to measure the level of family life conflicts. The statistical method for data analysis was independent-sample t-test. Findings indicated significant difference in work-family conflicts, t(74) = -1.99, P < .05. The officers on rotating shift schedules reported higher level of work-family conflict (M = 5.52, SD = 1.33) than those on non-rotating shift schedules (M = 4.88, SD = 1.44). Positive social change implications stemming from this study include recommendations to police administrations to find a way to identify employees who are most and least affected by rotating shift work and then create schedules that help them cope with the conflicts created by such schedules.

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