In a 2019 study, Purba and Demou ("The relationship between organizational stressors and mental wellbeing within police officers: a systematic review") identified the top five contributors to emotional exhaustion among police officers:
1. High Cognitive and Emotional Demands
The role of a police officer today requires intense cognitive focus and rapid information processing. Officers face not only the need for quick mental response but also the high emotional toll of handling a wide range of situations, from grief, disgust, and fear to moments of happiness and relief. This continuous exposure to emotionally charged scenarios adds to the mental strain of the job.
2. Organizational and Administrative Pressure
While technology has enhanced policing, it has also increased administrative demands. Officers now face substantial paperwork and procedural tasks, which can be surprising and burdensome for both new and experienced officers. The added responsibility often detracts from time spent on primary duties, adding to stress.
3. Low Decisional Latitude
Officers often experience frustration when they feel restricted in their decision-making. Although they are entrusted to serve and protect, many find themselves constrained by policies that limit their autonomy in the field. This disconnect between responsibility and trust in decision-making can significantly impact morale.
4. Internal Social Stressors
Agency culture plays a significant role in how supported and secure officers feel on the job. Social rejection or a lack of peer support within the team can affect officers’ sense of safety, especially in such high-stakes environments. Feeling socially disconnected in this line of work adds a layer of psychological stress not found in most professions.
5. Perceived Lack of Fairness
Many officers are drawn to law enforcement with a strong sense of justice and fairness. However, perceived inequities—whether within the organization or in interactions with the public—can lead to disillusionment. Inside their organizations, officers may feel there are biases, favoritism, or “in-groups” that can affect career advancement and overall job satisfaction.
