Trust is a vital part of society and is critical for organizations. The main forms of organizational trust are management trust, supervisor trust, and coworker trust, each of which allows organizations to function and operate efficiently. This is particularly true for police agencies. Yet, few studies have examined how organizational trust affects police officers. The job of a police officer can be demanding, often resulting in heightened job stress. It is unclear whether organizational trust can reduce job stress or, conversely, whether low or non-existent organizational trust contributes to job stress. The current study explored the effects of management trust, supervisor trust, and coworker trust on job stress among Indian police officers, while also assessing the effects of job autonomy, views on quality training, role overload, role underload, and perceived dangerousness of the job. A sample of 827 police officers was drawn from two districts in the state of Haryana in India. Supervisor and coworker trust had statistically significant negative effects on job stress, while management trust had nonsignificant negative effects. Job autonomy and views on quality training also had significant negative effects, while perceptions of the job as dangerous and role overload had significant positive effects. Role underload had nonsignificant effects. The results indicate that building coworker and supervisor trust, increasing job autonomy, improving views on quality training, and reducing role overload and perceptions of the job as posing a risk should reduce job stress for police officers.

信任是社会的重要组成部分，对组织至关重要。组织信任的主要形式是管理信任、主管信任和同事信任，每一种都使组织能够有效地运作和运作。对于警察机构来说尤其如此。然而，很少有研究探讨组织信任如何影响警察。警官的工作要求很高，通常会导致工作压力增加。目前尚不清楚组织信任是否可以减少工作压力，或者相反，组织信任低或不存在是否会导致工作压力，目前尚不清楚。目前的研究探讨了管理信任、主管信任和同事信任对印度警察工作压力的影响，同时还评估了工作自主性的影响、对质量培训的看法、角色过载、角色不足、和感知到的工作的危险性。从印度哈里亚纳邦的两个地区抽取了 827 名警察作为样本。主管和同事信任对工作压力有统计上显着的负面影响，而管理层信任对工作压力的负面影响不显着。工作自主性和对质量培训的看法也有显着的负面影响，而认为工作危险和角色超负荷的看法有显着的积极影响。角色欠载没有显着影响。结果表明，建立同事和主管的信任、增加工作自主权、改善对质量培训的看法、减少角色超负荷和工作构成风险的看法应该可以减轻警察的工作压力。从印度哈里亚纳邦的两个地区抽取了 827 名警察作为样本。主管和同事信任对工作压力有统计上显着的负面影响，而管理层信任对工作压力的负面影响不显着。工作自主性和对质量培训的看法也有显着的负面影响，而认为工作危险和角色超负荷的看法有显着的积极影响。角色欠载没有显着影响。结果表明，建立同事和主管的信任、增加工作自主权、改善对质量培训的看法、减少角色超负荷和对工作构成风险的看法应该可以减轻警察的工作压力。从印度哈里亚纳邦的两个地区抽取了 827 名警察作为样本。主管和同事信任对工作压力有统计上显着的负面影响，而管理层信任对工作压力的负面影响不显着。工作自主性和对质量培训的看法也有显着的负面影响，而认为工作危险和角色超负荷的看法有显着的积极影响。角色欠载没有显着影响。结果表明，建立同事和主管的信任、增加工作自主权、改善对质量培训的看法、减少角色超负荷和工作构成风险的看法应该可以减轻警察的工作压力。而管理层信任的负面影响不显着。工作自主性和对质量培训的看法也有显着的负面影响，而认为工作危险和角色超负荷的看法有显着的积极影响。角色欠载没有显着影响。结果表明，建立同事和主管的信任、增加工作自主权、改善对质量培训的看法、减少角色超负荷和工作构成风险的看法应该可以减轻警察的工作压力。而管理层信任的负面影响不显着。工作自主性和对质量培训的看法也有显着的负面影响，而认为工作危险和角色超负荷的看法有显着的积极影响。角色欠载没有显着影响。结果表明，建立同事和主管的信任、增加工作自主权、改善对质量培训的看法、减少角色超负荷和工作构成风险的看法应该可以减轻警察的工作压力。