Workplace Stress, Gender Bias And Job Satisfaction Among Women Police Personnel In Chennai City

This present study adopt quantitative study to examines job satisfaction among women police officers in Chennai City,
employing a descriptive research design and stratified random sampling method. A structured questionnaire was
administered to 400 respondents from various ranks within the Greater Chennai City Police, including constables, sub
inspectors, and senior officers. The instrument utilized a five-point Likert scale (1=strongly dissatisfied to 5=strongly
satisfied) to measure key dimensions: job roles, recognition for achievements, working conditions, sense of
accomplishment, career growth opportunities, and support from supervisors and colleagues. Stratified sampling ensured
proportional representation across ranks (40% constables, 35% sub-inspectors, 25% officers) and units (traffic, crime,
stations), enhancing generalizability within Chennai's police force. escriptive statistical analysis revealed moderate overall
job satisfaction (composite mean=5.28). Women officers reported highest satisfaction with job roles (M=5.48, SD=0.92)
and recognition (M=5.42, SD=0.89), reflecting appreciation for core policing duties and occasional commendations.
Satisfaction with working conditions ranked moderate (M=5.35, SD=1.02), influenced by infrastructural limitations
common in urban policing. Sense of accomplishment scored M=5.18 (SD=1.05), while supervisory and colleague support
yielded the lowest mean (M=4.95, SD=1.12), highlighting gender-specific interpersonal challenges. The findings
underscore that while intrinsic job aspects satisfy women officers, systemic barriers like vertical mobility constraints and
male-dominated support networks impede higher fulfillment. Recommendations include implementing gender-sensitive
recognition programs, mandatory supervisory training on inclusivity, and policy reforms for accelerated promotions.
Keywords : Job satisfaction, women police officers, Chennai City Police.