The Effect of Person-Environment Fit on Innovative Behaviors of Police Officer

According to a press release from the National Police Agency on September 18, 2023, the police organization will be reorganized to focus on crime prevention and response in order to promote the reorganization of the National Police Agency and strengthen frontline policing capabilities. This study is important for the growth and development of police organizations to overcome the current crisis. And it is thought to be helpful for the members of the organization in taking innovative actions according to their needs. The number of studies on the relationship between environmental fit and innovative behavior of police officers is still limited, and there are no studies on individual-environmental fit in relation to innovative behavior. This study seeks to improve the understanding of police officers' innovative behaviors and creative idea development, which can contribute to improving the efficiency and quality of work performance in police organizations. This study explores strategies and tools that can attract police officers' innovative behavior and creativity, and provides guidelines that can be applied in the field. In addition, based on the analysis results, this study aims to provide useful implications for future police organization and human resource management policy makers to develop strategies to improve the level of innovative behavior of police officers and to establish related policies. The main analysis methods were multiple regression analysis and hierarchical regression analysis to examine the impact of the independent variable, person-environment fit on innovation behavior and how the explanatory power changes by stage. The hierarchical regression analysis showed that among the control variables in Model 4, tenure (=.15, p<.05) was statistically significant, and job fit (=.50, p<.001) and supervisor fit (=.15, p<.001) all had a significant positive effect on innovation behavior. In other words, the higher tenure, job fit, and supervisor fit are shown, the higher innovation behavior is drawn. However, organizational fit was not statistically significant when all the sub-variables of individual and environmental fit were entered hierarchically. Among the variables in Model 4, tenure was found to be significant for innovation behavior. To investigate further, we divided the number of years of work experience into 10-year groups to see if innovation behavior varies by group. This study suggests that it is important to develop policies that manage and support individuals to maintain their fit through positive interactions with their job duties and supervisors. This will induce police officers to engage in innovative work behaviors in response to the rapidly changing policing environment, thereby improving the development and organizational performance of police organizations.