Choosing the badge: motivational factors and their influence on job satisfaction among New York City police officers

Purpose This study examines how police officers’ motivations for entering the profession relate to their current job satisfaction. In light of a shrinking police workforce, understanding which motivations foster long-term satisfaction is critical for recruitment and workforce stability. Design/methodology/approach Survey data were collected from New York City police officers (n = 1,857). Regression models assessed the relationship between motivational factors and job satisfaction, measured by the Police Job Satisfaction Scale. Perceived organizational support (POS) was included as a control to account for its established association with satisfaction. Findings Intrinsic motivations, including seeking excitement, fighting crime, helping the community and valuing military-style structure, were significantly associated with higher job satisfaction. Motivations related to prestige or family legacy were not predictive. Retirement benefits, but not base salary, were linked to higher satisfaction. POS was a robust predictor of satisfaction regardless of initial motivation. These findings challenge assumptions that the post-Floyd era of perceived low public support would diminish the positive effects of intrinsic motivations. Research limitations/implications The study relies on self-reported data from a single urban department, limiting generalizability. Nonprobability sampling and potential recall bias also present limitations. Practical implications Recruitment should emphasize intrinsic rewards and retirement benefits while fostering supportive organizational cultures to enhance satisfaction and workforce stability. Originality/value This study demonstrates that intrinsic motivations remain resilient predictors of job satisfaction and provides actionable guidance for recruitment strategies in modern policing.