Emotional Stability: The Key to Unlocking Job Competence, Battling Stress, and Boosting Mental Health in Police Officers

Emotional Stability: The Key to Unlocking Job Competence, Battling Stress, and Boosting Mental Health in Police Officers | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Article Emotional Stability: The Key to Unlocking Job Competence, Battling Stress, and Boosting Mental Health in Police Officers Zhou Yuan, Zhengyan Liang, Tian Tang, Hong Ye, Mei Yang, Fengzhen Lin, and 2 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6426286/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 9 You are reading this latest preprint version Abstract This study focused on the role of emotional stability in job competence, job stressors, and mental health. The research utilized surveys conducted online and on-site, with 839 valid questionnaires collected by police officers in China. The findings revealed that job stressors had a full mediating effect on the relationship between job competence and mental health. Emotional stability not only moderates competence and stressors but also moderates stressors and mental health. However, the results of the multi-group structural equation model revealed that job competence was positively correlated with job stressors in civilian police officers but not in auxiliary police officers. Our study aids in predicting for whom will most likely be related to increased or decreased job stressors and mental health (i.e., individual low emotional stability); these findings have important theoretical and managerial implications. Biological sciences/Psychology Health sciences/Health occupations emotional stability mental health police officers job stressors job competence Figures Figure 1 Figure 2 Figure 3 Figure 4 1. Introduction The mental health of employees may impact work outcomes. Research indicates that anxiety and depression among employees correlate with adverse work results, such as increased intentions to quit, decreased job satisfaction and performance, and heightened physical symptoms leading to greater sickness absenteeism(Pyc et al., 2017 ). Additionally, Deady et al.(2022) reported that when anxiety and depression coexist, individuals experience more severe symptoms, poorer work performance, and increased absenteeism than individuals with either condition alone. Research related to employee mental health, general health, and well-being has gained considerable traction within the organizational and social sciences over the past 40 years, particularly since the development of the formal discipline of occupational health psychology. Occupational stress arises when there is dissonance between an individual's work abilities and the demands of their job (Harvey et al., 2017 ). Typically, its impact initially results in psychological symptoms such as anxiety and hostility (Office for National Statistics, 2014; HSE, 2016). Prolonged exposure to such stress without effective coping mechanisms can lead to maladaptive behaviors and heightened health risks (Deschamps et al., 2003 ; Ganster & Rosen, 2013 ). Stressors, external conditions that can induce stress, may result in various forms of strain (Sauter et al., 1990 ). Strain can manifest as mental disorders such as anxiety, depression, or posttraumatic stress disorder (Dimoff et al., 2016 ), or can lead to subclinical conditions such as burnout (Maslach et al., 1997 ). The allostatic load model (Ganster & Rosen, 2013 ) suggests that consistent dysregulation of bodily systems (e.g., neuroendocrine, metabolic, cardiovascular, immune) due to stressors triggers cognitive and physiological reactions, elevating the risk of long-term health effects, including strain. 1.1 The role of emotional stability in stressor-mental health Although numerous explanations exist for successful adaptation to stressful situations, organizational behavior researchers often emphasize the significance of emotional stability in stressor-mental health dynamics (Cohen & Edwards, 1989 ; Ganster & Schaubroeck, 1995 ; Spector et al., 2000 ). Emotional stability, defined as an individual’s ability to effectively manage negative emotions such as anxiety, stress, and anger (Alessandri et al., 2018 ), is regarded as the basis of human personality. In addition, conscientiousness has been identified as a crucial trait in work environments (Barrick & Mount, 2012 ), exhibiting negative associations with stress-related factors such as job burnout (Fornés-Vives et al., 2019 ), emotional exhaustion (Sosnowska et al., 2019 ), anxiety (Chen et al., 2020 ), and anger (Rogers & Barber, 2019 ). According to Lazarus's (1966) transactional theory of stress, certain personality traits influence the stress process by shaping how individuals perceive stressors. Emotional stability has emerged as a significant trait in work-related stress research (Alessandri et al., 2018 ), reflecting individuals' ability to manage negative emotions (Y. Li & Ahlstrom, 2016 ) and remain composed in challenging situations (Rogers & Barber, 2019 ). Higher emotional stability is associated with reduced exposure to strain-inducing situations, known as the differential exposure hypothesis (Kammeyer-Mueller et al., 2009 ). Additionally, Bolger reported a stronger relationship between coping strategies and depression alleviation among individuals with greater emotional stability (Bolger & Zuckerman, 1995 ). According to the conservation of resources theory, individuals with high emotional stability, predisposed to perceiving control over their work environment, are likely to report fewer workplace stressors. Conversely, those with low emotional stability tend to experience heightened negative affective states (Watson, 2000 ), leading them to perceive their jobs as more stressful (Brief et al., 1988 ; Spector et al., 1995 , 2000 ; Watson & Clark, 1984 ). Theoretically, low emotional stability appears to operate as a form of individual vulnerability to stress, or a diathesis, which is essentially a fundamental predisposition to develop symptoms related to mental health issues. In contrast, high emotional stability represents personal resources that operate as a protective factor, making individuals more resilient and thus less prone to mental health issues (Hobfoll, 1989 ; Hobfoll & Shirom, 2001 ). This theoretical interpretation of the role of high emotional stability as a personal protective resource is supported by a host of empirical studies. Workers who report low scores on this factor tend to be anxious, insecure, depressed, fearful, and nervous (McCrae & Costa Jr., 2008 ). Moreover, low emotional stability is related to the use of ineffective coping strategies such as denial, wishful thinking, and self-criticism (Bolger, 1990 ; Heppner et al., 1995 ). Building on the above theories, we hypothesize that emotional stability moderates the relationship between stressors and mental health (H1). 1.2 The interplay of job competence, stressors, and mental health The job demands-resources (JD-R) theory of work stress suggests that negative health outcomes result from prolonged exposure to job demands and inadequate resources (A. Bakker & Demerouti, 2018 ). Job demands entail continuous effort (e.g., high workload, interpersonal conflicts), while resources encompass factors that facilitate motivation and goal achievement (Schaufeli & Bakker, 2004 ). Sustained high job demands lead to employee strain, whereas ample resources enhance coping with stressors and work performance. According to JD-R theory, employees utilize personal resources to manage job demands. These resources, including personality traits such as emotional stability and competence, aid individuals in adapting effectively to their work environment (A. B. Bakker & Costa, 2014 ; Schaufeli & Taris, 2014 ; Xanthopoulou et al., 2007 ). Personal resources can mitigate the impact of job demands on health outcomes by altering perceptions of job demands (i.e., such that they are less stressful) and/or by buffering relationships among job stressors and strain outcomes (Schaufeli & Taris, 2014 ). Job strain can adversely affect employees' mental health (A. B. Bakker & Costa, 2014 ). Therefore, we hypothesize that stressors mediate the relationship between job competence and mental health (H2). Compared to other personality traits such as conscientiousness and extraversion, emotional stability exhibits closer associations with job-related behaviors (Oprea et al., 2019 ) and stronger correlations with emotional states such as stress (Alessandri et al., 2018 ), exhaustion (Liu & Yu, 2019 ), and subjective well-being (Sobol-Kwapinska, 2016 ). The conservation of resources theory, from a control-based perspective, posits that stress ensues when individuals perceive a loss of valued resources (Hobfoll, 1989 ). Moreover, individuals with greater emotional stability are less prone to stress from job demands than are those with lower emotional stability (Parkes, 1990 ). The role of emotional stability in the competence-stressor relationship as a moderator, a direct contributor, or both remains uncertain (Grant & Langan-Fox, 2007 ). Research on its moderating effect has yielded mixed findings, with some studies indicating significant interactions (Moyle, 1995 ; Parkes, 1990 ) while others have not (Grant & Langan-Fox, 2007 ). In particular, high emotional stability is linked to lower perceived distraction levels (Seddigh et al., 2016 ). Drawing from Lazarus' (Lazarus, 1966 ) stress theory and Mitchell et al.'s (Mitchell et al., 2019 ) framework and addressing their suggestion, we hypothesize that emotional stability(Alessandri et al., 2018 ) moderates the competence-stressor relationship (H3). Although there is more research on employee mental health in general, it is still rare to find researchers examining mental health and illness in specific groups of workers, such as those in precarious work arrangements or human service professions. By lumping all workers together, research findings may lack meaningful insights, given the individualized nature of mental health (Sparks & Cooper, 1999 ). Learning about specific groups of workers who differ in their propensity to experience stress processes and learning how specific groups of workers influence coping styles can aid organizations in selecting suitable candidates for stressful work conditions. This study aimed to elucidate the developmental mechanisms of mental health issues among Chinese police officers. Identifying these mechanisms will offer insights into the barriers and resources impacting the well-being of officers. Police officers engage in daily public interactions, maintaining public safety and enforcing the law. Policing is globally recognized as a high-strain, high-risk profession that impacts lifestyle officers (Leino et al., 2011 ) and physical (Benyamina Douma et al., 2018 ; Cardoso et al., 2017 ), mental (Purba & Demou, 2019 ), and social health (D. Davey, 2001 ; Tuttle et al., 2018 ). Moreover, workplace environmental factors, including leadership (Santa Maria et al., 2019 ), work culture (Hakik & Langlois, 2020 ), staffing levels (Deschamps et al., 2003 ), and work schedules (Fekedulegn et al., 2013 ), have significant implications for police officers' health. Here are the moderated mediation model (as shown in Fig. 1 ) and the hypotheses. 2. Methods 2.1 Participants and procedures This study surveyed 118 police stations across China, ensuring participants' confidentiality and voluntary participation. Approval was obtained from a local university's Institutional Review Board (IRB). Participants completed surveys online in a private location of their choosing or on-site (at the detention center) using iPads provided by the research team. A total of 889 police officers were recruited for the study, and 839 pieces of valid data were collected (a 94.37% response rate), including 461 civilian police officers and 378 auxiliary police officers. Among the civilian police, most were male policemen (92%), with ages ranging between 26 and 30 years (22%) and over 45 years (23%). The majority of them were married (80%), with a monthly income of 4,000–8,000 yuan (77%), and their age distribution was relatively even. Most of them were accepted by society (61%). Among the auxiliary police, most were male (95%), were under 35 years old (76%), were mostly married (63%), had a monthly income of less than 4,000 yuan, and were mostly recruited from the community (78%). The descriptive statistics are presented in Table 1 . Table 1 Demographic variables Demographics variables Police category Civilian police( N = 461) Auxiliary police( N = 378) Gender Male 425(92%) 359(95%) Female 36(8%) 19(5%) Age 45 108(23%) 8(2%) Marriage situation Spinsterhood 78(17%) 136(36%) Married 369(80%) 238(63%) Others 14(3%) 4(1%) Monthly income 8000 RMB 23(5%) 0 Police service years 0–1 years 78(17%) 182(48%) 2–5 years 97(21%) 95(25%) 6–12 years 68(15%) 85(22%) 13–22 years 106(23%) 16(4%) > 23 years 112(24%) 0 Recruitment mode Police Academy recruitment 76(16%) 2(1%) Military recruitment 23(5%) 16(4%) Social recruitment 283(61%) 293(78%) Other recruitment 79(17%) 67(18%) Informed consent was obtained from all individual participants involved in the study. Participants were informed about the study's aims, procedures, potential risks, and benefits. They were assured that their participation was voluntary and that they could withdraw from the study at any time without any consequences. They were also informed that their personal information would remain confidential and that the study results would be presented in an anonymous form. 2.2 Measurement tools 2.2.1 Job Competence Combined with the previous interviews, the self-designed police professional literacy questionnaire was used to understand the performance of police job competence. The English version of the questionnaire is attached in Appendix. The questionnaire assesses three dimensions—law enforcement ability, organizational ability, and communication ability, with a total of 18 items. Law enforcement ability assesses the police's proficiency in handling cases, including criminal and public security cases, based on their mastery of relevant legal knowledge. Organizational ability evaluates the police's effectiveness in achieving goals, utilizing various methods flexibly, and organizing and coordinating resources, including relationship coordination and manpower management skills. Communication ability examines the police's capacity to establish effective communication with their work subjects, facilitating the transmission and exchange of ideas, emotions, and information to achieve policing objectives. The responses used a Likert-type 5-point scale (1 = very inconsistent, 5 = very satisfied). Higher scores indicate greater competence (Cronbach's α = 0.94; χ 2 /df = 5.07, CFI = 0.94, TLI = 0.93, RMSE = 0.068). 2.2.2 Emotional Stability Emotional stability was measured using the NEO-Five Factor Inventory (NEO-FFI) (Costa & McCrae, 1992 ; Panayiotou et al., 2004 ), which comprises 12 items specifically designed to measure this aspect of personality. The respondents indicate the extent to which each item describes them on a 5-point scale ranging from complete disagreement (1 = very false for me) to complete agreement (5 = very true for me). Higher scores indicate greater emotional stability (Cronbach's α = 0.94). 2.2.3 Mental Health The mental health of the police officers was assessed using the depression, anxiety, and somatization subscales of the Symptom Checklist (SCL-90). The scale was translated into Chinese by Wang ( 1984 ). The anxiety scale comprises 10 items, with higher scores indicating higher levels of anxiety. The depression scale consists of 13 items, with higher scores indicating higher levels of depression. Similarly, the somatization scale also comprises 13 items, with higher scores indicating higher levels of somatization (Cronbach’s α for anxiety = 0.94 and Cronbach’s α for depression = 0.95). 2.2.4 Job Stressors A 40-item scale derived from previous research and presurvey interviews with officers was devised to assess potential stressors in police work. The English version of the questionnaire is attached in Appendix. Participants rated stress levels on a 5-point scale (1 = no stress, 5 = extreme stress) across four dimensions—social stress, work stress, organizational stress, and personal stress—with higher scores indicating greater stress levels. CFA validated the four-factor structure (Cronbach’s α for social stress = 0.94, Cronbach’s α for work stress = 0.95, Cronbach’s α for personal stress = 0.90, χ 2 /df = 1.925, CFI = 0.85, TLI = 0.85, RMSEA = 0.09). 3. Results and Analysis 3.1 Common Method Bias In this study, the Harman single-factor test was employed to assess common method bias. The results revealed that the variance explained by the first factor was 25.23%, which was below the critical threshold of 40% (Kock et al., 2021 ), indicating that common method bias was not significant in this study. 3.2 Descriptive Statistics Table 2 presents the means, standard deviations, and correlations among the study variables. Competence shows a significant negative correlation with job stressors ( r = -0.38, p < 0.001) and mental health ( r = -0.39, p < 0.001) and a significant positive correlation with emotional stability ( r = 0.43, p < 0.001). Job stressors significantly positively impact mental health ( r = 0.64, p < 0.001) but negatively affect emotional stability ( r = -0.64, p < 0.001). Furthermore, mental health negatively correlated with emotional stability ( r = -0.64, p < 0.001). Table 2 Correlations and descriptive analysis Variables M SD 1 2 3 4 1. Job competence 4.18 0.45 - 2. Job stressors 2.26 0.87 -0.38*** - 3. Mental health 1.71 0.57 -0.39*** 0.64*** - 4. Emotional stability 3.66 0.71 0.43*** -0.64*** -0.64*** - Note(s): N = 889, * p < 0.05, ** p < 0.01, *** p < 0.001, M = mean, SD = standard deviation 3.3 Structural Equation Models Mediating roles of job stressors . We employed structural equation modeling (SEM) with bootstrapping (1000 samples) to explore the mediating roles of job stressors. The mediation model fit the data well: χ 2 (55) = 5.19, CFI = 0.99, TLI = 0.98, SRMR = 0.03, RMSEA = 0.07. Our findings reveal that job competence significantly impacts mental health ( γ = -0.43, Z = -11.38, p < 0.001). Upon introducing job stressors into the model, the direct effect of job competence on mental health remained significant ( γ = 0.73, Z = 20.67, p < 0.001), as did the significant effect of job stressors on mental health ( β = -0.45, Z = -12.40, p < 0.001). Additionally, job competence significantly predicts job stressors ( γ = -0.45, Z = -12.40, p < 0.001). The mediating effect of job stressors is -0.33, with a bootstrap 95% confidence interval of [-0.56, -0.39]. Furthermore, the confidence intervals in Table 3 do not include zero, suggesting that job competence not only directly influences mental health but also affects it indirectly through job stressors. Direct and indirect effects account for 23.36% and 76.64% of the total effect, respectively, thus supporting Hypothesis 2. Table 3 Decomposition of total effect, direct effect and indirect effect Effect Boot SE Boot 95%CI Relative Effect Boot Lower Boot Upper Total effect -0.43 0.05 -0.73 -0.52 - Direct effect -0.10 0.05 -0.24 -0.04 23.36% Indirect effect -0.33 0.04 -0.56 -0.39 76.64% Table 4 Results of mediation analysis Outcome variable Predictive variable Estimate S.E. Z value P (>|z|) std.all Job stressors Job competence 0.03 0.01 2.50 0.01 0.02 Emotional stability -0.06 0.01 -4.98 0.00 -0.04 Job competence* Emotional stability -0.06 0.01 -4.98 0.00 -0.05 Mental health Job stressors 0.29 0.02 15.62 0.00 0.30 Emotional stability -0.42 0.03 -12.39 0.00 -0.39 Job stressors* Emotional stability 0.22 0.02 10.70 0.00 0.21 Job competence -0.01 0.04 -0.25 0.80 -0.01 Moderating role of emotional stability. Considering hypotheses H1 and H3, we constructed a structural equation model by incorporating the moderating effect of the explicit variable, emotional stability. The model achieved satisfactory fit indices: χ 2 (45) = 5.38, CFI = 0.98, TLI = 0.98, SRMR = 0.03, RMSEA = 0.07. While the regression coefficient of mental health on job competence was not significant ( p = 0.8), all other path coefficients in Table 4 were significant. Upon removing the product term from the model, the coefficients of determination for mental health (R² = 0.66) and job stressors (R² = 0.44) were calculated. Subsequently, adding the product term resulted in an increase in the coefficient of determination for mental health (ΔR² = 0.56) and job stressors (ΔR² = 0.05), both surpassing the critical value (ΔR² = 0.02). This indicates that emotional stability moderates both halves of the mediating process. This suggests a complete mediating effect of job stressors in the model, wherein job competence influences mental health solely through job stressors (see Fig. 2 ). Hence, hypotheses H1 and H3 are supported. 3.4 Multigroup Structural Equation Model Multigroup measurement invariance test. A series of studies were conducted to assess measurement invariance through confirmatory factor analysis, mainly to ascertain whether the measurement of a concept or latent variable remains invariant across different groups (such as country, gender, age, etc.). Model fit indices for the four invariance models are presented in Table 5 . Configural invariance yielded relatively good fit indices, with acceptable results for RMSEA and CFI, supporting configural invariance via traditional methods. However, the metric invariance, scalar invariance, and strict invariance models exhibited significant differences compared to the other models. This suggests differing model parameters between the two groups, necessitating an analysis of the differing paths of influence on mental health levels between civilian police and auxiliary police. Table 5 Measurement invariance test results Model df AIC BIC χ 2 Δ χ 2 RMSEA Δ df Configural 82 9845 10186 269.46 - - - Metric 90 9845 10148 285.80 16.34* 0.05 8 Scalar 98 9890 10156 346.71 60.92** 0.13 8 Strict 101 10034 10285 496.46 149.75*** 0.34 3 Note(s): * p < 0.05, ** p < 0.01, *** p < 0.001 Multigroup structural equation model analysis. We employed the multigroup structural equation modeling (MGSEM) analysis method, fitting samples from both civilian police and auxiliary police to the benchmark model. MGSEM was examined using bootstrapping with 1000 resamples, and a 95% confidence interval was applied. Model 1 and Model 2 fitting data were obtained separately. Although the RMSEA index of Model 2 exceeded 0.08 but remained below 0.1, the SRMR index was relatively ideal, rendering it acceptable (Table 6 ). While the structural equation models of civilian police and auxiliary police exhibited some differences in path coefficients, their structures remained consistent (refer to Fig. 3 and Fig. 4 ). Specifically, the results indicated a positive correlation between job competence and job stressors for civilian police officers, whereas no correlation was observed between job competence and job stressors for auxiliary police officers. Table 6 Model fit indices for multigroup SEM Index Model 1:civilian police group Model 2:auxiliary police group Reference standard CMIN/DF 3.38 3.73 0.90 TLI 0.98 0.96 > 0.90 SRMR 0.03 0.03 < 0.08 RMSEA 0.07 0.09 < 0.08 4. Discussion Police are the daily experience of intensely stressful situations at often higher frequencies than most other occupations (Goldstein, 1977 ; Jaramillo et al., 2005 ). Officers regularly confront distressing incidents, potential threats to safety, and the need to regulate emotions under pressure, compounded by the inherent uncertainties of police work and the responsibility of carrying firearms and safeguarding citizens’ lives (Finn, 2000 ). This work environment presents multiple occupational stressors, increasing the likelihood of mental health challenges (Peñalba et al., 2008 ). This study aimed to investigate the relationships among job competence, job stressors, emotional stability, and mental health in a representative sample of Chinese police officers. The findings revealed that job stressors fully mediated the association between job competence and mental health. Emotional stability moderated the relationships between job competence and job stressors, as well as between job stressors and mental health. However, multigroup structural equation modeling revealed a positive correlation between job competence and job stressors among civilian police officers but not among auxiliary police officers. First, our results show that emotional stability is a very important personality trait for the workplace. Recent studies and meta-analyses have underlined the role of personality traits and pointed to emotional stability as the most influential personality trait (Alarcon et al., 2009 ; Swider & Zimmerman, 2010 ). The significance of emotional stability in predicting work-related outcomes and mental health has been extensively documented across diverse countries, organizational contexts, and rating sources (Albrecht & Marty, 2020 ; Alessandri et al., 2018 ; Tisu et al., 2020 ). Human-service professions, including policing, are subject to constant scrutiny due to societal and political expectations (ICMJE ICoMJEI, 2015 ). Given the substantial public interaction inherent in these roles, police officers are often required to manage specific emotions, a concept known as 'emotional labor' (McGlone, 2016 ; Professional Burnout, 1993). Therefore, unlike other personality traits (e.g., conscientiousness and extraversion), emotional stability for police officers is not only associated with job-related aspects of individual behavior (Oprea et al., 2019 ) but also has stronger ties with individual emotional and affective states, such as stress (Alessandri et al., 2018 ), somatization (Liu & Yu, 2019 ) and anxiety (Sobol-Kwapinska, 2016 ). Second, we provide empirical evidence to support the theoretical link between personal resources and stressors. Within the JD-R model, emotional stability and competence are classified as personal resources. We find that emotional stability moderates the relationship between job competence and job stressors. These findings have important theoretical and managerial implications. By engaging in recovery activities and enhancing job competence, employees cultivate personal resources to effectively manage job demands, reducing job strain. A recent meta-analysis of training interventions targeting optimism, self-efficacy, hope, and resilience revealed that enhancing these personal resources is correlated with improved well-being and job performance (Lupșa et al., 2020 ). Additionally, individuals with emotional stability are more inclined to engage in job crafting, adjusting job demands and resources to enhance professionalism and reduce stress (A. B. Bakker et al., 2012 ). Emotional stability enhances employees’ capacity for stability and balance, optimizing their personal resources to navigate challenging situations and associated costs. These resources also act as proximal antecedents of work engagement (Albrecht & Marty, 2020 ). Our results indicate a differential direct effect between job competence and job stress among civilian police officers and auxiliary police officers. Officially speaking, China’s auxiliary police are nonpolice personnel who are employed, based on each locality’s situations of law and order and the need for public security, to assist police officers in performing their daily operations and activities (State Council of People’s Republic of China, 2016). Chinese auxiliary police and civilian police vary greatly with respect to police power, core functions and work tasks. Auxiliary police officers are not empowered by independent authorities to enforce the law, and relevant regulations permit them to assist the police in performing all kinds of policing activities, including enforcement actions, as long as at least one regular police officer is present at the scene (Xiong, 2014 ). Consequently, the job competence requirements for auxiliary police officers are comparatively lower. Third, we found that emotional stability moderates the relationship between stressors and mental health. These findings are supported by the transactional stress appraisal model (Lazarus & Folkman 1984 ) and conservation of resources theory (COR) (Hobfoll, 1989 ). Employee mental health issues incur significant costs for society, healthcare systems, employers, and affected individuals and families ( OECD, 2012 ; Knudsen et al., 2010 ; LaMontagne et al., 2014 ), with developing countries bearing the greatest burden (Funk et al., 2012 ). Extensive epidemiological evidence links work stressors to psychological distress (Stansfeld & Candy, 2006 ; Theorell et al., 2015 ). Reviews and meta-analyses support the association between job strain, as per Karasek's demand-control model (Karasek, 1979 ), and psychological distress, along with Siegrist's effort-reward imbalance (ERI) model (Siegrist, 1996 ). Research indicates that emotional stability significantly influences individuals’ reactions to stressors, affecting coping effectiveness (J. (Jason) Li et al., 2017 ) and fostering positive approaches to stress management (Kaiser & Ozer, 1997 ). High emotional stability is correlated with proactive vitality management (Op den Kamp et al., 2018 ) and increased experience of positive emotions (Y. Li & Ahlstrom, 2016 ), mitigating negative emotions such as depression, anxiety, and stress (Alessandri et al., 2018 ). Interestingly, individuals with lower emotional stability benefit more from emotion-focused coping, contrary to initial hypotheses, suggesting its efficacy in mitigating strain for this group. These findings suggest that interventions for individuals with low emotional stability should encourage engagement in emotion-focused coping strategies. Workplace mental health in China remains inadequately explored, impeding effective intervention strategies. Based on research findings, organizations should prioritize several key initiatives: (a) cultivating a strong mental health climate characterized by the availability of mental health information and resources at work and the ability to talk about mental health at work (Hastuti & Timming, 2021 ); (b) incorporating management selection and training processes that prioritize people-centered leadership competencies and mental health literacy (e.g., supportive supervision) (Dimoff et al., 2016 ); (c) creating opportunities for employees to engage in meaningful work(Warr 1987 ); and (d) providing employees with the time and resources to access evidence-based programs such as cognitive behavioral training, relaxation and recovery interventions, and goal-setting workshops as well as mindfulness programs (Holman et al., 2018 ). 5. Conclusion This study contributes to the limited research on how emotional stability functions as a resource for mitigating strain and promoting mental health among police officers. Consistent with prior research, our findings highlight the pivotal role of emotional stability as a key personality trait in the workplace. Emotional stability moderates both the relationship between job competence and job stressors and between job stressors and mental health. Additionally, we found that variations in power dynamics, core functions, and work tasks influence the association between job ability and work stress. This study aids in identifying individuals, particularly those with low emotional stability, who are more likely to experience heightened job stressors and mental health challenges. These findings have significant theoretical and managerial implications. Declarations Abbreviations ： Not applicable Ethical Approval: The study was conducted according to the guidelines of the Declaration of Helsinki, and approved by the local Ethics Committee of the School of Psychology, South China Normal University (SCNU-PSY-2021-395). Funding: GZC20230876 consent to participate ： Informed consent was obtained from all individual participants involved in the study. Participants were informed about the study's aims, procedures, potential risks, and benefits. They were assured that their participation was voluntary and that they could withdraw from the study at any time without any consequences. Consent for publication ： All participants were informed that their personal information would remain confidential and that the study results would be presented in an anonymous form. Data availability ： The data of this research is not supported for public release. The reason is that this data comes from a project in cooperation with the Chinese public security department. According to the requirements of the cooperation, under the premise of not being made public, this data is allowed to be used for some scientific research work.The data and analysis code supporting the findings of this study are available upon request. Interested researchers may contact the corresponding author at [email protected] to request access to the data and code. Competing Interests ： The authors report no conflicts of interest in this work. Author Contributions: Zhengyan Liang: Conceptualization; investigation; writing - original draft; methodology, visualization; writing - review and editing; software; formal analysis; project administration; data curation. Zhou Yuan: Supervision; conceptualization; methodology, validation; resources; project administration; writing - review and editing, funding acquisition. 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2","display":"","copyAsset":false,"role":"figure","size":107981,"visible":true,"origin":"","legend":"\u003cp\u003e\u003cstrong\u003eResults of the structural model\u003c/strong\u003e\u003c/p\u003e","description":"","filename":"image2.png","url":"https://assets-eu.researchsquare.com/files/rs-6426286/v1/ec0c1cc90265cde27b97eb91.png"},{"id":87947520,"identity":"2b700c31-dc28-4aae-b680-b1ff7cce6020","added_by":"auto","created_at":"2025-07-30 16:35:11","extension":"png","order_by":3,"title":"Figure 3","display":"","copyAsset":false,"role":"figure","size":146456,"visible":true,"origin":"","legend":"\u003cp\u003e\u003cstrong\u003eCivilian police group structural model results\u003c/strong\u003e\u003c/p\u003e","description":"","filename":"image3.png","url":"https://assets-eu.researchsquare.com/files/rs-6426286/v1/d75c7cb7486dc9a8087bca55.png"},{"id":87947517,"identity":"f302f798-da81-4c4f-856c-e6eb11d9e4bb","added_by":"auto","created_at":"2025-07-30 16:35:11","extension":"png","order_by":4,"title":"Figure 4","display":"","copyAsset":false,"role":"figure","size":144030,"visible":true,"origin":"","legend":"\u003cp\u003e\u003cstrong\u003eResults of the auxiliary police groupstructural model\u003c/strong\u003e\u003c/p\u003e","description":"","filename":"image4.png","url":"https://assets-eu.researchsquare.com/files/rs-6426286/v1/68e9336253c9775d15ff8bbf.png"},{"id":87948528,"identity":"5c6ffe7a-b06d-4836-9647-1fc98e5ef985","added_by":"auto","created_at":"2025-07-30 16:51:12","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1693274,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6426286/v1/fe468306-2a5f-4e97-8d2f-83d9884b30e1.pdf"},{"id":87948231,"identity":"7db2da60-439b-44be-8164-0bd0bd5c588d","added_by":"auto","created_at":"2025-07-30 16:43:11","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"supplement","size":278821,"visible":true,"origin":"","legend":"","description":"","filename":"EmotionalStabilityTheKeytoUnlockingJobCompetenceBattlingStressandBoostingMentalHealthinPoliceOfficersAppendix.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6426286/v1/fa6c232009418f7f39cda72e.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Emotional Stability: The Key to Unlocking Job Competence, Battling Stress, and Boosting Mental Health in Police Officers","fulltext":[{"header":"1. Introduction","content":"\u003cp\u003eThe mental health of employees may impact work outcomes. Research indicates that anxiety and depression among employees correlate with adverse work results, such as increased intentions to quit, decreased job satisfaction and performance, and heightened physical symptoms leading to greater sickness absenteeism(Pyc et al., \u003cspan citationid=\"CR64\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). Additionally, Deady et al.(2022) reported that when anxiety and depression coexist, individuals experience more severe symptoms, poorer work performance, and increased absenteeism than individuals with either condition alone.\u003c/p\u003e\u003cp\u003eResearch related to employee mental health, general health, and well-being has gained considerable traction within the organizational and social sciences over the past 40 years, particularly since the development of the formal discipline of occupational health psychology.\u003c/p\u003e\u003cp\u003eOccupational stress arises when there is dissonance between an individual's work abilities and the demands of their job (Harvey et al., \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). Typically, its impact initially results in psychological symptoms such as anxiety and hostility (Office for National Statistics, 2014; HSE, 2016). Prolonged exposure to such stress without effective coping mechanisms can lead to maladaptive behaviors and heightened health risks (Deschamps et al., \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e2003\u003c/span\u003e; Ganster \u0026amp; Rosen, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2013\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eStressors, external conditions that can induce stress, may result in various forms of strain (Sauter et al., \u003cspan citationid=\"CR71\" class=\"CitationRef\"\u003e1990\u003c/span\u003e). Strain can manifest as mental disorders such as anxiety, depression, or posttraumatic stress disorder (Dimoff et al., \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2016\u003c/span\u003e), or can lead to subclinical conditions such as burnout (Maslach et al., \u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e1997\u003c/span\u003e). The allostatic load model (Ganster \u0026amp; Rosen, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2013\u003c/span\u003e) suggests that consistent dysregulation of bodily systems (e.g., neuroendocrine, metabolic, cardiovascular, immune) due to stressors triggers cognitive and physiological reactions, elevating the risk of long-term health effects, including strain.\u003c/p\u003e\u003cdiv id=\"Sec2\" class=\"Section2\"\u003e\u003ch2\u003e1.1 The role of emotional stability in stressor-mental health\u003c/h2\u003e\u003cp\u003eAlthough numerous explanations exist for successful adaptation to stressful situations, organizational behavior researchers often emphasize the significance of emotional stability in stressor-mental health dynamics (Cohen \u0026amp; Edwards, \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e1989\u003c/span\u003e; Ganster \u0026amp; Schaubroeck, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e1995\u003c/span\u003e; Spector et al., \u003cspan citationid=\"CR81\" class=\"CitationRef\"\u003e2000\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eEmotional stability, defined as an individual\u0026rsquo;s ability to effectively manage negative emotions such as anxiety, stress, and anger (Alessandri et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), is regarded as the basis of human personality. In addition, conscientiousness has been identified as a crucial trait in work environments (Barrick \u0026amp; Mount, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2012\u003c/span\u003e), exhibiting negative associations with stress-related factors such as job burnout (Forn\u0026eacute;s-Vives et al., \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), emotional exhaustion (Sosnowska et al., \u003cspan citationid=\"CR78\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), anxiety (Chen et al., \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2020\u003c/span\u003e), and anger (Rogers \u0026amp; Barber, \u003cspan citationid=\"CR69\" class=\"CitationRef\"\u003e2019\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eAccording to Lazarus's (1966) transactional theory of stress, certain personality traits influence the stress process by shaping how individuals perceive stressors. Emotional stability has emerged as a significant trait in work-related stress research (Alessandri et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), reflecting individuals' ability to manage negative emotions (Y. Li \u0026amp; Ahlstrom, \u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e2016\u003c/span\u003e) and remain composed in challenging situations (Rogers \u0026amp; Barber, \u003cspan citationid=\"CR69\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Higher emotional stability is associated with reduced exposure to strain-inducing situations, known as the differential exposure hypothesis (Kammeyer-Mueller et al., \u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). Additionally, Bolger reported a stronger relationship between coping strategies and depression alleviation among individuals with greater emotional stability (Bolger \u0026amp; Zuckerman, \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e1995\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eAccording to the conservation of resources theory, individuals with high emotional stability, predisposed to perceiving control over their work environment, are likely to report fewer workplace stressors. Conversely, those with low emotional stability tend to experience heightened negative affective states (Watson, \u003cspan citationid=\"CR67\" class=\"CitationRef\"\u003e2000\u003c/span\u003e), leading them to perceive their jobs as more stressful (Brief et al., \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e1988\u003c/span\u003e; Spector et al., \u003cspan citationid=\"CR80\" class=\"CitationRef\"\u003e1995\u003c/span\u003e, \u003cspan citationid=\"CR81\" class=\"CitationRef\"\u003e2000\u003c/span\u003e; Watson \u0026amp; Clark, \u003cspan citationid=\"CR68\" class=\"CitationRef\"\u003e1984\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eTheoretically, low emotional stability appears to operate as a form of individual vulnerability to stress, or a diathesis, which is essentially a fundamental predisposition to develop symptoms related to mental health issues. In contrast, high emotional stability represents personal resources that operate as a protective factor, making individuals more resilient and thus less prone to mental health issues (Hobfoll, \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e1989\u003c/span\u003e; Hobfoll \u0026amp; Shirom, \u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2001\u003c/span\u003e). This theoretical interpretation of the role of high emotional stability as a personal protective resource is supported by a host of empirical studies. Workers who report low scores on this factor tend to be anxious, insecure, depressed, fearful, and nervous (McCrae \u0026amp; Costa Jr., \u003cspan citationid=\"CR52\" class=\"CitationRef\"\u003e2008\u003c/span\u003e). Moreover, low emotional stability is related to the use of ineffective coping strategies such as denial, wishful thinking, and self-criticism (Bolger, \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e1990\u003c/span\u003e; Heppner et al., \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e1995\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eBuilding on the above theories, we hypothesize that emotional stability moderates the relationship between stressors and mental health (H1).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e\u003ch2\u003e1.2 The interplay of job competence, stressors, and mental health\u003c/h2\u003e\u003cp\u003eThe job demands-resources (JD-R) theory of work stress suggests that negative health outcomes result from prolonged exposure to job demands and inadequate resources (A. Bakker \u0026amp; Demerouti, \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Job demands entail continuous effort (e.g., high workload, interpersonal conflicts), while resources encompass factors that facilitate motivation and goal achievement (Schaufeli \u0026amp; Bakker, \u003cspan citationid=\"CR72\" class=\"CitationRef\"\u003e2004\u003c/span\u003e). Sustained high job demands lead to employee strain, whereas ample resources enhance coping with stressors and work performance.\u003c/p\u003e\u003cp\u003eAccording to JD-R theory, employees utilize personal resources to manage job demands. These resources, including personality traits such as emotional stability and competence, aid individuals in adapting effectively to their work environment (A. B. Bakker \u0026amp; Costa, \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e2014\u003c/span\u003e; Schaufeli \u0026amp; Taris, \u003cspan citationid=\"CR74\" class=\"CitationRef\"\u003e2014\u003c/span\u003e; Xanthopoulou et al., \u003cspan citationid=\"CR87\" class=\"CitationRef\"\u003e2007\u003c/span\u003e). Personal resources can mitigate the impact of job demands on health outcomes by altering perceptions of job demands (i.e., such that they are less stressful) and/or by buffering relationships among job stressors and strain outcomes (Schaufeli \u0026amp; Taris, \u003cspan citationid=\"CR74\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). Job strain can adversely affect employees' mental health (A. B. Bakker \u0026amp; Costa, \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e2014\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eTherefore, we hypothesize that stressors mediate the relationship between job competence and mental health (H2).\u003c/p\u003e\u003cp\u003eCompared to other personality traits such as conscientiousness and extraversion, emotional stability exhibits closer associations with job-related behaviors (Oprea et al., \u003cspan citationid=\"CR59\" class=\"CitationRef\"\u003e2019\u003c/span\u003e) and stronger correlations with emotional states such as stress (Alessandri et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), exhaustion (Liu \u0026amp; Yu, \u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), and subjective well-being (Sobol-Kwapinska, \u003cspan citationid=\"CR77\" class=\"CitationRef\"\u003e2016\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eThe conservation of resources theory, from a control-based perspective, posits that stress ensues when individuals perceive a loss of valued resources (Hobfoll, \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e1989\u003c/span\u003e). Moreover, individuals with greater emotional stability are less prone to stress from job demands than are those with lower emotional stability (Parkes, \u003cspan citationid=\"CR61\" class=\"CitationRef\"\u003e1990\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eThe role of emotional stability in the competence-stressor relationship as a moderator, a direct contributor, or both remains uncertain (Grant \u0026amp; Langan-Fox, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2007\u003c/span\u003e). Research on its moderating effect has yielded mixed findings, with some studies indicating significant interactions (Moyle, \u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e1995\u003c/span\u003e; Parkes, \u003cspan citationid=\"CR61\" class=\"CitationRef\"\u003e1990\u003c/span\u003e) while others have not (Grant \u0026amp; Langan-Fox, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2007\u003c/span\u003e). In particular, high emotional stability is linked to lower perceived distraction levels (Seddigh et al., \u003cspan citationid=\"CR75\" class=\"CitationRef\"\u003e2016\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eDrawing from Lazarus' (Lazarus, \u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e1966\u003c/span\u003e) stress theory and Mitchell et al.'s (Mitchell et al., \u003cspan citationid=\"CR54\" class=\"CitationRef\"\u003e2019\u003c/span\u003e) framework and addressing their suggestion, we hypothesize that emotional stability(Alessandri et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2018\u003c/span\u003e) moderates the competence-stressor relationship (H3).\u003c/p\u003e\u003cp\u003eAlthough there is more research on employee mental health in general, it is still rare to find researchers examining mental health and illness in specific groups of workers, such as those in precarious work arrangements or human service professions. By lumping all workers together, research findings may lack meaningful insights, given the individualized nature of mental health (Sparks \u0026amp; Cooper, \u003cspan citationid=\"CR79\" class=\"CitationRef\"\u003e1999\u003c/span\u003e). Learning about specific groups of workers who differ in their propensity to experience stress processes and learning how specific groups of workers influence coping styles can aid organizations in selecting suitable candidates for stressful work conditions.\u003c/p\u003e\u003cp\u003eThis study aimed to elucidate the developmental mechanisms of mental health issues among Chinese police officers. Identifying these mechanisms will offer insights into the barriers and resources impacting the well-being of officers. Police officers engage in daily public interactions, maintaining public safety and enforcing the law. Policing is globally recognized as a high-strain, high-risk profession that impacts lifestyle officers (Leino et al., \u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e2011\u003c/span\u003e) and physical (Benyamina Douma et al., \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2018\u003c/span\u003e; Cardoso et al., \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2017\u003c/span\u003e), mental (Purba \u0026amp; Demou, \u003cspan citationid=\"CR63\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), and social health (D. Davey, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2001\u003c/span\u003e; Tuttle et al., \u003cspan citationid=\"CR86\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Moreover, workplace environmental factors, including leadership (Santa Maria et al., \u003cspan citationid=\"CR70\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), work culture (Hakik \u0026amp; Langlois, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e2020\u003c/span\u003e), staffing levels (Deschamps et al., \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e2003\u003c/span\u003e), and work schedules (Fekedulegn et al., \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e2013\u003c/span\u003e), have significant implications for police officers' health.\u003c/p\u003e\u003cp\u003eHere are the moderated mediation model (as shown in Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e) and the hypotheses.\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003c/div\u003e"},{"header":"2. Methods","content":"\u003cdiv id=\"Sec5\" class=\"Section2\"\u003e\u003ch2\u003e2.1 Participants and procedures\u003c/h2\u003e\u003cp\u003eThis study surveyed 118 police stations across China, ensuring participants' confidentiality and voluntary participation. Approval was obtained from a local university's Institutional Review Board (IRB). Participants completed surveys online in a private location of their choosing or on-site (at the detention center) using iPads provided by the research team. A total of 889 police officers were recruited for the study, and 839 pieces of valid data were collected (a 94.37% response rate), including 461 civilian police officers and 378 auxiliary police officers. Among the civilian police, most were male policemen (92%), with ages ranging between 26 and 30 years (22%) and over 45 years (23%). The majority of them were married (80%), with a monthly income of 4,000\u0026ndash;8,000 yuan (77%), and their age distribution was relatively even. Most of them were accepted by society (61%). Among the auxiliary police, most were male (95%), were under 35 years old (76%), were mostly married (63%), had a monthly income of less than 4,000 yuan, and were mostly recruited from the community (78%). The descriptive statistics are presented in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eDemographic variables\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"3\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eDemographics variables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e\u003cp\u003ePolice category\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eCivilian police(\u003cem\u003eN\u003c/em\u003e\u0026thinsp;=\u0026thinsp;461)\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eAuxiliary police(\u003cem\u003eN\u003c/em\u003e\u0026thinsp;=\u0026thinsp;378)\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eGender\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMale\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e425(92%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e359(95%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFemale\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e36(8%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e19(5%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eAge\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;26\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e43(9%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e102(27%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e26\u0026ndash;30\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e102(22%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e111(29%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e31\u0026ndash;35\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e73(16%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e77(20%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e36\u0026ndash;40\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e70(15%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e64(17%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e41\u0026ndash;45\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e65(14%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e16(4%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u0026gt;\u0026thinsp;45\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e108(23%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e8(2%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eMarriage situation\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eSpinsterhood\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e78(17%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e136(36%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMarried\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e369(80%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e238(63%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eOthers\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e14(3%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e4(1%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eMonthly income\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;2000 RMB\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e44(10%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e279(74%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e2000 RMB \u0026minus;\u0026thinsp;4000 RMB\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e41(9%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e99(26%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e4000 RMB \u0026minus;\u0026thinsp;6000 RMB\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e178(39%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e6000 RMB \u0026minus;\u0026thinsp;8000 RMB\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e175(38%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u0026gt;\u0026thinsp;8000 RMB\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e23(5%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003ePolice service years\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e0\u0026ndash;1 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e78(17%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e182(48%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e2\u0026ndash;5 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e97(21%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e95(25%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e6\u0026ndash;12 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e68(15%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e85(22%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e13\u0026ndash;22 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e106(23%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e16(4%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u0026gt;\u0026thinsp;23 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e112(24%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eRecruitment mode\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ePolice Academy recruitment\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e76(16%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e2(1%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMilitary recruitment\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e23(5%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e16(4%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eSocial recruitment\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e283(61%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e293(78%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eOther recruitment\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e79(17%)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e67(18%)\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cbr\u003e\u003cp\u003eInformed consent\u003c/strong\u003e was obtained from all individual participants involved in the study. Participants were informed about the study's aims, procedures, potential risks, and benefits. They were assured that their participation was voluntary and that they could withdraw from the study at any time without any consequences. They were also informed that their personal information would remain confidential and that the study results would be presented in an anonymous form.\u003c/p\u003e\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec6\" class=\"Section2\"\u003e\u003ch2\u003e2.2 Measurement tools\u003c/h2\u003e\u003cdiv id=\"Sec7\" class=\"Section3\"\u003e\u003ch2\u003e2.2.1 Job Competence\u003c/h2\u003e\u003cp\u003eCombined with the previous interviews, the self-designed police professional literacy questionnaire was used to understand the performance of police job competence. The English version of the questionnaire is attached in Appendix. The questionnaire assesses three dimensions\u0026mdash;law enforcement ability, organizational ability, and communication ability, with a total of 18 items. Law enforcement ability assesses the police's proficiency in handling cases, including criminal and public security cases, based on their mastery of relevant legal knowledge. Organizational ability evaluates the police's effectiveness in achieving goals, utilizing various methods flexibly, and organizing and coordinating resources, including relationship coordination and manpower management skills. Communication ability examines the police's capacity to establish effective communication with their work subjects, facilitating the transmission and exchange of ideas, emotions, and information to achieve policing objectives. The responses used a Likert-type 5-point scale (1\u0026thinsp;=\u0026thinsp;very inconsistent, 5\u0026thinsp;=\u0026thinsp;very satisfied). Higher scores indicate greater competence (Cronbach's α\u0026thinsp;=\u0026thinsp;0.94; \u003cem\u003eχ\u003c/em\u003e\u003csup\u003e2\u003c/sup\u003e/df\u0026thinsp;=\u0026thinsp;5.07, CFI\u0026thinsp;=\u0026thinsp;0.94, TLI\u0026thinsp;=\u0026thinsp;0.93, RMSE\u0026thinsp;=\u0026thinsp;0.068).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec8\" class=\"Section3\"\u003e\u003ch2\u003e2.2.2 Emotional Stability\u003c/h2\u003e\u003cp\u003eEmotional stability was measured using the NEO-Five Factor Inventory (NEO-FFI) (Costa \u0026amp; McCrae, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e1992\u003c/span\u003e; Panayiotou et al., \u003cspan citationid=\"CR60\" class=\"CitationRef\"\u003e2004\u003c/span\u003e), which comprises 12 items specifically designed to measure this aspect of personality. The respondents indicate the extent to which each item describes them on a 5-point scale ranging from complete disagreement (1\u0026thinsp;=\u0026thinsp;very false for me) to complete agreement (5\u0026thinsp;=\u0026thinsp;very true for me). Higher scores indicate greater emotional stability (Cronbach's α\u0026thinsp;=\u0026thinsp;0.94).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec9\" class=\"Section3\"\u003e\u003ch2\u003e2.2.3 Mental Health\u003c/h2\u003e\u003cp\u003eThe mental health of the police officers was assessed using the depression, anxiety, and somatization subscales of the Symptom Checklist (SCL-90). The scale was translated into Chinese by Wang (\u003cspan citationid=\"CR66\" class=\"CitationRef\"\u003e1984\u003c/span\u003e). The anxiety scale comprises 10 items, with higher scores indicating higher levels of anxiety. The depression scale consists of 13 items, with higher scores indicating higher levels of depression. Similarly, the somatization scale also comprises 13 items, with higher scores indicating higher levels of somatization (Cronbach\u0026rsquo;s α for anxiety\u0026thinsp;=\u0026thinsp;0.94 and Cronbach\u0026rsquo;s α for depression\u0026thinsp;=\u0026thinsp;0.95).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec10\" class=\"Section3\"\u003e\u003ch2\u003e2.2.4 Job Stressors\u003c/h2\u003e\u003cp\u003eA 40-item scale derived from previous research and presurvey interviews with officers was devised to assess potential stressors in police work. The English version of the questionnaire is attached in Appendix. Participants rated stress levels on a 5-point scale (1\u0026thinsp;=\u0026thinsp;no stress, 5\u0026thinsp;=\u0026thinsp;extreme stress) across four dimensions\u0026mdash;social stress, work stress, organizational stress, and personal stress\u0026mdash;with higher scores indicating greater stress levels. CFA validated the four-factor structure (Cronbach\u0026rsquo;s α for social stress\u0026thinsp;=\u0026thinsp;0.94, Cronbach\u0026rsquo;s α for work stress\u0026thinsp;=\u0026thinsp;0.95, Cronbach\u0026rsquo;s α for personal stress\u0026thinsp;=\u0026thinsp;0.90, \u003cem\u003eχ\u003c/em\u003e\u003csup\u003e2\u003c/sup\u003e/df\u0026thinsp;=\u0026thinsp;1.925, CFI\u0026thinsp;=\u0026thinsp;0.85, TLI\u0026thinsp;=\u0026thinsp;0.85, RMSEA\u0026thinsp;=\u0026thinsp;0.09).\u003c/p\u003e\u003c/div\u003e\u003c/div\u003e"},{"header":"3. Results and Analysis","content":"\u003cdiv id=\"Sec12\" class=\"Section2\"\u003e\u003ch2\u003e3.1 Common Method Bias\u003c/h2\u003e\u003cp\u003eIn this study, the Harman single-factor test was employed to assess common method bias. The results revealed that the variance explained by the first factor was 25.23%, which was below the critical threshold of 40% (Kock et al., \u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e2021\u003c/span\u003e), indicating that common method bias was not significant in this study.\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec13\" class=\"Section2\"\u003e\u003ch2\u003e3.2 Descriptive Statistics\u003c/h2\u003e\u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e presents the means, standard deviations, and correlations among the study variables. Competence shows a significant negative correlation with job stressors (\u003cem\u003er\u003c/em\u003e = -0.38, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001) and mental health (\u003cem\u003er\u003c/em\u003e = -0.39, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001) and a significant positive correlation with emotional stability (\u003cem\u003er\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.43, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Job stressors significantly positively impact mental health (\u003cem\u003er\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.64, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001) but negatively affect emotional stability (\u003cem\u003er\u003c/em\u003e = -0.64, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Furthermore, mental health negatively correlated with emotional stability (\u003cem\u003er\u003c/em\u003e = -0.64, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001).\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eCorrelations and descriptive analysis\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"7\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cem\u003eM\u003c/em\u003e\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cem\u003eSD\u003c/em\u003e\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003e2\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003e3\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003e4\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e1. \u003cb\u003eJob competence\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e4.18\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.45\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e2. \u003cb\u003eJob stressors\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e2.26\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.87\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.38***\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e3. \u003cb\u003eMental health\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e1.71\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.57\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.39***\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.64***\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e4. \u003cb\u003eEmotional stability\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e3.66\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.71\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e0.43***\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e-0.64***\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-0.64***\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e-\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"7\"\u003eNote(s): N\u0026thinsp;=\u0026thinsp;889, *\u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.05, **\u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.01, ***\u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001, M\u0026thinsp;=\u0026thinsp;mean, SD\u0026thinsp;=\u0026thinsp;standard deviation\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec14\" class=\"Section2\"\u003e\u003ch2\u003e3.3 Structural Equation Models\u003c/h2\u003e\u003cp\u003e\u003cem\u003eMediating roles of job stressors\u003c/em\u003e. We employed structural equation modeling (SEM) with bootstrapping (1000 samples) to explore the mediating roles of job stressors. The mediation model fit the data well: \u003cem\u003eχ\u003c/em\u003e\u003csup\u003e2\u003c/sup\u003e(55)\u0026thinsp;=\u0026thinsp;5.19, CFI\u0026thinsp;=\u0026thinsp;0.99, TLI\u0026thinsp;=\u0026thinsp;0.98, SRMR\u0026thinsp;=\u0026thinsp;0.03, RMSEA\u0026thinsp;=\u0026thinsp;0.07. Our findings reveal that job competence significantly impacts mental health (\u003cem\u003eγ\u003c/em\u003e = -0.43, Z = -11.38, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Upon introducing job stressors into the model, the direct effect of job competence on mental health remained significant (\u003cem\u003eγ\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.73, Z\u0026thinsp;=\u0026thinsp;20.67, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001), as did the significant effect of job stressors on mental health (\u003cem\u003eβ\u003c/em\u003e = -0.45, Z = -12.40, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Additionally, job competence significantly predicts job stressors (\u003cem\u003eγ\u003c/em\u003e = -0.45, Z = -12.40, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001). The mediating effect of job stressors is -0.33, with a bootstrap 95% confidence interval of [-0.56, -0.39]. Furthermore, the confidence intervals in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e do not include zero, suggesting that job competence not only directly influences mental health but also affects it indirectly through job stressors. Direct and indirect effects account for 23.36% and 76.64% of the total effect, respectively, thus supporting Hypothesis 2.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eDecomposition of total effect, direct effect and indirect effect\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"6\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eEffect\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eBoot SE\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e\u003cp\u003eBoot 95%CI\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eRelative Effect\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eBoot Lower\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eBoot Upper\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eTotal effect\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e-0.43\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.05\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.73\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.52\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eDirect effect\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e-0.10\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.05\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.24\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.04\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e23.36%\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eIndirect effect\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e-0.33\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.04\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e-0.56\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.39\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e76.64%\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eResults of mediation analysis\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"7\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eOutcome variable\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003ePredictive variable\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eEstimate\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eS.E.\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003e\u003cem\u003eZ\u003c/em\u003e value\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003e\u003cem\u003eP\u003c/em\u003e(\u0026gt;|z|)\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003estd.all\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eJob stressors\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eJob competence\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.03\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.01\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e2.50\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.01\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.02\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eEmotional stability\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.06\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.01\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-4.98\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.00\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.04\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eJob competence*\u003c/p\u003e\u003cp\u003eEmotional stability\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.06\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.01\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-4.98\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.00\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.05\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eMental health\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eJob stressors\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.29\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.02\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e15.62\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.00\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.30\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eEmotional stability\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.42\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.03\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-12.39\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.00\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.39\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eJob stressors*\u003c/p\u003e\u003cp\u003eEmotional stability\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.22\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.02\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e10.70\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.00\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.21\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eJob competence\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e-0.01\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.04\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e-0.25\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e\u003cp\u003e0.80\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e-0.01\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e\u003cem\u003eModerating role of emotional stability.\u003c/em\u003e Considering hypotheses H1 and H3, we constructed a structural equation model by incorporating the moderating effect of the explicit variable, emotional stability. The model achieved satisfactory fit indices: \u003cem\u003eχ\u003c/em\u003e\u003csup\u003e2\u003c/sup\u003e(45)\u0026thinsp;=\u0026thinsp;5.38, CFI\u0026thinsp;=\u0026thinsp;0.98, TLI\u0026thinsp;=\u0026thinsp;0.98, SRMR\u0026thinsp;=\u0026thinsp;0.03, RMSEA\u0026thinsp;=\u0026thinsp;0.07. While the regression coefficient of mental health on job competence was not significant (\u003cem\u003ep\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.8), all other path coefficients in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e were significant. Upon removing the product term from the model, the coefficients of determination for mental health (R\u0026sup2; = 0.66) and job stressors (R\u0026sup2; = 0.44) were calculated. Subsequently, adding the product term resulted in an increase in the coefficient of determination for mental health (ΔR\u0026sup2; = 0.56) and job stressors (ΔR\u0026sup2; = 0.05), both surpassing the critical value (ΔR\u0026sup2; = 0.02). This indicates that emotional stability moderates both halves of the mediating process. This suggests a complete mediating effect of job stressors in the model, wherein job competence influences mental health solely through job stressors (see Fig.\u0026nbsp;\u003cspan refid=\"Fig2\" class=\"InternalRef\"\u003e2\u003c/span\u003e). Hence, hypotheses H1 and H3 are supported.\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec15\" class=\"Section2\"\u003e\u003ch2\u003e3.4 Multigroup Structural Equation Model\u003c/h2\u003e\u003cp\u003eMultigroup measurement invariance test. A series of studies were conducted to assess measurement invariance through confirmatory factor analysis, mainly to ascertain whether the measurement of a concept or latent variable remains invariant across different groups (such as country, gender, age, etc.). Model fit indices for the four invariance models are presented in Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e. Configural invariance yielded relatively good fit indices, with acceptable results for RMSEA and CFI, supporting configural invariance via traditional methods. However, the metric invariance, scalar invariance, and strict invariance models exhibited significant differences compared to the other models. This suggests differing model parameters between the two groups, necessitating an analysis of the differing paths of influence on mental health levels between civilian police and auxiliary police.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eMeasurement invariance test results\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"8\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eModel\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cem\u003edf\u003c/em\u003e\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eAIC\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eBIC\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003e\u003cem\u003eχ\u003c/em\u003e\u003csup\u003e\u003cem\u003e2\u003c/em\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003eΔ\u003cem\u003eχ\u003c/em\u003e\u003csup\u003e\u003cem\u003e2\u003c/em\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003eRMSEA\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c8\"\u003e\u003cp\u003eΔ\u003cem\u003edf\u003c/em\u003e\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eConfigural\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e82\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e9845\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e10186\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e269.46\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e-\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e-\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMetric\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e90\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e9845\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e10148\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e285.80\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e16.34*\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.05\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e8\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eScalar\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e98\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e9890\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e10156\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e346.71\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e60.92**\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.13\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e8\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eStrict\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e101\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e10034\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e10285\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e496.46\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e149.75***\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.34\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e3\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"8\"\u003eNote(s): *\u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.05, **\u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.01, ***\u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e\u003cem\u003eMultigroup structural equation model analysis.\u003c/em\u003e We employed the multigroup structural equation modeling (MGSEM) analysis method, fitting samples from both civilian police and auxiliary police to the benchmark model. MGSEM was examined using bootstrapping with 1000 resamples, and a 95% confidence interval was applied. Model 1 and Model 2 fitting data were obtained separately. Although the RMSEA index of Model 2 exceeded 0.08 but remained below 0.1, the SRMR index was relatively ideal, rendering it acceptable (Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e). While the structural equation models of civilian police and auxiliary police exhibited some differences in path coefficients, their structures remained consistent (refer to Fig.\u0026nbsp;\u003cspan refid=\"Fig3\" class=\"InternalRef\"\u003e3\u003c/span\u003e and Fig.\u0026nbsp;\u003cspan refid=\"Fig4\" class=\"InternalRef\"\u003e4\u003c/span\u003e). Specifically, the results indicated a positive correlation between job competence and job stressors for civilian police officers, whereas no correlation was observed between job competence and job stressors for auxiliary police officers.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab6\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 6\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eModel fit indices for multigroup SEM\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"4\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eIndex\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eModel 1:civilian police group\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eModel 2:auxiliary police group\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eReference standard\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eCMIN/DF\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e3.38\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e3.73\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;6.00\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eCFI\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.98\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.98\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e\u0026gt;\u0026thinsp;0.90\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eTLI\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.98\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.96\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e\u0026gt;\u0026thinsp;0.90\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eSRMR\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.03\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.03\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;0.08\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eRMSEA\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e0.07\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.09\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;0.08\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003c/div\u003e"},{"header":"4. Discussion","content":"\u003cp\u003ePolice are the daily experience of intensely stressful situations at often higher frequencies than most other occupations (Goldstein, \u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e1977\u003c/span\u003e; Jaramillo et al., \u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e2005\u003c/span\u003e). Officers regularly confront distressing incidents, potential threats to safety, and the need to regulate emotions under pressure, compounded by the inherent uncertainties of police work and the responsibility of carrying firearms and safeguarding citizens\u0026rsquo; lives (Finn, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2000\u003c/span\u003e). This work environment presents multiple occupational stressors, increasing the likelihood of mental health challenges (Pe\u0026ntilde;alba et al., \u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e2008\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eThis study aimed to investigate the relationships among job competence, job stressors, emotional stability, and mental health in a representative sample of Chinese police officers. The findings revealed that job stressors fully mediated the association between job competence and mental health. Emotional stability moderated the relationships between job competence and job stressors, as well as between job stressors and mental health. However, multigroup structural equation modeling revealed a positive correlation between job competence and job stressors among civilian police officers but not among auxiliary police officers.\u003c/p\u003e\u003cp\u003eFirst, our results show that emotional stability is a very important personality trait for the workplace. Recent studies and meta-analyses have underlined the role of personality traits and pointed to emotional stability as the most influential personality trait (Alarcon et al., \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2009\u003c/span\u003e; Swider \u0026amp; Zimmerman, \u003cspan citationid=\"CR83\" class=\"CitationRef\"\u003e2010\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eThe significance of emotional stability in predicting work-related outcomes and mental health has been extensively documented across diverse countries, organizational contexts, and rating sources (Albrecht \u0026amp; Marty, \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2020\u003c/span\u003e; Alessandri et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2018\u003c/span\u003e; Tisu et al., \u003cspan citationid=\"CR85\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). Human-service professions, including policing, are subject to constant scrutiny due to societal and political expectations (ICMJE ICoMJEI, \u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). Given the substantial public interaction inherent in these roles, police officers are often required to manage specific emotions, a concept known as 'emotional labor' (McGlone, \u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e2016\u003c/span\u003e; Professional Burnout, 1993).\u003c/p\u003e\u003cp\u003eTherefore, unlike other personality traits (e.g., conscientiousness and extraversion), emotional stability for police officers is not only associated with job-related aspects of individual behavior (Oprea et al., \u003cspan citationid=\"CR59\" class=\"CitationRef\"\u003e2019\u003c/span\u003e) but also has stronger ties with individual emotional and affective states, such as stress (Alessandri et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), somatization (Liu \u0026amp; Yu, \u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e2019\u003c/span\u003e) and anxiety (Sobol-Kwapinska, \u003cspan citationid=\"CR77\" class=\"CitationRef\"\u003e2016\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eSecond, we provide empirical evidence to support the theoretical link between personal resources and stressors. Within the JD-R model, emotional stability and competence are classified as personal resources. We find that emotional stability moderates the relationship between job competence and job stressors. These findings have important theoretical and managerial implications.\u003c/p\u003e\u003cp\u003eBy engaging in recovery activities and enhancing job competence, employees cultivate personal resources to effectively manage job demands, reducing job strain. A recent meta-analysis of training interventions targeting optimism, self-efficacy, hope, and resilience revealed that enhancing these personal resources is correlated with improved well-being and job performance (Lupșa et al., \u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). Additionally, individuals with emotional stability are more inclined to engage in job crafting, adjusting job demands and resources to enhance professionalism and reduce stress (A. B. Bakker et al., \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2012\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eEmotional stability enhances employees\u0026rsquo; capacity for stability and balance, optimizing their personal resources to navigate challenging situations and associated costs. These resources also act as proximal antecedents of work engagement (Albrecht \u0026amp; Marty, \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2020\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eOur results indicate a differential direct effect between job competence and job stress among civilian police officers and auxiliary police officers. Officially speaking, China\u0026rsquo;s auxiliary police are nonpolice personnel who are employed, based on each locality\u0026rsquo;s situations of law and order and the need for public security, to assist police officers in performing their daily operations and activities (State Council of People\u0026rsquo;s Republic of China, 2016). Chinese auxiliary police and civilian police vary greatly with respect to police power, core functions and work tasks. Auxiliary police officers are not empowered by independent authorities to enforce the law, and relevant regulations permit them to assist the police in performing all kinds of policing activities, including enforcement actions, as long as at least one regular police officer is present at the scene (Xiong, \u003cspan citationid=\"CR88\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). Consequently, the job competence requirements for auxiliary police officers are comparatively lower.\u003c/p\u003e\u003cp\u003eThird, we found that emotional stability moderates the relationship between stressors and mental health. These findings are supported by the transactional stress appraisal model (Lazarus \u0026amp; Folkman \u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e1984\u003c/span\u003e) and conservation of resources theory (COR) (Hobfoll, \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e1989\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eEmployee mental health issues incur significant costs for society, healthcare systems, employers, and affected individuals and families ( OECD, \u003cspan citationid=\"CR56\" class=\"CitationRef\"\u003e2012\u003c/span\u003e; Knudsen et al., \u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e2010\u003c/span\u003e; LaMontagne et al., \u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e2014\u003c/span\u003e), with developing countries bearing the greatest burden (Funk et al., \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2012\u003c/span\u003e). Extensive epidemiological evidence links work stressors to psychological distress (Stansfeld \u0026amp; Candy, \u003cspan citationid=\"CR82\" class=\"CitationRef\"\u003e2006\u003c/span\u003e; Theorell et al., \u003cspan citationid=\"CR84\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). Reviews and meta-analyses support the association between job strain, as per Karasek's demand-control model (Karasek, \u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e1979\u003c/span\u003e), and psychological distress, along with Siegrist's effort-reward imbalance (ERI) model (Siegrist, \u003cspan citationid=\"CR76\" class=\"CitationRef\"\u003e1996\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eResearch indicates that emotional stability significantly influences individuals\u0026rsquo; reactions to stressors, affecting coping effectiveness (J. (Jason) Li et al., \u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e2017\u003c/span\u003e) and fostering positive approaches to stress management (Kaiser \u0026amp; Ozer, \u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e1997\u003c/span\u003e). High emotional stability is correlated with proactive vitality management (Op den Kamp et al., \u003cspan citationid=\"CR58\" class=\"CitationRef\"\u003e2018\u003c/span\u003e) and increased experience of positive emotions (Y. Li \u0026amp; Ahlstrom, \u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e2016\u003c/span\u003e), mitigating negative emotions such as depression, anxiety, and stress (Alessandri et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Interestingly, individuals with lower emotional stability benefit more from emotion-focused coping, contrary to initial hypotheses, suggesting its efficacy in mitigating strain for this group. These findings suggest that interventions for individuals with low emotional stability should encourage engagement in emotion-focused coping strategies.\u003c/p\u003e\u003cp\u003eWorkplace mental health in China remains inadequately explored, impeding effective intervention strategies. Based on research findings, organizations should prioritize several key initiatives: (a) cultivating a strong mental health climate characterized by the availability of mental health information and resources at work and the ability to talk about mental health at work (Hastuti \u0026amp; Timming, \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2021\u003c/span\u003e); (b) incorporating management selection and training processes that prioritize people-centered leadership competencies and mental health literacy (e.g., supportive supervision) (Dimoff et al., \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2016\u003c/span\u003e); (c) creating opportunities for employees to engage in meaningful work(Warr \u003cspan citationid=\"CR65\" class=\"CitationRef\"\u003e1987\u003c/span\u003e); and (d) providing employees with the time and resources to access evidence-based programs such as cognitive behavioral training, relaxation and recovery interventions, and goal-setting workshops as well as mindfulness programs (Holman et al., \u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e2018\u003c/span\u003e).\u003c/p\u003e"},{"header":"5. Conclusion","content":"\u003cp\u003eThis study contributes to the limited research on how emotional stability functions as a resource for mitigating strain and promoting mental health among police officers. Consistent with prior research, our findings highlight the pivotal role of emotional stability as a key personality trait in the workplace. Emotional stability moderates both the relationship between job competence and job stressors and between job stressors and mental health. Additionally, we found that variations in power dynamics, core functions, and work tasks influence the association between job ability and work stress. This study aids in identifying individuals, particularly those with low emotional stability, who are more likely to experience heightened job stressors and mental health challenges. These findings have significant theoretical and managerial implications.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003e\u003cem\u003eAbbreviations\u003c/em\u003e\u003c/strong\u003e\u003cstrong\u003e\u003cem\u003e：\u003c/em\u003e\u003c/strong\u003eNot applicable\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eEthical Approval:\u0026nbsp;\u003c/em\u003e\u003c/strong\u003eThe study was conducted according to the guidelines of the Declaration of Helsinki, and approved by the local Ethics Committee of the School of Psychology, South China Normal University (SCNU-PSY-2021-395).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eFunding:\u0026nbsp;\u003c/em\u003e\u003c/strong\u003eGZC20230876\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003econsent to participate\u003c/em\u003e\u003c/strong\u003e\u003cstrong\u003e\u003cem\u003e：\u003c/em\u003e\u003c/strong\u003eInformed consent was obtained from all individual participants involved in the study. Participants were informed about the study\u0026apos;s aims, procedures, potential risks, and benefits. They were assured that their participation was voluntary and that they could withdraw from the study at any time without any consequences.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eConsent for publication\u003c/em\u003e\u003c/strong\u003e\u003cstrong\u003e\u003cem\u003e：\u003c/em\u003e\u003c/strong\u003eAll participants were informed that their personal information would remain confidential and that the study results would be presented in an anonymous form.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eData availability\u003c/em\u003e\u003c/strong\u003e\u003cstrong\u003e\u003cem\u003e：\u003c/em\u003e\u003c/strong\u003eThe data of this research is not supported for public release. The reason is that this data comes from a project in cooperation with the Chinese public security department. According to the requirements of the cooperation, under the premise of not being made public, this data is allowed to be used for some scientific research work.The data and analysis code supporting the findings of this study are available upon request. Interested researchers may contact the corresponding author at [email protected] to request access to the data and code.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eCompeting Interests\u003c/em\u003e\u003c/strong\u003e\u003cstrong\u003e\u003cem\u003e：\u003c/em\u003e\u003c/strong\u003eThe authors report no conflicts of interest in this work.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eAuthor Contributions:\u003c/em\u003e\u003c/strong\u003e \u003cstrong\u003eZhengyan Liang:\u003c/strong\u003e Conceptualization; investigation; writing - original draft; methodology, visualization; writing - review and editing; software; formal analysis; project administration; data curation. \u003cstrong\u003eZhou Yuan:\u003c/strong\u003e Supervision; conceptualization; methodology, validation; resources; project administration; writing - review and editing, funding acquisition. \u003cstrong\u003eTian Tang, Hong Ye, Mei Yang\u003c/strong\u003e: Validation; writing - review and editing, software, formal analysis.\u003cstrong\u003e\u0026nbsp;Fengzhen Lin, Guo Yu, Minqiang Zhang\u003c/strong\u003e: Validation; formal analysis; investigation.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003eAcknowledgements\u003c/em\u003e\u003c/strong\u003e\u003cstrong\u003e\u003cem\u003e：\u003c/em\u003e\u003c/strong\u003eNot applicable\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eAlarcon, G., Eschleman, K. 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China\u003c/em\u003e. \u003cb\u003e30\u003c/b\u003e (4), 1\u0026ndash;16 (2014).\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"scientific-reports","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"scirep","sideBox":"Learn more about [Scientific Reports](http://www.nature.com/srep/)","snPcode":"","submissionUrl":"","title":"Scientific Reports","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Scientific Reports","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"emotional stability, mental health, police officers, job stressors, job competence","lastPublishedDoi":"10.21203/rs.3.rs-6426286/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6426286/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eThis study focused on the role of emotional stability in job competence, job stressors, and mental health. The research utilized surveys conducted online and on-site, with 839 valid questionnaires collected by police officers in China. The findings revealed that job stressors had a full mediating effect on the relationship between job competence and mental health. Emotional stability not only moderates competence and stressors but also moderates stressors and mental health. However, the results of the multi-group structural equation model revealed that job competence was positively correlated with job stressors in civilian police officers but not in auxiliary police officers. Our study aids in predicting for whom will most likely be related to increased or decreased job stressors and mental health (i.e., individual low emotional stability); these findings have important theoretical and managerial implications.\u003c/p\u003e","manuscriptTitle":"Emotional Stability: The Key to Unlocking Job Competence, Battling Stress, and Boosting Mental Health in Police Officers","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-07-30 16:35:06","doi":"10.21203/rs.3.rs-6426286/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"editorInvitedReview","content":"","date":"2025-09-12T10:34:20+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"233565453196423796884031832643910510528","date":"2025-08-30T09:14:33+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-08-17T19:02:20+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"10128959118987428635617574572283739459","date":"2025-07-29T11:46:02+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-07-29T06:24:18+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-07-28T13:37:55+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2025-04-25T13:06:25+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-04-24T15:07:29+00:00","index":"","fulltext":""},{"type":"submitted","content":"Scientific Reports","date":"2025-04-11T08:07:05+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"scientific-reports","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"scirep","sideBox":"Learn more about [Scientific Reports](http://www.nature.com/srep/)","snPcode":"","submissionUrl":"","title":"Scientific Reports","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Scientific Reports","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"9aa76058-9cc5-4316-b3f2-3a1e1add3e11","owner":[],"postedDate":"July 30th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[{"id":52332063,"name":"Biological sciences/Psychology"},{"id":52332064,"name":"Health sciences/Health occupations"}],"tags":[],"updatedAt":"2025-07-30T16:35:06+00:00","versionOfRecord":[],"versionCreatedAt":"2025-07-30 16:35:06","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6426286","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6426286","identity":"rs-6426286","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}