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Objectives <p>Experimentally test whether retention bonus conditions impact law enforcement officers’ willingness to extend their employment.</p> Methods <p>Officers from a stratified-random sample of sixteen agencies responded to a vignette that randomized the amount of a one-time bonus and obligation to repay if the officer leaves within 3-years. OLS models estimate bonus conditions on willingness to remain, including moderating effects of pre-experiment retention intentions. </p> Results <p>Most were likely to stay for an additional period if they received the bonus (87.4%). Neither bonus amount nor repayment obligation impacted willingness to remain. Officers with higher baseline retention intentions were significantly more likely to extend their employment. Those planning to leave were more responsive to larger bonuses but remained unlikely to stay longer.</p> Conclusions <p>Retention bonuses could reinforce commitment among officers planning to stay, but are unlikely to influence those at-risk of leaving. Reducing turnover might require organizational change, rather than one-time incentives. </p>

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One-time bonuses, limited returns: a statewide factorial vignette experiment of law enforcement retention intentions

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2026年7月23日

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  • Jessica Huff,
  • Cory P. Haberman,
  • Bradley J. O’Guinn,
  • P. Trey Bussey,
  • Brenna Dunlap

摘要

Objectives

Experimentally test whether retention bonus conditions impact law enforcement officers’ willingness to extend their employment.

Methods

Officers from a stratified-random sample of sixteen agencies responded to a vignette that randomized the amount of a one-time bonus and obligation to repay if the officer leaves within 3-years. OLS models estimate bonus conditions on willingness to remain, including moderating effects of pre-experiment retention intentions.

Results

Most were likely to stay for an additional period if they received the bonus (87.4%). Neither bonus amount nor repayment obligation impacted willingness to remain. Officers with higher baseline retention intentions were significantly more likely to extend their employment. Those planning to leave were more responsive to larger bonuses but remained unlikely to stay longer.

Conclusions

Retention bonuses could reinforce commitment among officers planning to stay, but are unlikely to influence those at-risk of leaving. Reducing turnover might require organizational change, rather than one-time incentives.