Utilizing a five-item scale based on the general scale developed by Brayfield and Rothe and subsequently modified for use with COs. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Scores summed with higher values representing increased levels of job satisfaction.

Utilizing the Support for Punishment index originally developed by Cullen et al. It is a nine-item self-report index to assess officer attitudes toward punishment and has been used previously to assess CO support for more punitive treatment of incarcerated individuals. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Scores summed with higher values representing greater support for punishment. Scores range from 9 to 36.

Utilizing the Support for Treatment index developed by Cullen et al. to be used with COs and consists of eight items tapping officer support for a more treatment-oriented approach to corrections. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Higher values representing greater support for treatment. Scores range from 8 to 32.

Utilizing a six-item measure originally developed by Griffin and used previously to assess CO attitudes toward the use of force in commonly encountered situations to assess officers' propensity to use force. Responses are assessed using four response categories ranging from 1 (strongly disagree) to 4 (strongly agree). Higher values representing increased levels of readiness to use force.

Utilizing human resources data provided by LCSO, absenteeism will be measured as the number of days officers called in sick or did not report for a scheduled shift during the study period.

Utilizing human resources data provided by LCSO to determine whether an officer was still employed at the end of the study period.

Utilizing a five-item index tapping officers' connection to their current organization and whether they plan to stay with the organization in the future. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Scores summed with higher values representing increased levels of organizational commitment. Scores range from 5 to 20.

Utilizing a four-item index originally developed by Lambert and colleagues to assess COs' intentions to leave their current place of employment. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Higher values represent greater intent to change employment. Scores range from 4 to 16.

Utilizing a two-item index adapted from previous measures tapping sick leave use and adapted for use with COs to assess officers' perceptions of missing work. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Higher scores indicate greater willingness to miss work with scores ranging from 2 to 8.

Utilizing the 7-item anxiety subscale of the MINI International Neuropsychiatric Interview (MINI) to assess current anxiety disorders. Items are rated on a dichotomous Yes/No scale and follow psychiatric guidelines of the DSM-5.

Utilizing the 9-item substance use disorder subscale of the MINI International Neuropsychiatric Interview (MINI) to assess current incidence of substance use disorders. Items are rated on a dichotomous Yes/No scale and follow psychiatric guidelines of the DSM-5.

Utilizing the Barratt Impulsivity Scale (BIS) to assess general impulsiveness on six first-order factors (attention, motor, self-control, cognitive complexity, perseverance, and cognitive instability impulsiveness) and three second-order factors (attentional, motor, and non-planning impulsiveness). The BIS is composed of 30 items describing common impulsive or non-impulsive (for reverse scored items) behaviors and preferences. Participants select a number on the following scale: 1 if you rarely or never act or think that way, 2 if you occasionally think that way, 3 if you often think that way, or 4 if you almost or always think that way. Scores range from 30 to 120. A higher score indicates greater impulsivity.

Utilizing the 12-item Brief Aggression Questionnaire (BAQ) to evaluate physical aggression, verbal aggression, anger, and hostility. Scores range from 12 to 60. A higher score indicates greater aggression.

Utilizing the Brief Symptom Inventory (BSI) to assess symptoms of distress in adults. The BSI is a 53-item self-report screening tool that asks respondents to rate their level of psychological distress over the past seven days based on a five-point Likert scale (0 = "not at all" to 5 = "extremely"). The BSI provides subscale scores on dimensions of somatization, depression, and anxiety as well as a Global Severity Index (GSI) that is calculated based on a sum of all items. Subscale scores range from 0 to 4. Higher scores on the BSI indicate higher levels of symptomology.

Utilizing the Ryff Psychological Wellbeing Index to assess officer wellbeing. The Ryff is an 18-item self-report tool that asks respondents to indicate how strongly they agree or disagree with 18 statements. Responses are based on a seven-point Likert scale (1 = "strongly agree" to 7 = "strongly disagree"). The Ryff provides subscale scores on dimensions of autonomy, environmental mastery, personal growth, positive relations with others, purpose in life, and self-acceptance as well as a global wellbeing index that is calculated based on a sum of all items. Subscale scores range from 3 to 21 and the global wellbeing scores range from 18 to 126. Higher scores indicate higher levels of wellbeing.