An investigation of biographical information as a predictor of employment termination among law enforcement officers

Among the most important services that psychology can offer law enforcement is assistance in the selection of future officers. The usual contribution made by police psychologists centers on the elimination of applicatns who are mentally ill. However, due to increased behavior-generated police liability, psychologists must focus on ruling out applicants whose future behavior may result in departmental compromise for any reason. One method for forecasting police officer performance is by examining critical information in biographical data. This paper examined the predictive validity of biographical information for a sample of 2,965 police officer candidates. Results indicated that several biographical variables were significantly correlated with later police officer termination. However, results of regression analyses indicated that biographical variables alone accounted for limited variance in the prediction of police officer termination. These findings suggested that the use of biographical information as a sole determinant of police candidates was not supported and the use of additional sources of data would likely be required for practical forecasting purposes.     

Examining the Use of Police in Schools: How Roles may Impact Responses to Student Misconduct

Prior research has suggested that the use of police in schools has resulted in negative outcomes for students; however, this line of research has failed to consider other factors that may influence an officer’s response outside of their mere presence. Over time, the roles and duties of police in a school setting have continued to expand as a result of social and political shifts in criminal justice and education policy. Paralleling this expansion has been the development of a more punitive school discipline environment where students are more likely to be suspended, expelled, a ticketed, and/or arrested. As these two separate bodies of research have been tangentially related, in this study, we use role theory as a guiding framework to connect these two bodies of research and examine how officers’ roles may influence their responses to student misconduct. Data was collected via an online survey distributed to a sample of commissioned law enforcement officers working in Texas schools. The survey included measures of officer roles as well as vignettes to assess how officers would respond to specific situations involving students. Results of this study suggest that an officer’s role may influence how they respond to student misconduct, and therefore, may be an important piece of information for both researchers and practitioners when looking to minimize the potential negative impacts of using police in schools. These findings related to officer roles are discussed in terms of both practice and future research, while considering the larger discipline environment of schools.     

To protect and collect: a nationwide study of profit-motivated police crime

This study is part of a larger research project on police crime in the United States. Police crimes are those criminal offenses committed by sworn law enforcement officers who have the general powers of arrest. Profit-motivated police crime involves officers who use their authority of position to engage in crime for personal gain. This study reports the findings on 1,591 cases where a law enforcement officer was arrested for one or more profit-motivated crimes during the seven-year period 2005–2011. The profit-motivated arrest cases involved 1,396 individual officers employed by 782 state, local, special, constable, and tribal law enforcement agencies located in 531 counties and independent cities in 47 states and the District of Columbia. Our data is the first systematic study of profit-motivated police crime. The study describes the nature of this form of police misconduct in terms of several dimensions, including the characteristics of police who perpetrate these crimes, where it occurs, the specific criminal charges, and the contexts within which profit-motivated police crime is punished through police agencies and the criminal courts.     

An investigation into the usefulness of the MMPI and MMPI-2 in municipal and state police candidate selection

The Minnesota Multiphasic Personality Inventory (MMPI) and the later revision (MMPI-2) have been two of the most frequently employed instruments in the selection of law enforcement officers (Bartol, 1996). In this study, the following three sets of data were collected and analyzed: municipal law enforcement officer candidates tested with the MMPI, municipal law enforcement officer candidates tested with the MMPI-2, and state police trooper candidates tested with the MMPI-2. These three data sets were evaluated for their effectiveness at predicting “pass/fail” status on police candidate interview using multiple linear regression. A combination of subscales were found to be associated with classification as either pass or fail on interview.     

Bad cops

Research Summary Police scholars and public policymakers throughout generations have sought to identify reliable correlates of police misconduct. Despite these efforts, general statements as to the etiology and epidemiology of police misconduct remain inconclusive, in part because of the inconsistent definitions of misconduct and the difficulty of obtaining the data required to make such statements. This research attempts to fill these gaps through a comparison of the personal and career histories of all 1,543 officers who were involuntarily separated from the New York City Police Department (NYPD) for cause during 1975–1996 with a randomly selected sample of their police academy classmates who served honorably. The study uses confidential NYPD files as its major data sources, which include extensive biographical and career information. The study finds that career‐ending misconduct rarely occurs in the NYPD and that the types of misconduct do not match well with existing definitions. Several factors emerge as significant predictors of misconduct, including officer race, minimal education, records of prior criminality and prior poor employment, failure to advance in the NYPD, and histories of citizen complaints. Policy Implications This study shows that existing definitions of police misconduct are difficult to apply to actual cases of police malpractice, which leads the authors to create a new eight‐category classification scheme. The rarity of misconduct, especially on‐duty abuse, confirms prior research indicating that most police officers do their jobs without engaging in serious malpractice. These findings suggest that the NYPD has become better behaved as it has become more diverse along race and gender dimensions and that the link between black officers and misconduct might be explained by persistent “tokenism.” The findings related to race have important implications for continued efforts to build racially representative police departments. Personal history findings highlight the importance of conducting background investigations that disqualify candidates with arrest records and employment disciplinary histories, whereas the inverse relationship between college education and misconduct provides strong support for continued emphasis on pre‐ and post‐employment educational requirements.     

An administrative dilemma: Sexual harassment and liability

Conservative estimates suggest that 40% of working women and 15% of their male counterparts have experienced some form of sexual harassment; and law enforcement personnel are no exception. Police officers are expected to adhere to the highest ethical standards and are subjected to greater public scrutiny than civilians. With criminal and civil remedies readily available to deter police misconduct, police agencies should be establishing policies that take a strong, pro-active stance against sexual harassment in the workplace. Surprisingly, though, 34% of police agencies in this country are still without formal policies regulating such behavior. This article is a guide to the legislation and case law that regulates those behaviours. Recommendations for policy formulation and implementation also are included. sexual harassment in the workplace presents a clear and present danger to law enforcement agencies. A recent survey found that thirty-four percent of law enforcement agencies in the United States have yet to formulate a written sexual harassment policy.     

Law Enforcement Officers in Schools: An Analysis of Ethical Issues

The use of law enforcement officers in American schools has rapidly expanded since its inception in the 1950s. This growth can in part be attributed to the Safe Schools Act of 1994, the establishment of the Community Oriented Policing Services (COPS) Office, and tragic events that have occurred in our nation's schools. Law enforcement officers in the school environment traditionally have primary roles of protection and enforcement, although many have ancillary roles of educating and mentoring students. However, the use of police in schools has also been associated with the formalization of student discipline and the criminalization of minor misconduct. Specifically, an increase in the number of officers in schools has mirrored an increase in the number of arrests and citations for relatively minor offenses. We argue that officers' socialization and training create role conflict in that the duty to enforce the law competes with other duties to mentor and nurture students. We present several hypothetical dilemmas and then illustrate how the “right thing to do” is determined by the perceived duties of the school safety officer. We conclude by presenting some modest suggestions on how to address the potential role conflict experienced by law enforcement officers working in schools.     

Can We Identify Bad Cops Based on History? Base Rates of Historical Markers in Law Enforcement Pre-employment Evaluations

While psychometric police selection processes have progressively evolved, the efficacy of simple background information has not been extensively evaluated. This study examined the utility of base rate information to predict job performance among law enforcement officers. Pre-employment historical markers from bad hires were compared to good hires from a large sample of 1536 officers. Of this sample, 205 officers were categorized as bad hires if they were arrested, had greater than five misconduct episodes, or were terminated for cause within 5 years following hire. Base rates of 40 pre-employment history variables were compared for good and bad hires. Analysis of markers showed that bad hires had a significantly higher frequency of markers across family factors, mental health variables, conduct problems, and criminal justice outcomes compared to good hires. Among the largest differences were history of multiple physical altercations, outpatient psychiatric treatment, and events related to previous law enforcement employment such as employer reprimands, suspensions, or fitness for duty evaluations. Many other intuitive markers occurred too infrequently to analyze or showed no significant difference between good hires and bad hires in law enforcement settings. Base rates in addition to psychological test data are necessary aspects of the police pre-employment evaluation.     

Predicting State Police Officer Performance in the Field Training Officer Program: What Can We Learn from the Cadet’s Performance in the Training Academy?

This paper examines the influence of the state police law enforcement academy on the performance of commissioned officers in the field training officer (FTO) program in a state in the Southeastern region of the United States. The police training academy is paramount in preparing cadets for the roles, responsibilities, and activities that graduates assume independently in the field. As such, it is important to understand the value added to future performance in the field through adequate preparation in the training academy. This study analyzes a sample of officers in the Southeastern region of the United States and explores the relationship between their performance as cadets in the academy and their performance as commissioned officers in the field training officer program. Through stepwise regression, the researcher concluded that the law enforcement training academy accounts for 10% of the performance variance of newly commissioned officers in the field officer training program. The researcher recommended further analysis of the law enforcement curriculum and of the field training officer program. This research should focus on the specific goals and objectives of the FTO program to ensure that the curriculum taught in the academy is properly aligned with the performance measures of the FTO program.     

民商法在公安执法中的地位研究

民商法的平等、权利保护、诚信等基本原则对树立人民警察的执法理念具有重要作用,对维护人民警察自身合法利益也具有重要意义。现在,公安机关在具体执法工作中愈来愈多地应用民商法知识。因此,研究民商法在公安执法工作中的地位,有助于扭转以往公安工作重刑轻民的传统观念,提高警察的素质,更好地发挥人民警察的作用。     

The theory of planned behavior and policing: how attitudes about behavior,subjective norms,and perceived behavioral control affect the discretionary enforcement decisions of police officers

This research used qualitative methods to investigate police officer decision-making processes within the context of the theory of planned behavior from the discipline of psychology. Interviews with police officers were conducted to elicit how the constructs of attitudes about enforcement behaviors, subjective norms, and perceived behavioral control manifest themselves in a policing context and how they affect the enforcement decisions that police officers ultimately make. The results indicated that officer attitudes about enforcement behaviors impact the decisions officers make with the caution that the impact of these attitudes varies across varying situational contexts. In terms of subjective norms, officers were primarily concerned with supervisor expectations more than the expectations of coworkers or the community in general. Officer decisions are also impacted by perceived limits on their discretion with these perceived limits being largely conditioned by offense seriousness. Theoretical implications of the findings and directions for future research are discussed.     

Implications for Criminal Justice from the 2002 and 2006 Department of Defense Gender Relations and Sexual Harrasment Surveys

Sexual misconduct has emerged as a widespread problem throughout the criminal justice system as indicated by law enforcement officer sexual assault incidents in various cities and the findings of the recent National Prison Rape Elimination Act Research Commission. Through multivariate statistical analysis of data from two Department of Defense-wide surveys (2002 and 2006), this paper examines the indicators and cofounders of sexism, sexual harassment, and sexual assault with attention to change during the study period. Findings inform a suggested anticipatory model for prevention and intervention in military settings that, based on shared characteristics such as male dominance and authoritarian culture, provide an approximate reference context for criminal justice sexual misconduct best practices consideration.     

Patrol Officer Perceptions of Agency Rewards and Punishments: A Research Note

The theory of operant conditioning is based on the premise that people are motivated to engage in, or refrain from, certain behaviors because of the rewards and punishments they may receive (Honig 1966; Skinner 1974). While managers within law enforcement agencies frequently use both rewards and punishments to try to guide the behavior of their officers, little information exists about how police officers perceive the rewards and punishments they utilize. This study surveyed a sample of patrol officers to determine how they ranked the value of several specific rewards, and the severity of several specific punishments. The findings suggested that a hierarchy of rewards and punishments exists in the minds of law enforcement officers, the ranking seemed to be associated with how they could impact the officer’s off-duty quality of life, and significant variation existed between officer responses. Interesting differences were also found by officer gender, tenure, and education.     

Public Experiences of Police Violence and Corruption in Contemporary Russia: A Case of Predatory Policing?

“Predatory policing” occurs where police officers mainly use their authority to advance their own material interests rather than to fight crime or protect the interests of elites. These practices have the potential to seriously compromise the public's trust in the police and other legal institutions, such as courts. Using data from six surveys and nine focus groups conducted in Russia, we address four empirical questions: (1) How widespread are public encounters with police violence and police corruption in Russia? (2) To what extent does exposure to these two forms of police misconduct vary by social and economic characteristics? (3) How do Russians perceive the police, the courts, and the use of violent methods by the police? (4) How, if at all, do experiences of police misconduct affect these perceptions? Our results suggest that Russia conforms to a model of predatory policing. Despite substantial differences in its law enforcement institutions and cultural norms regarding the law, Russia resembles the United States in that direct experiences of police abuse reduce confidence in the police and in the legal system more generally. The prevalence of predatory policing in Russia has undermined Russia's democratic transition, which should call attention to the indispensable role of the police and other public institutions in the success of democratic reforms.     

Police drinking behavior and organizational deviance: An exploratory approach

Contemporary literature on police officer subculture has focused on correlates of cynicism while ignoring behavioral manifestations within law enforcement organizations. This paper explores the relationships between trouble due to drinking, cynicism, absenteeism, rank and deviation from police officers. Antecedent variables examined by regression analysis are observed to explain forty-eight percent of the total variance in police officer drinking scores and is highly significant. The relationship between a modified version of the Niederhoffer cynicism scale and the trouble due to drinking scale [r=−.22] is in an opposite direction than expected from anomie theory and seems to suggest that drinking behavior is an alternate adaptation to the stresses and strains of policing for older, higher ranking officers.     

Racial profiling and searches: Did the politics of racial profiling change police behavior?*

Research Summary Scholarly research has documented repeatedly that minority citizens are disproportionately stopped, searched, and arrested relative to their baseline populations. In recent years, policymakers have brought increased attention to this issue as law‐enforcement agencies across the United States have faced allegations of racial profiling. In the 1990s, the politics generated by accounts of racially biased policing placed heightened pressure on law‐enforcement agencies. However, to date, few studies have explored whether the increased social and political scrutiny placed on police organizations influenced or changed their general pattern of enforcement among black and white citizens. Using data in the search and citation file from the North Carolina Highway Traffic Study, this research specifically examined whether the politics generated by the media coverage of racial profiling and racial profiling legislation in North Carolina influenced the search practices of officers of the North Carolina State Highway Patrol's drug interdiction team. The findings suggest that media accounts and the passage of new legislation were particularly powerful influences, which thereby reduced racial disparity in searches. Declines in the use of consent searches and an increased probability of finding contraband also were influenced by the politics of racial profiling. Policy Implications The results of this study suggest several important policy recommendations. First, law‐enforcement agencies must monitor the policing practices of their officers because such supervision can influence officer compliance with fair and unbiased policing policies. Next, supervisors need to familiarize themselves with enforcement data to identify potential problem officers and organizational practices. By doing so, police organizations will not only increase officer accountability but also will potentially improve communication with their local communities. Such communication can empower community members to file charges against officers who violate their civil rights. Next, the media and political effects documented in this study suggest that external oversight can be particularly influential on police practices. Therefore, police agencies should consider developing a citizen complaint board, which is an external oversight board that would be responsible for investigating allegations against officers who engage in racial profiling or other racially biased enforcement practices. Such a board could assist police administrators in identifying problem officers as well as in making recommendations for corrective action. Finally, external social and political pressure must continually be placed on police forces to improve equity in police behavior. These external forces can assist in creating opportunities for police to increase the overall quality and efficacy of policing.     

Integration of Pre-Employment Polygraph Screening into the Police Selection Process

The authors provide a polygraph primer for police psychologists involved in law enforcement personnel selection. Law-enforcement pre-employment polygraph examinations are a decision-support tool intended to add incremental validity to the personnel selection process. Problems stemming from the use of the polygraph may be related to misunderstanding of the polygraph test and to field practices surrounding the use of polygraphy in the police selection process. Potential problems can result from ineffective selection of test issues, poorly constructed test questions and misguided policies surrounding the use of the polygraph. The authors review the history of polygraph screening, research, and field practices, and suggest that using polygraph results alone to disqualify a candidate from employment is a misguided field practice. Suggestions are offered for maximizing the decision-support value of the polygraph. Polygraph examination targets are discussed, with emphasis on selecting actuarially derived predictors associated with increased success in law enforcement training and job performance. The authors provide recommendations for field practice, and propose that police psychologists may be most suited to effectively integrate the polygraph results and information into the hiring recommendation process.