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.     

An empirical assessment of Niederhoffer's police cynicism scale

For some time there has been an intensive effort among police scholars to determine the attitudes of law enforcement personnel. Their efforts have focused particularly on the determinants of police cynicism. However, to date, there has only been one attempt to construct an index estimating that attitude—Niederhoffer's in 1967. Thus, all discussions of police cynicism rest on that index.This paper examines for the first time the reliability and validity of that instrument on a separate population of police personnel. The results were significant. First, it is shown that the index has an extremely low reliability and validity. Then, it is revealed that the index is tapping at least five separate dimensions of cynicism—not one, as police scholars so frequently assert.The implications from this research are great. The most obvious is that it is time to stop discussing the “cynical cop.” Instead, social scientist can begin specifying toward which dimensions of the occupation officers with particular traits are likely to become cynical. Second, the findings indicate the need to develop additional measures of police cynicism that are more reliable and valid than the sole existing index.     

POLICE CYNICISM RECONSIDERED An Application of Smallest Space Analysis

Niederhoffer, following Durkheim, proposed a linear causal model to explain police anomia. Using data from an availability sample of New York City police, he breaks into the chain of variables at frustration and terminates the analysis with cynicism measured by a twenty-item scale. This study replicates Niederhoffer's research with a population of urban police, examines the nature and incidence of cynicism, and tests the relationships between various indices of frustration, cynicism, and anomia. Contrary to Niederhoffer's expectations, cynicism is not prevalent among police outside New York City; cynicism my be described adequately only with reference to three dimensions; most indices of frustration do not significantly correlate with two subscales of cynicism; and cynicism does not intervene in the relationships between a number of independent variables and anornh. An alternate model based on Merton's conceptualization of anomin as the result of a discrepancy in cultural values and institutionalized means for attaining such goals was tested. It was found that perceived means-goals discrepancy vis-à-vis legal norms and goals intervened in the relationships between rank and anomia and years on force and anomia.     

Measurement of police cynicism: A factor scaling approach

Niederhoffer's police cynicism index is assessed in an attempt to identify and refine specific dimensions of police cynicism. Through a principal component factor analysis, a three-factor structure was identified. Three factor scales were developed, and their internal consistency, reliability, and predictive validity were compared with those of the original index. Overall, although less reliable, the factor scales proved to be more powerful predictors of salient criterion variables and to offer greater conceptual clarity in studying the effects of police cynicism.     

Anxiety and cynicism: Companions of the police officer

The work of enforcing the law has inherently aerated anxiety and cynicism among police officers. Through the use of Neiderhoffer’s Police Cynicism Scale and the State-Trait Anxiety Inventory, the levels of anxiety and cynicism were measured in a random sample of peace officers from the Attanta area. The authors found, through the use of a single-factor analysis of variance, that when anxiety decreased, cynicism decreased. One conclusion, contrary to earlier studies, was that cynicism is higher among new police officers than among veteran officers.     

Juvenile probation officer cynicism

This article addresses the question of cynicism among juvenile probation officers in Alabama. The findings reveal that Alabama juvenile probation officers are not as cynical as police and correctional officers have been found to be. It also reports that Alabama juvenile probation officer cynicism cannot be explained by the demographic variables of sex, length of service, and age.     

Cynicism and job satisfaction in policing: Muddying the waters

Since Niederhoffer’s (1969) pioneering work, police cynicism has been a staple in research on police officers and police work, various typologies of police officers and definitions of the police subculture or police personality rely to a greater or lesser degree on conceptions of cynicism and suspicion. More recent research has questioned both the validity of measures of cynicism and typologies of police officers. The present study examines the link between cynicism and job satisfaction which is implicit in the literature. Findings indicate not only that these two factors are correlated, but also that relationships reported between cynicism and other factors in policing are mirrored by correlations between those factors and a measure of job satisfaction. The question which arises is, to what degree are correlations reported in the literature spurious, resulting not from cynicism, as was thought, but from a more generic measure of job satisfaction?     

Drug Globalization: Eventual Legalization of Beer in Iceland and Marihuana Decriminalization in the USA

This article discusses whether different motivations for and perceptions of the police role, either as ‘law and order‐oriented thrill‐seekers’ or as ‘social workers’ lead officers to adopt different approaches towards the public. The first category police rank‐and‐file officers' desire for action and excitement, causing them to perceive policing as a mission, also causes them to have a distorted view of reality whereby they perceive members of the public either as significant adversaries or as insignificant ones. For them, ‘real police work’ means chasing and catching villains, and this delusional picture of what policing is may lead them to enlarge and redefine ‘insignificant criminals’ and thus perceive them as ‘villains’ who merit and justify police targeting. However, as these insignificant criminals—beggars, drug addicts, vagrants, ethnic minority youths, and drunks—are not perceived as actually ‘significant adversaries’, the targeting of and encounters with them also produce fatigue in police officers as these activities fail to comply with many police officers' desire to ‘catch the villain’, and the encounters are repetitive and tedious. Police fatigue and stereotyping may entail cynicism due to the ways in which some groups respond to police targeting, such as accusing the police of racism or threatening them with complaints. It is argued that the first type of police officers to a larger degree will experience fatigue and cynicism than the second type of officers—‘the social workers’—who are motivated by a will to ‘help others’, and who receive more rewarding responses from the public.     

Predicting aggression in police officers using the MMPI-2

This study attempted to determine if any of four MMPI-2 scales formulated to measure various forms of hostility or aggression is useful in predicting aggressive behavior among police officers. In our analysis of 80 officers from two police departments, we found that some scales predicted supervisor ratings of officer performance in one of the departments but not in the second department. In one department, officers with higher ANG scores or HOS scores, or lower O-H scores, were judged by supervisors to be more assertive. Officers from the same department with higher HO scores or lower O-H scores received moire justified citizen complaints. We discuss the importance of predicting aggression in police officers, the difficulty of making this prediction using MMPI-2 scores, and differences between the two departments that might have impacted the outcome of this research. Authors' Note: Communications should be addressed to the authors at James Madison University, School of Psychology, MSC 7401, Harrisonburg VA 22807.     

Validating Niederhoffer's Cynicism Scale: The Case for Black Officers

Previous methodological reports in the literature about cynicism have concluded that the Niederhoffer Scale is unreliable and meaningless in predicting police officer behavior. The entire research has rested on small samples of white officers, despite the increasing presence of black officers in urban departments.

Past literature has examined the relationship between the cynicism scale and other attitudinal constructs. Despite the fact that the scale is intended to predict behavior, correlations between the scale and behavioral criterion variables have not been reported.

In this paper we present the results of conventional reliability analysis on a sample of black police union activists. The twenty item scale is resubjected to a five factor varimax solution. Only eight items are observed to reload on factors initially observed by Regoli (1976) and indicate little stability within internal factor configurations.     

The validity of Niederhoffer's cynicism scale

Arthur Niederhoffer's (1967) Behind the Shield is widely regarded as a classic in the policing literature, yet problems associated with measurement of the key latent trait, cynicism, have limited the extent to which conclusions may be drawn from Niederhoffer's work, as well as some subsequent police cynicism research. In this article, Niederhoffer's research is revisited using survey data recently collected from a random sample of 499 Philadelphia police officers. The analysis begins by examining the validity of Regoli's (1976) modified cynicism scale from the perspective of Item Response Theory (IRT), using Rasch modeling techniques in an effort to more fully understand the scale's measurement properties. Then, Niederhoffer's primary research hypothesis is revisited. Three main findings are drawn: (1) the Likert response categories are being used by respondents as intended; (2) some of the scale items exhibit gender and race bias; and (3) the scale can be improved by dropping several items. Once the scale is adjusted, the findings indicate that the relationship between officer cynicism and years of service is slightly stronger than when the scale is used in its original form. Further, regression analyses yield theoretically consistent findings for the relationship between cynicism and one job-related measure (departmental disciplinary charges).     

Cynicism: A factor in corrections work

Cynicism has long been known to be a characteristic in police work. A research study was undertaken to determine levels of cynicism commonly found among corrections workers. A twenty-question cynicism test, based on the one used by Niederhoffer in his study of New York City police officers, was used, but it was modified to fit the correctional setting. Results indicated a moderátely high level of operating cynicism in corrections officers, especially in those who work in “treatment” institutions.     

An attestation of the spatiality and saliency of police culture: a cross comparison study of croatian and cypriot novice law enforcers

It is often maintained that factors such as the multifarious and exigent nature of the police profession, the diversity of police personnel, and the dissimilar socioeconomic and political settings which surround the sphere of policing, fragment the shared values, beliefs, and norms of police officers. As a result, the spatiality and saliency of such values (police culture), is doubted, if not denied. Such being the case, the article sets out to examine whether or not police culture, as documented to exist in Anglo-American police organisations, is reflected in two disparate settings, namely the Croatian and Cyprus Police. For attesting the foregoing, quantitative research was undertaken in these two settings. Upon analysing the responses of novice law enforcers (n = 185), it was found that the core constituents of police culture (isolation, suspicion, brotherhood, and cynicism), besides cynicism – which was partially supported – manifested in both police organisations.     

A Pilot Study to Develop the Police Transformational Leadership Scale (PTLS) and Examine Its Associations with Psychosocial Well-Being of Officers

In these times of increased tensions between police officers and their communities, the need for effective police leadership is more important than ever. Past research suggests that a transformational style of leadership is preferred by most officers, with supervisors who are good communicators, trustworthy, effective at training officers for changing times, and able to create a shared cooperative vision. The present study developed a new Transformational Police Leadership Scale (TPLS) that police departments might eventually use to assess supervisor leadership characteristics. Participants included 152 US police officers who completed anonymous surveys to report demographics, to rate leadership behaviors of immediate supervisors, and to report their psychosocial well-being (self-esteem, perceived police social support, romantic partner conflict). Exploratory factor analysis produced a 20-item TPLS with three dimensions showing acceptable internal reliability and test-retest reliability: Clear Communication, Training and Cooperation, and Fairness and Honesty. The three TPLS dimensions were not associated with demographics (age, gender, marital status, college education, patrol officer rank, years of service), suggesting their relevance to a variety of officers. The TPLS dimensions significantly explained variance in psychosocial well-being of police officers including better self-esteem (R ² = .11), more perceived police social support (R ² = .30), and less romantic partner conflict (R ² = .12). Future research could expand evaluation of TPLS psychometric characteristics such as confirmatory factor analysis with larger and more diverse sample, inter-rater reliability, and convergent validity with other non-police measures of transformative leadership.     

Correlates Of Cynicism: The Case For Black Police Officers

In this paper we test the relationship between perceived satisfaction with promotion policy and cynical attitudes for fifty-seven black male officers in a southern metropolitan police department. Correlation analyses revealed that selected variables taken from the Niederhoffer (1967) model relate to feelings of mistrust in hypothesized directions. Satisfaction with promotion policy was observed to be the most important predictor of cynicism after controlling for the effects of rank, years of service, and education. Equity motivation theory is then presented as an approach to modify traditional opportunity structures grounded in politics and seniority.     

An Exploratory Study of Two Decades of Promotional Testing in a Metropolitan Police Department

This study explored the career progression of police officers in a police department by examining the relation among 13 promotional tests at four ranks administered to 1,960 candidates over two decades. It was hypothesized that performance on promotional tests would be relatively stable during a law enforcement career, consistent with research demonstrating consistency in general mental ability. Overall, 28% of subjects retested one or more times and their retest scores on non-equivalent forms correlated about .40 with their initial scores. On average, subjects increased their score by one-fifth of a standard deviation by retesting. With some exceptions, candidate performance on promotional tests significantly correlated with tests for the immediately superior rank as well as tests for higher ranks as much as 15 years later. However, using multiple regression to predict performance on higher rank tests by combining lower rank tests was unsuccessful. Implications for the management of police promotional testing programs are discussed as well as suggestions for future research.     

Police and Alcohol Use: A Descriptive Analysis and Associations with Stress Outcomes

Alcohol misuse is a significant problem in police work. This study describes alcohol use correlates and examines psychological outcomes of stress associated with the use and level of alcohol by police officers. Measures: (1) AUDIT-Alcohol Use Disorders Identification Test; (2) demographics; (3) Center for Epidemiological Studies Depression scale; (4) Impact of Events Scale (PTSD); and (5) life events scale. The mean AUDIT score was M = 5.64 (low risk <8). Male officers had significantly higher scores in overall AUDIT total, hazardous alcohol use domain, and dependent symptoms domain (p = 0.004, 0.002, 0.031, respectively). Women officers in the hazardous drinking range on the AUDIT were significantly younger than women officers in the lower AUDIT range (p = 0.050). Males in the hazardous drinking range had significantly higher external life event scores than females (p = 0.037), suggesting a need for increased attention to the spillover effect of police work.     

Assessing police work experiences: Development of the police daily hassles and uplifts scales

The development of two self-report scales that measure police daily hassles and uplifts is reported These scales reflect the positive and negative work experiences common to police officers. Self-report questionnaire data were provided by 330 police officers drawn from a systematic sample of all ranks and work sections within an Australian police department. Results showed that 19 dimensions of police hassles and 12 dimensions of police uplifts could be grouped into two broad domains of organizational and operational experiences. Correlations with job satisfaction and perceived quality of life (PQOL) indicators supported the construct validity of the scales and suggested that organizational hassles and uplifts were more important than operational experiences in determining a police officer's PQOL. When compared to population norms, police officers reported more favorable levels of PQOL. These results raise questions about the assertion that policing is highly stresful, and they demonstrate the need for a more systemic view of police work that takes into account experiences that are beneficial as well as experiences that are harmful to an officer's well-being.     

The psychopathic deviate scale of the MMPI in police selection

The Psychopathic Deviate (Pd) Scale of the MMPI is often used by police departments in police selection. Unfortunately very little research data exists to substantiate the power of the Pd scale in police selection. In this study, self-ratings of satisfaction and performance of police officers were assessed using the Zytowski Personal Data Questionnaire. The Pd scale showed promise but the correlation between Pd and rated satisfaction was non-significant. When the scale was divided into Pd Obvious and Pd Subtle and correlated with satisfaction, a significant correlation between Pd Subtle and rated satisfaction emerged. When male officers alone were assessed, the results were even more significant. Included in the Pd Subtle are less transparent items which is a partial explanation of the results. For males, the Pd2 Authority Problems scale correlated significantly with both satisfaction and performance. The promise of the Pd Subtle as well as the Pd2 scales need to be investigated further.