The effects of tenure on police officer personality functioning

The study compared pre-employment and current MMPI/MMPI-2 Basic Scale scores of small- and mid-size city Texas municipal police officers to assess longitudinal personality change. Participants had at least five years continuous, “street level” police experience. Twenty-three veteran police officers from a mid-size city and 19 small-city police officers volunteered to participate. Pre-employment MMPI/MMPI-2 information was obtained from police department records. Current MMPI-2 data was collected in small group or individual administrations. Significant increases in K-corrected T-Scores occurred on Scale F and eight of the Basic Scales; L and K decreased significantly. Mean scores remained within the normal range. Mid-size city officers produced higher K and 5 scores than small-city officers. Authors' Note: We gratefully acknowledge the assistance of Rick Bradstreet, Ph.D., and E. S. Collins, Chief of Police, in the data collection process. The results of this study were presented at the Annual Convention of the American Psychological Society in Denver, Colorado, in June 1999.     

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.     

The MMPI-2 and statisfactory police academy performance: Differences and correlations

The Minnesota Multiphasic Personality Inventory (MMPI) and its later revision (MMPI-2) have been the most frequently employed psychological instrument in the selection of law enforcement officers (Bartol, 1996). In this study, state police trooper cadets were given a broad number of measures including the MMPI-2 prior to academy admission. Their performance at the police academy was then analyzed and related to their performance on the MMPI-2. Using step-wise multiple linear regression. Hy3 and Sc4 scores produced significant negative correlation’s with academy final grade point average. Student’s unpaired 1-tests between successful and unsuccessful cadets revealed differences between the groups for several MMPI-2 subscales including, but not limited to, K, MA, and SI, Lastly, logistic regression revealed no single subscale, or combination of subscales, which significantly predicted classification of the cadets as either successful or unsuccessful based on their MMPI-2 scores alone. Author Note: Elements of this article have been presented at the 27^th Annual Conference of the Society of Police and Criminal Psychology in Portland, OR, October 1998.     

Use of the MMPI-2 to predict the employment continuation and performance ratings of recently hired police officers

The MMPI-2 is one of the most frequently employed instruments for the selection of police officers. Serafino and Serafino (1997) collected data which involved information about employment continuation and ratings by supervisors of 32 police officers who had recently been hired and who had been given the MMPI-2 during the hiring process. In this study, the Paranoia Obvious (Pa) and Paranoia Subtle (Ps) scales proved to be the significant. Pa Subtle correlated with removal whereas Pa Obvious correlated with rating. Higher scores on Pa Subtle correlated significantly with being removed from the job, whereas low scores on the Pa Obvious correlated with higher ratings of performance by supervisors. Discussion of the results involved the fact that Subtle Pa scores would suggest paranoid tendencies not easily detected during the interview. Since most high Pa Obvious individuals would have been eliminated in the hiring process, expression of this tendency was at a low level after being hired but if present resulted in low ratings. Significant predictors were noted to be very much a function of the type of criterion variable employed in the study.     

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.     

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.     

A Meta-Analytic Review of Minnesota Multiphasic Personality Inventory—2nd Edition (MMPI-2) Profile Elevations Following Traumatic Brain Injury

Psychologists often use the Minnesota Multiphasic Personality Inventory (MMPI) and, more recently, its successor, the MMPI-2, to assess personality and psychological disturbances following traumatic brain injury (TBI). The present meta-analysis examined the pattern of mean Hedges’ d values on MMPI-2 validity (L, F, K) and clinical (1–4, 6–0) scales in individuals with TBI. Database keyword searches yielded ten studies providing post-TBI MMPI-2 profiles. Studies were required to include a pure TBI sample, individuals who were ≥18 at injury, and means and standard deviations for most MMPI-2 clinical scales. Analyses showed large effects for MMPI-2 scales F, 1, 2, 3, 7, and 8. Using Q statistics, moderating effects were found for TBI severity on scale 7 and for compensation-seeking/litigation status on scales 1, 2, 3, and 7. No significant effects were found for time post-injury. The available information was insufficient to examine the effect of lesion location, pre-injury personality and psychopathology, or time post-injury for samples with differing injury severities on MMPI-2 profiles. Results suggest that individuals with TBI report significant levels of psychopathology that may be moderated by TBI severity and compensation-seeking/litigation status. Discussion includes a literature critique given the meta-analytic findings and implications for future study of personality following TBI.     

Incremental validity of MMPI and MMPI-2 clinical scales in detecting malingering

The efficacy of the F scale and F-K index in detecting faking of a mental illness was investigated for both the MMPI and MMPI-2. A total of 72 undergraduate students completed the MMPI and 74 completed the MMPI-2 after receiving instructions to feign severe mental illness. Student responses were analyzed against MMPI (n=180) and MMPI-2 (n=76) data obtained from psychiatric inpatients diagnosed with severe mental illnesses. Multiple regression analysis of the validity scales and F-K index indicate that the F scale is the best predictor of malingering both for the MMPI (r=64) and MMPI-2 (r=.74) and the two samples combined (r=.71). The Si and D scales accounted for statistically significant, yet small, amounts of incremental validity. The presence of a “sawtooth” pattern did not add any incremental validity. Though an F scale cut-off score of T>109 resulted in an 85.9% classification accuracy rate, it appears that categorizing scores into one of five ranges results in better classification accuracy than a single cut-off score.     

Predicting Police Aggression: Comparing Traditional and Non-Traditional Prediction Models

Psychologists can help to reduce inappropriate aggressive behavior through careful screening of police officer candidates. The purpose of this study was to identify whether the IAT Reasoning Test (IAT), a measure of trait aggression, and a Monetary Delay Discounting Task (MDDT), a measure of behavioral control, could predict on-the-job police aggression better than the MMPI-2. We administered the MMPI-2, the IAT, and the MDDT to 85 police officers. Three prediction models were created using scores on the IAT and the MDDT, and scales from the MMPI-2. Model 1 included the IAT and the MDDT. Model 2 included MMPI-2 scales Hostility (HO), Overcontrolled Hostility (OH), and Anger (ANG). Model 3 included MMPI-2 scales Frequency (F), Hysteria (HY), and Psychopathic Deviate (PD). We found that Model 1 was the only predictor of supervisors?? ratings of on-the-job aggression, however, the predictive utility of this model was attributable primarily to the MDDT predictor. Based on these findings, we suggest that using measures of behavioral control during preemployment screening may help to identify potentially aggressive police officer candidates.     

Impression Management in Police Officer Candidacy on the MMPI-2

It is well documented that candidates in employment situations attempt to present overly positive pictures of themselves that may be inaccurate. Police officer candidacy situations are not an exception. They are more critical to the public welfare, however, because of the sensitive nature of police officers as an interface between government and the community. For this reason, the study of impression management using devices that are employed in police selection is of great importance. This study used 36 college students to whom the MMPI-2 was administered, first under standard conditions (control condition) in which the students responded as they ordinarily would and second, under a set of special instructions (experimental condition) which instructed them to respond as if they were police officer candidates. The two profiles were compared. As hypothesized, the Lie (L) and Correction (K) scales were elevated in the experimental condition. An inspection of the clinical scales revealed that all tended to be lower in the experimental condition than in the control condition, with the exception of Masculinity-Femininity (Mf), Psychopathic Deviate (Pd), Paranoia (Pa), and Hypomania (Ma). Implications of these findings for officer candidate selection are discussed.     

Occupational stress and the line correctional officer

Stress is clearly a part of the human condition, especially in today’s crowded and complex society. In the criminal justice system in particular, occupational stress can be seen to be a problem for its employees. The present study examined aspects of stress for the line correctional officer, utilizing a number of approaches. Situations perceived as stressful were identified by interviews conducted with correctional officers. Information was then gathered by interviewing a second sample as to the types of coping responses available to correctional officers in these situations. The results indicated that officers reported periodic work overload, the handling of promotions, and conflicts with supervisors and initiates to be the most stressful situations. Correctional officers also indicated that in most of the stressful situations generated, there were few coping responses available to them, and that they had little or no control over these situations. Since most of the situations presented to correctional officers resulted in no constructive coping responses, the hypothesis was advanced that correctional officers who stay on the job develop cognitive coping processes in order to handle stressful situations. Furthermore, correctional officers tended to deny the stresses of the occupation and consequently experience feelings of helplessness and alienation.     

Use of the MMPI-2 Restructured Clinical (RC) Scales in Detecting Criminal Malingering

The purpose of the present study was to assess the effects of criminal malingering on the MMPI-2 Restructured Clinical (RC) scales. Sixty undergraduate students were given the MMPI-2 twice. One administration was conducted according to the MMPI-2 manual, and the other was given with a special set of malingering instructions specific to a prison setting. The two MMPI-2 profiles for each participant were scored for both the Basic and RC scales. Eight participants were eliminated from the data analysis due to validity (VRIN or TRIN) concerns. Data from the remaining 52 participants were analyzed using a 2 × 2 repeated measures ANOVA. Results showed that, as expected, the participants achieved higher MMPI-2 scores in the malingering condition. Also, participants achieved higher scores overall on the Basic scales and a significant interaction showed that participants achieved higher scores on the Basic Scales in the malingering condition than on the RC scales in that condition. These results supported prior research, indicating that malingerers produce elevated RC profiles. However, the present results also suggest that the Basic scales may be more effective in actually detecting malingerers, mainly due to the much lower ceiling on the RC scaled scores. Further implications of these findings for research and clinical work are also discussed.     

Effectiveness of citizen police academies in changing the attitudes, beliefs, and behavior of citizen participants

The purpose of this study was to determine whether the citzen police academies (CPA) in two cities were effective in changing participants’ attitudes, beliefs, and behavior toward police. Pre-and post-test questionnaires were used to obtain participants’ ratings of their attitudes and beliefs concerning police officers and their willingness to cooperate with police. Participants were also asked to indicate what cooperative behaviors they had actually engaged in before and/or during the CPA. At the end of the CPA, participants in both cities rated themselves as having more positive attitudes toward police, and more willingness to engage in behaviors that would help police. There was also an increase in actual performance of some cooperative behaviors during the CPA. These changes did not seem to be overly dependent on the jurisdiction (large versus small city), the demographics of the CPA participants, or the specific characteristics of the CPA curriculum.     

Does the stereotypical personality reported for the male police officer fit that of the female police officer

This research, using the content, validity and clinical scales found in the MMPI-2, investigates the differences in the psychological makeup of male versus female police recruits. The research design involves testing of police recruits on the first day of their academy experience. The literature on the police personality suggest that there exists a stereotype for male officers, a finding replicated in this study. The findings of this research also suggest that female officers do not generally fit the stereotype found in the study of male officers. An earlier version of this paper was present at the 1996 Annual Meeting of the Academy of Criminal Justice Sciences, March 12–16, 1996, Las Vegas, Nevada.     

Examining Prosocial Organizational Behavior Among Correctional Officers

Prosocial Organizational Behavior is defined by Brief and Motowidlo (1986) as “behavior which is (a) performed by a member of an organization, (b) directed toward an individual, group, or organization with whom he or she interacts while carrying out his or her organizational role, and (c) performed with the intention of promoting the welfare of the individual, group, or organization toward which it is directed” (p. 71). This study was designed to increase our understanding of prosocial organizational behavior among first line correctional officers. It was hypothesized that the individual difference variables of organizational commitment and the value of achievement would be related to prosocial behavior benefiting the organization and that empathy and the value concern for others would be related to prosocial acts benefiting specific individuals. While no significant correlations were found for achievement, empathy and concern for others, the variable organizational commitment was significantly related to all types of prosocial behaviors observed by supervisors in the work place. Commitment to the organization appears to be one explanation for correctional officers performing prosocial acts on the job.     

MMPI profiles of males accused of severe crimes: a cluster analysis

Abstract

In studies attempting to classify criminal offenders by cluster analysis of Minnesota Multiphasic Personality Inventory-2 (MMPI-2) data, the number of clusters found varied between 10 (the Megargee System) and two (one cluster indicating no psychopathology and one exhibiting serious psychopathology). The latter results raise doubts about the suitability of the MMPI-2 for classification in forensic settings. The present study aimed at deriving an empirical classification system using cluster analysis of 247 MMPI-2 profiles of pretrial criminal defendants in a forensic psychiatric observation clinic. Results indicated only a ‘non-disturbed’ and a ‘disturbed’ profile, differing on general elevation of MMPI-2 profiles but displaying no qualitatively distinct profiles. The clusters differed on age at admission and first conviction, indicating a late onset of criminal activity for disturbed offenders. Also, the clusters differed significantly on Axis I diagnosis and borderline significantly on Axis II diagnosis. The absence of distinct personality profiles between the clusters suggests restricted usefulness of the MMPI-2 in a forensic context of diverse and severe psychopathology and serious crimes. Either the investigated population is in fact extremely homogeneous, truly comprising only two kinds of offenders, or the types of offenders in these populations are not effectively distinguished by the MMPI-2.     

Psychological characteristics of successful SWAT/Tactical Response Team personnel

The purpose of the present study is to determine if the Wonderlic Personnel Test (WPT), California Psychological Inventory (CPI), and Fundamental Interpersonal Relations Organization Behavior (FIRO-B) may be used to identify psychological characteristics of successful SWAT/Tactical Response Team personnel. Thirty-four caucasian male subjects ranging in age between 26 to 45 years served as subjects. Education levels ranged from high school diploma to graduate degrees. Means and standard deviations for assessment instruments are presented. In part two, supervisors rated each participant for their general effectiveness as SWAT/Tactical Response, Team personnel. The highest rated third of subjects was compared with the lowest rated third. The Newman-Keuls test was utilized to maintain the familywise error rate. Univariate ANOVA’S indicated statistically significant differences between the highest and lowest rated groups on CPI scales V2, SO and FM at the 05 level. John T. Super, Manatee County Sheriff’s Office, Behavior Science Unit.     

Associations between MMPI-2-RF (Restructured Form) and Inwald Personality Inventory (IPI) Scale Scores in a Law Enforcement Preemployment Screening Sample

The MMPI-2 is widely used in assessments of police officer candidates. The MMPI-2-RF, composed of 338 of the 567 MMPI-2 items, is designed to measure the core clinical constructs assessed by the MMPI-2, but in a more psychometrically sound and efficient manner (Ben-Porath and Tellegen 2008/2011). Law enforcement comparison group data are embedded in the scoring software for the inventory, and reported in the User’s Guide for the MMPI-2-RF Police Candidate Interpretive Report (PCIR; Corey and Ben-Porath 2014). In the present concurrent validity study, conceptually based hypotheses regarding associations between MMPI-2-RF scales and scores on the Inwald Personality Inventory (IPI, Inwald et al. 1982; Hilson Research 2006), a test specifically designed to screen law enforcement officers, were tested with a sample of 277 male, full-time police officer candidates from four separate police departments of varying sizes examined after a conditional offer of employment was tendered. The majority of participants were Caucasian (69%), followed by African-American (27%), or Other/Mixed ethnicity (4%). Our hypotheses were largely borne out, lending support to the construct validity of the MMPI-2-RF and the ability of scores on the inventory to assess variables relevant to police candidate evaluations.     

General job stress and job-specific stress in juvenile correctional officers

Measures of general job stress (Job Stress Index—JSI; Sandman, 1992) and appraisal of specific job-related stressors (SSOSQ; Anson et al., 1997) were administered to 413 juvenile correctional officers (JCOs) and to eighty-four of their supervisors. JCOs evaluated their work environment as more stressful on the JSI than workers in the normative sample on every job stress dimension except ‘time pressure’. The highest stress intensity score was in the area of ‘competence of others’, however, the highest score relative to workers in other vocations was for ‘physical demands and danger’. JCOs who had been employed longer and had higher educational attainment had higher JSI scores; no JSI differences were found as a function of JCO race or gender. Supervisor rankings of sources of stress for themselves were virtually identical to those of JCOs, although overall stress intensity ratings were significantly lower for supervisors. On the more job-specific SSOSQ, lack of support by agency, long hours, and inadequate tools for the job eclipsed physical danger as stressors. On this measure, non-Caucasians and those with longer tenure on the job had higher stress scores, particularly in the area of physical danger; females versus males reported higher stress stemming from lack of support by agency and everyday job duties. Supervisors rated JCOs' work environment as more stressful than JCOs did themselves, but rankings of stressors by JCOs, supervisors, and by adult officers in Anson et al.'s sample were not significantly different, indicating generalizability to a wide range of correctional settings. Findings are discussed in terms of implications for development of stress management interventions oriented around increasing officers' autonomy and sense of control.