Compulsive traits and police officer performance

As a general rule, pathologies tend to impair job performance. In a study involving performance criteria and the Personality Assessment Inventory in a sample of Louisiana police officers (N=800), OCD characteristics correlated significantly in a negative direction with several performance criteria, such as involvement in an on-duty or off-duty at fault moving violation, number of on-duty or off-duty at fault moving violations, any citizen complaints regarding unprofessional conduct, number of unprofessional conduct, and accusation in any way of racially offensive conduct, behavior, verbalization, or complaints. It has been found that the traits of obsessive-compulsive disorder, in moderation, may actually improve performance in police officers. This agrees with the Yerkes-Dodson law, which states that peak performance occurs when a person experiences mild to moderate levels of stress. Authors' Note: Emily DeCoster-Martin was an undergraduate psychology major at The University of Evansville at the time this paper was written. William U. Weiss, Ph.D., is a professor in the Department of Psychology, The University of Evansville, 1800 Lincoln Av., Evansville, IN 47722. Robert D. Davis, Ph.D., is executive vice-president and director of science, research, and development for Matrix, Inc., Baton Rouge, Louisiana. Cary Rostow, Ph.D. is president of Matrix, Inc.     

An exploratory examination of pre-employment psychological testing of police officer candidates with a hispanic surname

For many years, potential police recruits have had to undergo a variety of pre-employment tests. The testing process includes physical and psychological procedures. In more recent years the psychological testing has received more scrutiny with some states requiring the conducting of more than one procedure. Of particular popularity among psychological testing tools has been the Minnesota Multiple Personality Inventory (MMPI). While the discussions continue as to the veracity of this test for helping choose police candidates, little has been said about the racial or ethnic influence. This article examines a 15-year cohort of potential police recruits having a Hispanic surname as to the outcomes of their MMPI scores.     

Identifying variation in police officer behavior between juveniles and adults

This research explores the basis of officer decision making during encounters with juvenile suspects, and compares these encounters to those between police and adults. Specifically, two types of officer behavior are examined: the decision to arrest, and the exercise of authority. Officer behavior during encounters with juvenile suspects is compared and contrasted to encounters with adult suspects. Results from multivariate analyses find juveniles are significantly more likely to be arrested than adults; however, officers do not exercise different levels of authority during interactions with juvenile suspects. Results also indicate that the factors shaping officer behavior varies across age of suspect, namely, the community context and officer's race offer significantly different influences on juveniles than on adults. Other factors also influence officer discretion differently depending on the age of the suspect, most noteworthy being disrespectful demeanor. The results indicate that police officer behavior during encounters with juvenile suspects is very different than during encounters with adults.     

Prediction of police officer performance with the inwald personality inventory

The Inwald Personality Inventory (IPI) was administered to police officer applicants during pre-employment psychological screening. Scores were used to predict applicant performance, as rated by supervisors, after one year of active duty and change in performance over a 10-month period. Performance was significantly predicted by IPI scales, including Family Conflicts, Guardedness, and Driving Violations. These findings support the predictive validity of the IPI and identify specific characteristics of applicants that may influence performance in the field. Author's Note: Paul Detrick, PhD, Florissant Psychological Services; John T. Chibnall, PhD, Department of Psychiatry, Saint Louis University School of Medicine. The authors thank Sarah Crank, Mariann Luther, and Dinah Michael for their helpful assistance with this project. Special thanks to Captain John Roach of the St. Louis Conty Police Department for his valuable support and contributions. Correspondence concerning this article should be addressed to Paul Detrick Florissant Psychological Services     

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.     

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.     

Administrative interventions on police shooting discretion: An empirical examination

In August, 1972, the New York City Police Department promulgated administrative shooting guidelines and shooting incident review procedures far more restrictive than former statutory “defense of life” and “fleeing felon” justifications for police shooting. Using a data base that includes all reported New York City police firearms discharges and serious assaults on police between 1971 and 1975, this article examines the effects of the new guidelines and procedures on shooting frequencies, patterns, and consequences.Great decreases in “fleeing felon” shootings, “warning shots,” and shooting-opponent injuries and deaths were found to be associated with the new rules. This change also appeared to have a favorable effect on line-of-duty officer deaths and serious injuries. The implications of these findings are discussed.     

Hispanic perception of police performance: An empirical assessment

This exploratory study examines relationships between the police and Hispanics in Texas. Specifically, data were collected on Hispanic evaluations of police performance, expectations of police performance, and overall satisfaction with the police. A sample of 500 Hispanics throughout the state of Texas were surveyed on their experienced and perceived relationships with three levels of police agencies: local (municipal) police, sheriff's officers, and the state's Department of Public Safety. Findings are reported based upon overall ratings of the police, victim-related data, and data from individuals who had any form of contact with the police. Significant findings show that any form of contact with the police appeared to lower the rating of police performance. This appears to be a product of the interaction between high public expectations and qualitatively poor police performance. Further findings indicate that an increase in the fear of crime among Hispanics lowered evaluations of local police. Similarly, victimization lowered the evaluation of local police, the county sheriff, and the Department of Public Safety. Hispanics also perceived that officers have a “bad attitude,” that the police need to patrol and investigate more, that response time should be improved, and that there should be less discrimination against Hispanics. These findings appear to be largely influenced by ineffective communication (both symbolic and linguistic) and cultural conflict.     

An exploration of attitudes and support needs of police officer negotiators involved in suicide negotiation

This study explored the attitudes and support needs of police officer negotiators involved in suicide negotiation. A qualitative approach was adopted, applying principles of grounded theory research. Purposive sampling was used and 16 semi-structured interviews conducted. Strategies and processes taught during training for the role constituted an important support mechanism. The lack of formal processes to support participants’ well-being was reported although effective peer support network amongst negotiators existed. Mental health awareness and suicide intervention training should be considered key for police officers, who are first responders. Robust procedures are needed to support the emotional well-being of police negotiators.     

The impact of situational factors, officer characteristics, and neighborhood context on police behavior: A multilevel analysis

While a considerable number of studies had been conducted to examine the effects of various variables on police behavior, very few studies had simultaneously analyzed factors that accounted both for police coercive and noncoercive behaviors. Equally limited is the research on the influences of officer characteristics and neighborhood context on police behavior controlling for all individual situational factors. Using observational and survey data collected by a large-scale project and hierarchical linear modeling techniques, this study assessed the effects of situational, officer, and neighborhood variables on police coercive and noncoercive actions, as well as the cross-level effects between these variables. Findings showed that situational characteristics played a strong role in determining officer coercive behavior, but not noncoercive activities. Similarly, officer-level predictors explained better officers' variation in coercive behavior than noncoercive behavior. Meanwhile, socially disadvantaged neighborhoods were more prone to receive coercive activities than were other neighborhoods. Implications for policy and future research are discussed.     

Individual and situational determinants of police force: An examination of threat presentation

This study is based on previous research denoting the primary factors that influence officer decisions regarding the use of differing levels of force in police-citizen encounters. Using a totality of the circumstance approach, primary emphasis is directed toward explaining those factors that contribute to officers’ estimation of the perceived level of threat inherent in police-citizen encounters. Officers’ perceived level of threat presented by a suspect or the situational context of an encounter is important because in 1989, the Supreme Court in theGraham v. Conner decision mandated that the appropriate amount of force that can be utilized depends on the following four primary factors: the threat, offense severity, actual resistance offered, and whether the suspect is trying to escape custody. These criteria were tested and placed into a predictive model along with other indicators the literature has found to be correlated with situations in which police force is used more often. The findings suggest that while the threat presented to officers is important and related to the level of force that is deemed appropriate by the police profession, many additional elements must be taken into consideration when interpreting if an officer used force correctly.     

Validation of police officer recruit candidates' self-reported drug use

Three hundred and fifty-nine Chicago Police Department recruit candidates submitted urine specimens as part of a drug-screening program. Candidates were tested in two groups about a week apart. About 20% of the recruit candidates in each group evidenced drug, primarily marijuana use. As part of a psychological screening test battery all the candidates also took the Inwald Personality Inventory (IPI). The IPI contains a self-report Drug Use Scale. Drug-Positive and Drug-Negative candidates' Drug Use Scale scores were matched by age, sex, and racial/ethnic group and compared to evaluate the accuracy of self-reported drug use when screening police recruit candidates. Results showed that Drug-Positive candidates' self-reported drug use was consistently higher than that of Drug-Negative candidates. Item-level analyses showed which drug use items best discriminate between Drug-Positive and Drug-Negative candidates. Implications are drawn for use of self-report as part of a police candidate screening process.     

A career stage analysis of police officer work commitment

This study examined police officer attitudes toward their work in an effort to determine whether a three-stage model of career development has utility in broadening the understanding of police officers' commitment to their work. One-hundred-sixty-four officers were surveyed using a variety of measures of work commitment including: affective, continuance, and normative organizational commitment; job involvement; Protestant work ethic; and career commitment. Data were also collected on officer intentions to remain with—and their perceptions of conditions under which they might leave—their current agencies. Results showed support for a two-stage rather than the traditional three-stage model of career development, with the trial stage being uniquely different from later career stages. The findings are discussed in light of the applicability of career-stage research to the law enforcement profession.     

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.     

Motivations for becoming a police officer: Re-assessing officer attitudes and job satisfaction after six years on the street

Few studies had examined the stability of motivations for becoming a police officer over time, especially among minority and female officers. Moreover, research had not explored the links between original motivations and job satisfaction, a likely proxy measure of motivation fulfillment. The current research was a follow-up to Raganella and White (2004) who examined motivations among academy recruits in the New York City Police Department (NYPD). Using the same survey and analysis, this study re-examined motivations among officers from the same NYPD recruit class after six years on the job, and explored both motivation stability and the relationships among motivations and job satisfaction. Results suggested that motivations have remained highly stable over time, regardless of officer race/ethnicity and gender. Findings also suggested that White male officers were most likely to report low job satisfaction, and that there is a link between low satisfaction and unfulfilled motivations. Moreover, dissatisfied officers were much less likely to have expressed strong commitment to the profession through their original motivations, suggesting that low commitment up front may lead to low satisfaction later on. The article concludes with a discussion of implications for police departments, particularly with regard to recruitment and retention practices and efforts to achieve diversity.     

Race, gender, and motivation for becoming a police officer: Implications for building a representative police department

Police departments have come under increasing pressure from community groups, professional organizations, and their constituents to hire more female and minority officers. Although prior research suggested that there might be both gender and racial differences in the factors influencing the decision to enter police work, much of the work was dated and findings were mixed. The current research, conducted in spring 2002, examined motivations for entering police work among a sample of 278 academy recruits in the New York City Police Department (NYPD). Findings indicated that motivations for becoming a police officer were similar regardless of race or gender, and the most influential factors were altruistic and practical, specifically the opportunity to help others, job benefits, and security. Minor differences did emerge among male and female recruits, as well as among Whites, Hispanics, and African Americans, but the practical implications of those differences seemed limited. The article concludes with a discussion of implications for recruitment efforts as police departments seek to draw more diverse applicant pools and build more representative law enforcement agencies.     

Patrol officer performance appraisal: Problems and prospects

This article examines the critical role of performance appraisal in the development of police personnel, analyzes various systems for assessing patrol officer performance, and evaluates patrol officer perceptions of the adequacy, utility, and fairness of current appraisal systems.     

Patrol officer arrest rates: A study of the social organization of police work

The study discussed in this paper examined the variation in felony arrest rates among patrol officers performing similar duties in the same patrol area. Data were obtained by records review, self-administered questionnaires, unstructured interviews and participant observation during a two-year field presence in a New York City Police precinct. Analysis of the data led to the conclusion that the patrol officers control their enforcement patterns through a process of role adaptation. This functional division of labor serves the individual needs of the officers as they mediate conflicting demands of police bureaucracy and community.