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.     

Walking the Thin Blue Line

ABSTRACT

While the proportion of female officers in law enforcement is increasing, upper level administrative positions continue to be held overwhelmingly by male officers. This paper attempts to provide a fuller depiction of the barriers women may encounter within police departments resulting from the dynamics associated with the ‘tokenism’ phenomenon. It is concluded that tokenism-combined with factors such as family commitments and organizational structures-plays a large role in determining upward mobility, serving to reduce the frequency of the promotion of women to higher rank/supervisory positions in police departments.     

Black women in American policing: An advancement display

This article is a display of the advancement of black women in American municipal policing. Outlined are research findings which denote the current status of black female officers through a national overview and analysis of their numbers and assignment and rank distributions in relation to geographic region and city population size. The supervisory and command representations of black women among the sworn personnel of five major municipal police agencies are examined.     

Use of force by female police officers

Do female police officers use force at the same rate as male police officers? This research examined the use of force by officers in a large, suburban police department during a seven-year period (1993-1999). Use of force reports completed by departmental policy for each use-of-force incident (n = 1,863) and data on arrests (n = 31,778) were examined. A rate of force, defined as the number of use-of-force incidents per one hundred arrests, was computed for male and female officers for each type of force used. A suspect-injury rate, defined as the number of suspects injured per one hundred arrests, also was computed.Force was used in only a small percentage (5.9 percent) of the arrests made. Injury to the suspect (not including the effects of OC spray) occurred in an even smaller percentage (1.6 percent) of arrests, and injury to the suspect resulting in treatment at a hospital (generally, emergency room treatment) occurred in a still smaller percentage (0.7 percent) of arrests.No statistically significant difference between female and male officers was found in the overall rate of force or in the rate of unarmed physical force. Female officers had a lower rate of weapon use when all types of weapons were considered together (p. < 0.05), but not when the different types of weapons were considered individually. Female officers also had a lower rate of any suspect injury (p. < 0.05), but there was no statistically significant difference in the rate of suspect injury resulting in treatment at a hospital. The differences found, even when statistically significant, were small in absolute terms.     

Gender differences in police officers' attitudes: Assessing current empirical evidence

Research on attitudinal differences between female and male police officers has burgeoned since the 1980s, producing a rich albeit at times contradictory legacy. Focusing on quantitative studies published after 1990, this current study reviewed empirical results regarding attitudinal differences between female and male police officers. A comprehensive search of the literature yielded thirty-three articles where gender was used either as an independent or control variable in multivariate regression analysis. A general finding was that officer gender has only a weak effect on officers' attitudes toward community policing, the community and neighborhood residents, job satisfaction, and domestic violence. There was some limited evidence showing that male and female officers differ in their attitudes toward the police role and stress. The limitations of this research are pointed out, and the directions for future research are identified.     

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.     

Who is better for handling domestic violence? A comparison between Taiwanese female and male Officers

This study examined Taiwanese female and male police officers’ perceptions of handling domestic violence. Specifically, it assessed officers’ attitudes toward whether female officers, male officers, or a combination of female and male officers are more suited for handling cases of battered women, offenders, and domestic violence overall. Survey data were collected from 96 female and 156 male officers from two police departments in Taiwan. Frequency distributions showed that a combination of male and female officers were most preferred by officers for handling abused women, offenders, and domestic violence overall. Regression analysis found that female officers were significantly more likely than male officers to favor a combination of male and female officers over female officers alone for handling battered women. Female officers were found to be more likely than male officers to favor male over female officers and a combination of male and female officers for handling offenders. Police supervisors’ attitudes toward domestic violence also influenced officers’ attitudes toward who is more suited for handling offenders. Implications for future research and policy are discussed.     

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.     

Pandora's box: Women guards in men's prisons

The assignment of women guards to security positions in men's prisons in the United States is increasingly a correctional reality. This article considers the problems these women face in entering a previously all-male, “front-line” occupation. The discussion focuses on (1) how well female officers meet the security demands of security work, (2) the nature of, and basis for, difficulties in relating to male co-workers, and (3) occupational socialization and advancement. Drawing on available empirical and anecdotal data on women officers in male prisons and on the more general prison guard literature, the intent is to present what is known about these women officers. A research agenda is offered to guide inquiry into the problems of the sexual integration of correctional institutions.     

The Prevalence of Female Representation in Supervisory and Management Positions in American Law Enforcement: An Examination of Organizational Correlates

Increasing gender diversity in American policing has long been a focus of reform efforts since the 1960s. Although the proportion of women in the profession improved initially and research has focused on the gender breakdown of police organizations in general, less scholarly and empirical attention has been directed to female representation in positions of power (i.e., supervisory and management roles). Using data from the 2013 Law Enforcement Management and Administrative Statistics survey, the current study examined the prevalence as well as the organizational correlates of female representation in supervisory (e.g., sergeants), mid-level management (e.g., lieutenants) and chief executive roles in departments across the United States. The findings indicate a number of factors associated with female representation in supervisory and mid-level management positions, including the size and type of agencies, geographic region of the country, and potential indicators of professionalism. Policy implications and directions for future research are discussed.     

Reflections of African-American Women on their Careers in Urban Policing. Their Experiences of Racial and Sexual Discrimination

This article examines the social organizational relationships and interactions that position African-American policewomen as outsiders within their own department. Their exclusion arises not only from dominant white males but from other subordinated groups such as white female and black male officers. The authors found persistent and pervasive patterns of sexual and racial discrimination. This qualitative research is based on data obtained from a population of all 21 black female police officers in a large urban city. The work experiences of black women in policing highlight several problematic areas. These women often experience gender discrimination related to professional abilities, job performance, and supervisory responsibilities. They experience racism in the form of derogatory remarks, and in the areas of hiring and promotion. Their marginality based on gender and race also is readily apparent in relationships among officers.     

Gender differences in mediation of severe occupational stress among correctional officers

This study explored gender differences in how correctional officers react to severe occupational stress and addressed differences in coping processes and social support utilization. The subjects were 244 correctional officers (167 men and 77 women) employed in Kentucky medium security institutions for male offenders. The study employed a survey administered to the volunteering participants. The Ways of Coping Questionnaire was used to assess coping processes used to deal with a stressful work event, and the Maslach Burnout Inventory was used to assess severe occupational stress. Statistical analyses revealed that correctional officers experience high levels of occupational stress but did not indicate gender differences in emotional exhaustion or depersonalization. The results indicated that female officers more frequently than male officers processed stress by seeking social support, while male officers more frequently than female officers processed stress by “planful problem solving.” No differences were found in correctional officers’ relationships with oppositesex peers. The results suggested that male and female correctional officers follow traditional sex roles in coping with occupational stress, but they revealed no differences in how they are affected by occupational stress in terms of emotional exhaustion, depersonalization, and personal accomplishment.     

Women in Law Enforcement and Police Use of Deadly Force

We test the hypothesis that law enforcement agencies that have a larger share of female officers should experience lower rates of police use of deadly force. We use the Law Enforcement Management and Administrative Statistics 2013 survey of police and sheriff departments (N?=?1,983). We measure police-involved violence as the number of civilians killed by law enforcement officers from 2013 through 2015 as reported by the website Mapping Police Violence. Using a variety of empirical estimators to take into consideration the structure of the distribution of police-caused deaths, we find consistent results that a higher share of female officers is associated with a higher likelihood of police-caused deaths. These results are consistent with prior findings within the literature and implies that in order to “fit in” with their male counterparts female officers will use coercive tactics to the same extent.     

Officer Preferences for Male Backup: The Influence of Gender and Police Partnering

Much of the extant literature regarding women in policing focuses on job stress, perceptions of job performance, and inherent difficulties associated with their immersion in a traditionally male-dominated profession. Little attention, however, has been given to perceptions regarding gender and backup preferences among police officers. This study sought to examine the impact of professional and demographic characteristics of municipal police officers in a southern state on preferences for male police officers as backup. Multivariate analysis indicated that gender, partner status, race, and marital status significantly impacted officer preferences for male backup. However, further examination of the interaction effect between gender and partner status revealed a gap in the preferences for officers with no partners. Although officers with no partners reported lower overall preferences for male backup than officers with female or male partners, the disparity of preference between male and female officers with no partners was sizeable.     

Policing domestic violence: Does officer gender matter?

This research assessed whether female officers respond to domestic violence differently from male officers. Though many studies had analyzed police responses to domestic violence since the 1980s, very few had empirically examined different types of actions, especially noncoercive actions, employed by women and men in handling domestic violence. Using data collected by a large-scale observational project, this research analyzed police supportive and control actions toward citizens involved in domestic violence. Findings showed that female officers were more likely than male officers to provide support to citizens involved in domestic violence. Female and male officers, however, did not differ significantly in exercising control actions toward citizens. Regression results from separate models for female and male officers revealed that some of the variables are predictive of police actions for one gender but not the other. Implications for policy and future research are discussed.     

General strain theory,exposure to violence,and suicide ideation among police officers: A gendered approach

PurposeA wide body of research has demonstrated that police officers are profoundly affected by their exposure to violence and the traumatic events viewed commonly as part of their job duties. Faced with stress, officers learn to adapt by incorporating coping techniques.MethodsThe current study utilizes Agnew's general strain theory to explain occurrences of the most dangerous maladaptive coping technique: suicide ideation. Male and female police officers from three large cities in Texas were surveyed (n = 1,410).ResultsThe present study utilizes logistic regression techniques, finding that strain has a positive and direct effect on male officers suicide ideation risk, but not for female police. Moreover, depression has a mediating effect on strain and suicide ideation for both genders.ConclusionsSome critical differences in suicide ideation outcomes between male and female police officers are reported. Policy implications concerning retention and recruiting are also discussed.     

Education,experience and earnings: the career coordinates of female vis-à-vis male police officers in Finland

This study compares the careers of female and male police officers using the common criteria of career success: education, experience, rank, and earnings. The data come from the Police Personnel Barometer 2010-survey, which targeted the entire Finnish police force (N/population?=?7350/11,028). The accumulation of work experience (by age) appears to be slower among female than among male police officers. Female police officers acquire their higher police degrees slightly later during their career than male police officers. Towards the end of the career, male police officers are ahead of females in both rank and earnings. Using comprehensive data from one of the most equal societies in the world, and robust statistical methods, the current paper thus demonstrates that it is very difficult the get rid of the career bias between female and male police officers.     

Women Police

Abstract

This study investigated the use of force by and against women police officers using survey data from a large sample of female and male officers in six departments. Results suggested that female officers and same-gender female-female officer pairs used less force, and were less likely to use physical force, in police-citizen encounters when compared to their male counterparts. There was no evidence supporting the proposition that citizens used less force against female officers compared with male officers. In fact, the findings indicated that citizens used significantly more force against female officers relative to male officers in domestic calls. Although female officers were more likely to engage in underpredicted policing; that is, use less force than the situation would normally dictate, underpredicted policing was not related to an increase in the likelihood of officer injury. Implications for women officers, police use of force, and the institution of policing are discussed.     

The New York City Police Department,its Crime Control Strategies and Organizational Changes, 1970-2009

Over the last two decades, New York City has witnessed historic drops in crime. Numerous explanations for this crime decline have been discussed, and the New York City Police Department (NYPD) has been central to that debate, most notably because of the adoption of order maintenance policing and the implementation of Compstat. While those developments in the early 1990s are clearly important for understanding the potential role of the NYPD in the crime decline, those changes did not occur in a vacuum. This paper adopts an historical framework that places the role of the NYPD in the crime decline in the larger context of the department’s history, culture, and key events over a nearly 40-year span. This perspective suggests that many of the crime control strategies implemented by the NYPD over that time have been driven by internal and external crises, and that these strategies have also produced unintended consequences. With the historical analysis as a backdrop, the paper considers the ongoing debate over stop, question and frisk practices, and their disproportionate impact on minority residents, as the next potential crisis for the NYPD. The paper concludes with a discussion of the historical framework as a foundation for initiating a comparative dialog across law enforcement agencies regarding crime control strategies, their impact, and their consequences.     

Fear is a Disease: The Impact of Fear and Exposure to Infectious Disease on Correctional Officer Job Stress and Satisfaction

This study examined individual and work-level factors that impact job stress and satisfaction for correctional officers. Existing research has explored officer job stress and satisfaction, but very few studies have focused specifically on fear of contracting an infectious disease while at work (HIV/AIDS, hepatitis, and tuberculosis), and the impact fear of and exposure to infectious disease have on correctional officer job stress and satisfaction. Random sample data were collected from 2,999 male and female officers from across the state of Texas to assess job stress, satisfaction, personal safety, and exposure to infectious disease. Ordinary Least Squares analyses indicated that fear of disease was positively correlated with job stress, and inversely correlated with job satisfaction. Exposure to disease however, failed to yield any significant effects on job stress or satisfaction. Officers who felt that their supervisors were supportive of them on the job reported less stress and higher satisfaction levels, while perceived dangerousness of the job was positively correlated with job stress. These findings highlight the importance of supervisory support as well as continuous, in-depth education and training on infectious diseases for officers.