Using the good cop/bad cop profile with the MMPI-2

The Minnesota Multiphasic Personality Inventory (MMPI) has been widely used in a variety of ways to screen candidates for law enforcement positions. This study extends the use of the MMPI Good Cop/Bad Cop (GC/BC) profile (Blau, Super, & Brady, 1993) to the MMPI-2. The MMPI-2 profiles of 39 veteran police officers were used to predict their performance (No Apparent Problems, Borderline, or Serious Problems Possible), and these predictions were compared with supervisors’ ratings of the officers’ actual performance. The MMPI-2 predictions were accurate for 46% of the officers, a rate that was significantly better than chance (p=.024). Based on the current data, the best selection outcome would be obtained by accepting officers whose MMPI-2 profiles place them in the No Apparent Problems or Borderline groups, and rejecting officers whose profiles suggest Serious Problems Possible. This could be accomplished simply by rejecting any officer who obtained a score above 65T on any of the clinical scales. This selection strategy would have resulted in the acceptance of 22 officers, 19 of whom were highly rated by their supervisors, and the rejection of 17 officers, 11 of whom were rated as borderline or poorer by their supervisors. It would also result in the erroneous rejection of 6 officers who were highly rated by supervisors. AUTHOR NOTE: An earlier version of this paper was presented at the 1994 annual meeting of the Society for Police and Criminal Psychology, in Roswell, New Mexico. The authors wish to thank Jim Herndon, Ph.D., for this comments on this study.     

Preventing youth suicide: issues for law enforcement personnel

Suicide is a leading cause of death for adolescents. A number of problem behaviors associated with youth suicide fall into the purview of law enforcement personnel, and they are therefore in a position to detect risk and prevent suicidal behaviors. Eight hundred one youth identified as having school difficulty, a group at increased risk for both suicide and legal problems, participated in a paper and pencil survey followed by an interview focusing on suicide risk and protective factors. Linear regression was used to examine the ability of factors within each risk and protective factor dimension to predict current suicide risk. The study goal was to determine the most relevant factors influencing suicide risk in each domain examined. Findings are discussed in terms of implications for assessment and policy for law enforcement personnel.     

The interrelationship among stress,anxiety, and depression in law enforcement personnel

The current investigation was designed to explore the interrelationships among stress, anxiety, and depression in a population of law enforcement personnel. The Depression Anxiety Stress Scales (Lovibond & Lovibond, 1995) were administered to police officers from a medium sized police department in Massachusetts (N=43). Correlation coefficients were conducted on the data. Additionally,t-tests were performed on demographic data regarding marital status and exercise to examine possible mediating factors in the development of symptoms. Implications for these findings and possibilities for future research are discussed.     

The personality assessment inventory as a selection device for law enforcement personnel

The Personality Assessment Inventory (PAI) is a recent development in psychological assessment which has attracted attention because of the breadth of its coverage and the fact that it includes a four-point scale of item agreement. Matrix, Incorporated, is a psychological assessment center that specializes in the assessment of law enforcement personnel. Matrix has collected performance variables on 800 police officers who had taken the PAI prior to being hired. Correlational analysis was performed and there was a significant effect in the data. Discussion focuses upon the criteria in relation to the PAI variables, particularly with regard to aggression, antisocial characteristics and the validity scales. The data clearly demonstrate that the PAI has good potential for the selection of law enforcement officers. Emily DeCoster-Martin was an undergraduate psychology major at The University of Evansville at the time this paper was written     

Screening law enforcement cadets with the MMPI: An analysis of adverse impact

The MMPI was investigated for adverse impact against Blacks and Hispanics in a simulated employment selection procedure. Law enforcement academy cadets, who had received no preemployment psychological screening, took the MMPI on their first training day. The sample consisted of 184 males and 87 females with a mean age of 25.8 years. Twenty-five subjects were Black; 35 were Hispanic; and the remainder were white. Two clinical psychologists conducted a blind sort of the profiles, judging each as “acceptable” or “unacceptable” for employment as a law enforcement officer. Significant agreement was found for clinicians' judgments of suitablitity with no significant difference being found for either their overall acceptance rates or their acceptance rates for the different racial/ethnic groups. Also, there was no violation of the four-fifths rule. Analysis of variance found significant variability between groups on scales L and 6 (Pa) of the MMPI.     

Law enforcement organizational behavior and the occurrence of post-traumatic stress symptomology in law enforcement personnel follwoing a critical incident

Research by Evans and Coman (1993), Sewell (1984), and Gudjonsson and Adlam (1983) suggests that being shot in the line of duty or the shooting of a partner are often ranked by officers, despite their infrequent occurrence, as the most stressful field events. This study was designed to elucidate factors within the organizational structure of law enforcement, other than the incident itself, which promote ineffective coping and increases in PTSD-like symptomology in police officers. This study found that both police officers, and the organization in which they work, practice predominately ineffective emotion-focused coping strategies following an officer-involved shooting. Possible links between organizational behavior and long-term post-traumatic symptomology were discovered; it appears that officers have readily available models of poor coping responses merely by imitating the behavior of their organization. Author Note: Charity Plaxton-Hennings, Psy.D., M.P.H., is a professor of health psychology, Azusa Pacific University, 901 East Alosta Avenue, Azusa, California 91702. She is also employed by The Counseling Team, Inc., in Southern California, providing organizational, therapeutic, and critical incident debriefing services to a variety of law enforcement and other public service agencies. A special thanks to Dr. Nancy Bohl for assisting in this project.     

Opinions of attorneys and law enforcement personnel on the accuracy of eyewitnes identifications

A survey was conducted to obtain the opinions of attorneys and law enforcement personnel regarding several important aspects of eyewitness evidence: (1) legal procedures concerning eyewitness evidence; (2) estimated frequency of mistaken eyewitness identification; (3) the effects of certain witness/ suspect characteristics on identification accuracy; (4) the amount of emphasis placed on eyewitness evidence by judges and juries; (5) the relationship between a witness' identification accuracy and certainty; and (6) the effect of stress and arousal on identification accuracy. The questionnaire was sent to a sample of defense and prosecuting attorneys in each of Florida's 20 Judicial Circuits, to each of the 67 county Sheriff's Departments in Florida, and to 100 randomly sampled Police Departments in Florida. Prosecuting attorneys and law enforcement officers indicated that they regard eyewitness identification as relatively accurate and that judges and juries appropriately emphasize its importance. Defense attorneys, on the other hand, felt that eyewitness identifications are often inaccurate and are overemphasized by triers of fact. The implications of these findings for the criminal justice system and their possible applications within the legal system are discussed.     

刍议卫生行政执法裁量权

当今卫生行政执法工作中存在大量裁量权不当行使甚至裁量权滥用的现象,而对于卫生行政执法领域的裁量权却难于查找到权威的理论依据。因此,对于卫生行政执法裁量权的理论研究极具价值。     

Organizational change in law enforcement

A major problem in identifying and understanding change in law enforcement organizations is in specifying the object of intended change and the process by which change is to be implemented. The study focuses on organizational-structural change in police organizations and examines factors which have influenced the implementation of saturation patrol units, covert surveillance units, and regionalized detective bureaus. The results indicate that factors such as domain consensus, dependence and influence relationships, and perceptions of threat affect both the acceptance and use of these organizational changes.     

Technological innovation in law enforcement

Using data from two studies an analysis was made of producers' involvement in marketing new law enforcement equipment and of how law enforcement organizations came to adopt/reject these products. In general, the new product system in law enforcement was seen as involving 1) producers using technologies developed in other sectors to make “new” products for law enforcement users who 2) tend to not actively search for new products but wait to be made aware of new product developments and who 3) tend to engage in limited testing procedures.     

Attracting females and racial/ethnic minorities to law enforcement

Using a national survey of law enforcement agencies, this study (1) measured agencies' ability to fill sworn positions, (2) identified the strategies used to attract and hire females and minorities, (3) measured agencies' success in filling sworn positions with females and minorities, and (4) measured through negative binomial regression the impact of agency strategies and agency/jurisdiction characteristics on levels of female and minority applications and hires. The results indicated great variation in agencies' ability to fill sworn positions and fill them with females and minorities and considerable variation in the extent to which mechanisms are used to attract females and minorities to policing. Just one in five agencies has adopted targeted recruitment strategies for women and minorities. Agency success in attracting the applications of and hiring females and minorities varies greatly. The multivariate analyses indicate that recruiting budget and targeting minorities and women do positively affect hiring.     

Detection of deception in law enforcement applicants

Using the MMPI and the IPI, the present study examined the differences in psychometric defensiveness between two groups of law enforcement applicants: applicants identified as being deceptive and a comparison group of candidates for whom no deception was indicated. Significant differences were found on the traditional validity (minimization) scales for both instruments as well as several supplemental scales and indexes from the MMPI. A new index (Es-K) from the MMPI showed a highly significant difference between groups and good classification accuracy. The results suggest that deceptive applicants show more defensiveness on psychometric testing and that test results may assist in raising the index of suspicion for detecting deception in law enforcement applicants.     

The influence of strain on law enforcement legitimacy evaluations

Purpose

While law enforcement officers have the state-sanctioned authority to use force as a way to ensure citizen obedience with the law, research has found that when private citizens evaluate the police as legitimate, they are more likely to comply with legal demands and cooperate with the police. Although procedural justice has shown to be a highly significant predictor of perceived police legitimacy, research has found other correlates of this outcome, including ethnic identity, low self-control and structural economic disadvantage. To date, no study has explored whether strain influences perceptions of the legitimacy of law enforcement.

Methods

A series of linear regression equations was estimated using survey data collected from a convenience sample of college students to determine the effect of strain on perceived police legitimacy.

Results

Even after controlling for procedural justice, strain exerted a negative and statistically significant influence on law enforcement legitimacy evaluations.

Conclusions

Police officers are encouraged to interact with citizens in procedurally just manners and to also consider people's strain levels when enforcing the law.     

The organizational values of law enforcement agencies: The impact of field training officers in the socialization of police recruits to law enforcement organizations

This article examines how the values communicated by Field Training Officers (FTOs) influence the behaviors of police recruits to conform to the norms of the police culture. Analysis and interpretation of the written responses of police recruits to a program evaluation form in a police department located in the western United States were used to identify the explicit and implicit values that were communicated during the Field Training Program (FTP). The findings of this study indicated that although positive explicit values were communicated during the FTP, several potentially negative implicit values were also communicated to police recruits. Consequently, the perceived status of the FTO is an important factor in police recruits learning job-related values. Recommendations are made for developing effective leadership strategies for bringing greater levels of congruency between the explicit and implicit values of law enforcement organizations that are communicated to police recruits during the training process and organizational socialization. Author Note: Wade Engelson is a lieutenant with the Fresno Police Department. He has been with the department for 12 years and is currently assigned as the Commander of the Special Investigations Bureau. He holds a Bachelor’s degree in Business/Economics and a Master’s degree in Public Administration from California State University, Fresno. He holds a Doctorate in Educational Leadership from the University of California, Davis/California State University, Fresno Joint Doctoral Program. He has taught in a variety of settings and has published articles in the fields of sexual harassment, organizational socialization, tactics, and training issues. His research interests include leadership issues, organizational socialization, and the hidden curriculum of organizations.     

The economics of environmental law enforcement: end-of-life vehicles

Abandoned End-of-Life Vehicles (ELVs) have been an environmental concern for a long time in a number of countries. This article examines different ways to address the issue by changing the incentive structure for agents. Following (Polinsky A. M., & Shavell, S. (2000). The Economic theory of public enforcement of law. Journal of Economic Literature, 38, 45–76.) a model is used to compare a fine-based system with a deposit-refund system; a combination of the two is then considered. It is shown that when the environmental harm is relatively low and constant, a deposit-refund system is preferred. When cases of high environmental harm are included, the optimal choice would be a combined system.      

When farmworkers and advocates see trafficking but law enforcement does not: challenges in identifying labor trafficking in North Carolina

This article reports on the perceptions and experiences with labor trafficking of farmworkers, stakeholders, and law enforcement representatives in North Carolina. We found a sizeable number of farmworkers who had experienced labor trafficking violations, albeit with a convenience sample; and community agencies reported stories of labor trafficking victimization. However, most of the state and local law enforcement agencies that we attempted to contact simply ignored our requests for information about labor trafficking or reported no evidence of such victimization. Notwithstanding the sample limitations, we found a general lack of awareness of agricultural labor trafficking problems among law enforcement officials in our surveyed jurisdictions. We question whether our current law enforcement system will ever be in a position to effectively enforce the anti-labor-trafficking law; and suggest an alternative specialized mechanism be established.     

The contributions of higher education to ethical behavior in law enforcement

This paper examines the relationship between higher education and ethical practice among law enforcement officers. The spoken and unspoken values of the academic world and their influence on college educated police is explored. The specific values of studying options available to law enforcement practitioners in an academic setting is reviewed, e.g., the role of a policeman acting as a witness at a trial. The areas where college experience can appreciably increase the ethical awareness of policemen is presented.     

The misbegotten marriage of soft psychology and bad law

The proposal to justify homicide by psychological self-defense rests on an insecure scientific foundation and would be legally mischievous. The core concepts are unacceptably vague and lack rigorous empirical support. The proposed defense is better characterized as an excuse than as a justification because rational victims of purely psychological abuse do have socially preferrable alternatives to homicide, and the proposal is inconsistent with modern criminal law that limits justifications for homicide. The defense would create substantial administrative problems and would facilitate adoption or expansion of related undesirable doctrines. The best response to abhorrent physical and psychological abuse is not unnecessary further violence, but the creation of adequate deterrents and alternative solutions for victims.