Getting stripes: Educational achievement and study strategies used by sergeant promotional candidates

This paper examines the link between higher education and performance on the written portion of the promotional process for the rank of police sergeant. The results indicate test scores correlate positively with educational achievement. However, this effect is strongly related to the number of different study methods candidates use when preparing for the test. While a college degree appears useful in promotional competition, candidates who lack such a formal credential can mitigate its advantage by relying upon multiple study methods.     

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.     

Attitudes to corruption amongst Russian police officers and trainees

The police are perceived by overseas agencies to play a key role in thedevelopment of democratic states. In the Russian Federation, the promotion of trust between the police and the public has been hampered by the fact that police are perceived by the public, and reported by the media, to be open to using their positions at work to obtain money, goods or services. Survey research about beliefs and values concerning corruption was conductedamongst students and serving officers attending a police institute, whichprovides the most promising Russian police recruits with a four-year higher education leading to the rank of ``officer'. From these ranks will come those police who are likely in future to shape both policy and institutional values. The data provided evidence that ``fast-streamed' police recruits think that corruption is often justifiable and/or morally acceptable underparticular circumstances, or for particular goals.     

Authoritariansim as indicated by measures of acceptance of authority and directiveness among police officers,students and townspeople

Conclusion Recently theory and scales measuring authoritarianism and cynicism of police have come into close scrutiny. In particular, Langworthy (1987:28,33) has concluded from his review of 21 empirical studies that police cynicism appears to have several different dimensions and that the “failure to detect cynicism or a factor closely related to it is a product of reliance on a very flawed instrument the Niederhoffer index.” To address that criticism of a faulty instrument, this research has utilized scales measuring directiveness and proauthority. For reasons of alpha coefficients, only the scores on the pro-authority scale were analyzed. Mean scores on the pro-authority scale between law officer, students, townspeople and police officers were not significantly different. When investigating variables relating to the high scores of proauthority of police officers, rank was statistically significant while age was not. For future research, separate population should be continued as well as random sampling. In addition, variables of age, sex, ethnic, rank and departmental/organizational dimensions should be explored.     

Police Manipulations of Crime Reporting: Insiders’ Revelations

Social scientists have theorized about the corruption of crime reports (Bayley, 1983; Campbell, 1976). Yet, scant empirical research has examined the impact of modern policing methods on the accuracy of crime reporting. Our research uses an anonymous survey of 1,770 retired New York City police officers examining retirees’ experiences with crime report manipulations across their years of retirement. This includes retirees from the community policing as well as police performance management eras. We subject the data to various statistical tests including tabular analysis, graphical trends to visualize the data, MANOVA, and logistic regression to explain report manipulations. Results indicate that the misuse of the performance management system and pressures on officers from management are key explanations for manipulating crime reports. Individual explanatory variables such as gender, educational status, rank, race, and marital status had no effect. Our research supports Bayley’s and Campbell’s theories. We recommend greater transparency to remedy this.     

German Police: Marching Ahead on the Road to Elitism

In the recent years the police in Germany have been given higher status by eliminating lower ranks and making it possible for new recruits to start with a “commissioned officer'’ rank which means at the level of a lieutenant. This has been done in order to give them more salary and give recognition to the complexity of street‐level police work. The paper examines whether this change is bringing about positive results, particularly in narrowing the gap between the police and the public which has been a historically significant challenge for the police in Germany.     

Wellbeing,occupational justice and police practice: an ‘affirming environment’?

This paper examines wellbeing and occupational justice within the police profession. The research presented is based on a preliminary study utilising a qualitative methodology in which 14 in-depth interviews were conducted with rank and file police officers in one state of Australia. The data-set reveals that there are many positive aspects to being a police officer, contrary to the ‘dysfunction’ research that exists concerning the police in which corruption and poor performance prevails. The data analysis supports the notion that the practice of the police can be understood through a framework of wellbeing, occupational justice, and positive psychology. Whilst the research yields strong positive aspects in the work police officers engage in, as well as in their working environment, there are challenges within the profession, namely dealing with traumatic events that can hinder wellbeing and occupational justice. This study offers evidence to reflect on current policies and practices in terms of police recruitment, education and training. The study also offers evidence for improving staff retention by building on the principles of wellbeing and occupational justice within police practice.     

Issues in higher education for law enforcement officers: An Illinois study

The issue of whether criminal justice education, or education in general, has had an impact on the quality of policing in the United States has been studied since the mid-1960s. The results have been mixed. This study considers the value of education as it relates to the progress educated officers have made within the ranks of police departments in the state of Illinois. The results indicate that the majority of veteran police officers, particularly those with a college education, strive for promotion but are frustrated when they are not able to achieve it. This may be a factor in another finding, which indicates that a sizable group of subjects reported the strong opinion that promotion is based on politics, not on merit or education. For whatever reasons, it is obvious that in municipal police work, there is never going to be much room at the top. Most officers will serve their entire careers at the level of patrol officer, and those who want to be promoted beyond that rank will continue to seek out any positive enhancement that might distinguish them.     

Canteen Banter or Racism: is there a Relationship between Oslo Police's Use of Derogatory Terms and their Attitudes and Conduct towards Ethnic Minorities?

This paper explores the possible connection between the Oslo police's use of derogatory terms about the ethnic minority population, and actual police attitudes and conduct. The article's background is a research project focusing on the relationship between the police and Oslo's ethnic minorities. Qualitative methods were applied, including observations amongst rank‐and‐file officers in three police stations, interviews with 20 police officers of different rank and gender, as well as interviews with three samples of basically ethnic minority men. The background for the police's use of derogatory terms about the ethnic minority population is discussed, and possible institutional support is explored. The canteen language and attitudes towards ethnic minorities are seen in relationship to police experiences with them. Incidents observed during the field‐work are applied in the discussion of whether the police conduct may be influenced by their language and thus lead to unjustifiable targeting of ethnic minorities for stop and search. The observations of police conduct are perceived in the light of ethnic minority informants' police experiences. Although a direct connection between derogatory terms and actual conduct was not confirmed through the observations, the ethnic minority informant interviews suggest that such a connection may not be discarded and such language must therefore be avoided as it may increase the social distance between the police and ethnic minorities.     

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.     

“Drop the clipboard and help me!”: The determinants of observer behavior in police encounters with suspects

Much of the knowledge about police behavior on the streets is based on observational research. Little research, however, had examined the impact of reactivity in police observational data. One theme in the field research literature was that observer behavior could act as a source of bias in observational data. This article uses data from a large-scale observational study of police to predict this form of reactivity during encounters with suspects. In other words, “Are observer effects triggered by situational factors (i.e., dangerous suspects or situations) or a function of observer characteristics?” Results from a two-level hierarchical logistic model indicated that observers with higher academic rank (e.g., advanced graduate students), lower grade point averages, and more conservative attitudes toward criminality were less likely to get involved in police work during encounters with suspects. The implications of these findings for recruiting and training police researchers are discussed.     

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.     

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.     

Note on a Training Program for Brief Decision Making for Frontline Police Officers

Purpose

The present paper describes the theoretical basis for a brief decision-making training program for frontline police officers as well as an outline of the training program, officers’ evaluation of perceived relevance and perceived learning effects.

Design

A between group design was used in order to test for differences in evaluation between officers at different training levels.

Results

High scores were obtained on all four items related to the evaluation (>84% scored in the highest category). When separating the subjects into groups based on their previous training (regular police response personnel vs. SWAT-type personnel), regular police response personnel obtained higher scores on perceived learning. However, both groups showed high scores on perceived learning. Both groups scored high on their evaluation of perceived relevance of the training program and no difference was found between the two groups.

Practical implications

The brief decision making training program that expands ordinary tactical training was highly appreciated by police officers and was seen as complementary to ordinary training.

     

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.     

Differences in Perceptions of Organizational Fairness Based on Job Characteristics among Police Officers

Profuse research supports that organizational work environments are linked to varying police officers’ work-related attitudes and behaviors. Yet, there remains a lack of information pertaining to how perceptions of organizational fairness may differ among police officers based on job characteristics. To help fill this void, this exploratory research examines differences in fairness perceptions based on officers’ tenure, rank, duty assignment, and department size with their perceptions of organizational fairness. To examine this relationship, an online survey of police officers (n = 1649) in a southern state in the United States that were members of a police officer association was conducted. Findings support that differences in overall fairness perceptions exist for all the aforementioned job characteristics. This study furthers our knowledge and understanding of how job characteristics (e.g., tenure, rank, duty assignment, and department size) may be associated with police officers’ work-related attitudes.     

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.     

The Challenges of Moving into Middle Management: Responses from Police Officers

The role of the middle manager is crucial to a police organization. Despite this, little research exists concerning the characteristics of effective police managers, or the role that the promotional process and/or training plays in identifying and developing effective managers. To examine these issues, 328 Canadian police officers were surveyed and interviews were conducted with an additional 50 police professionals. The results highlight: (1) the importance of management in achieving organizational goals, (2) key characteristics of effective managers and common mistakes managers make, and (3) concerns surrounding the promotional process and the lack of managerial training. The implications of these findings are discussed.     

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.     

Copping out: Why police officers decline to participate in the sergeant’s promotional process

This work examines why police officers decline to participate in the first-line supervisor promotional process to the rank of sergeant. A mail survey, followed by focus group discussions, provides evidence that not seeking advancement is driven by considerations of family, lifestyle choices, and satisfaction with current assignment. Eligible officers who do not seek promotion may be more internally motivated and not driven by the extrinsic rewards attendant to upward mobility.