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.     

Hardiness as a Moderator and Motivation for Operational Duties as Mediator: the Relation Between Operational Self-Efficacy,Performance Satisfaction,and Perceived Strain in a Simulated Police Training Scenario

Training of police officers is important in order to maintain an effective law enforcement community. The present study investigates the mediating effect of motivation for operational duties on the relation between operational self-efficacy and performance satisfaction as well as perceived strain during a simulated operational scenario. Moderating effects of personality hardiness on the same relations were also investigated. Personality hardiness as a moderator was found only for the relation between operational self-efficacy and performance satisfaction. A positive effect was found for high hardy subjects, and a negative effect was found for low hardy subjects. The results also showed a mediating effect of motivation for operational duties on both performance satisfaction and perceived strain. This could have implication for selection and training in the police force.     

The relationship between education, experience, and police performance

This study used data from 299 police officers from 12 municipal police departments across the state of Virginia to determine the relationship between education and police performance. Performance was measured by supervisor evaluations of each officer's overall performance, communication skills, public relations skills, report writing skills, response to new training, decision making ability, and commitment to the police department. Significant correlations were found between education and most measures of performance. Most importantly, the results show a significant correlation between overall performance and education (r=24, p.<001). The only variables not proving to be significantly related to education were objective measures of the volume of arrests, number of times the officer required discipline, and number of accidents. Interestingly, the benefits of a college education do not become apparent until police officers gain experience. In addition, police, officers with only a high school diploma decreased in overall performance after five years of experience.     

Cynicism and job satisfaction in policing: Muddying the waters

Since Niederhoffer’s (1969) pioneering work, police cynicism has been a staple in research on police officers and police work, various typologies of police officers and definitions of the police subculture or police personality rely to a greater or lesser degree on conceptions of cynicism and suspicion. More recent research has questioned both the validity of measures of cynicism and typologies of police officers. The present study examines the link between cynicism and job satisfaction which is implicit in the literature. Findings indicate not only that these two factors are correlated, but also that relationships reported between cynicism and other factors in policing are mirrored by correlations between those factors and a measure of job satisfaction. The question which arises is, to what degree are correlations reported in the literature spurious, resulting not from cynicism, as was thought, but from a more generic measure of job satisfaction?     

Public Attitudes toward Auxiliary Police in China: a Preliminary Investigation

Despite their colossal size and importance in policing, China’s auxiliary police forces have garnered very little research attention. This study attempts to fill our knowledge gap by first describing key features that distinguish the auxiliary police from the regular police in China and their counterparts in Western societies, followed by an empirical investigation of public attitudes toward the auxiliary police in China. Based on survey data collected from a coastal city in China, we reported the general patterns of people’s evaluations of auxiliary officers and assessed whether variables representing institutional trust, media exposure, and neighborhood context are predictive of Chinese attitudes toward the auxiliary police. We found that Chinese citizens rated their local auxiliary officers very positively. Trust in the government and police and known negative reports about the auxiliary police are linked to Chinese’ global satisfaction with the auxiliary police. Trust in the police, exposure to and belief in negative media reports about the auxiliary police, and perception of neighborhood collective efficacy are associated with people’s specific attitudes toward auxiliary officers. Implications for future research and policy are discussed.

     

Dangerous work and name disclosure

Name disclosure improves service quality as well as the supervision and management of employees. When such disclosure has the possibility to endanger employees, however, a conflict arises between the need for public disclosure and the maintenance of work safety. To improve the discipline and responsibility of police officers, the Taiwanese government is planning a new policy of sewing names on officers’ uniforms. To determine the impact, this study assumed implementation of the policy and investigated police officers’ perceptions of and reactions to it. Respondents included 337 front-line officers whose main duties were related to law enforcement or other services that involve direct contact with the public. The results showed that police officers interpreted the policy as a disclosure of personal information, that their perception of future revenge risk potential, work stress, and attention to amicable attitudes toward the public were significantly higher, and that their intrinsic work motivation was significantly lower. There was no significant difference, however, in terms of police officers’ pay satisfaction.     

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.     

Occupational satisfaction and competence of police officers as predicted by the Kuder Interest Inventory

A sample of 77 police officers who had been members of the Evansville, Indiana Police Department for at least two years had been given the Kuder Occupational Interest Inventory prior to being hired. Each was given the Zytowski Personal Data Questionnaire to obtain self-ratings of satisfaction and duty performance. A high percentage (81%) of the officers who had been hired and whose careers had continued in police work had Police Officer as one of their top ten occupations on the Kuder Interest Inventory. The Kuder was less successful at predicting satisfaction and performance. These data supported the concept that stress and burnout were more important predictors of satisfaction and duty performance than were interests.     

Assessing police work experiences: Development of the police daily hassles and uplifts scales

The development of two self-report scales that measure police daily hassles and uplifts is reported These scales reflect the positive and negative work experiences common to police officers. Self-report questionnaire data were provided by 330 police officers drawn from a systematic sample of all ranks and work sections within an Australian police department. Results showed that 19 dimensions of police hassles and 12 dimensions of police uplifts could be grouped into two broad domains of organizational and operational experiences. Correlations with job satisfaction and perceived quality of life (PQOL) indicators supported the construct validity of the scales and suggested that organizational hassles and uplifts were more important than operational experiences in determining a police officer's PQOL. When compared to population norms, police officers reported more favorable levels of PQOL. These results raise questions about the assertion that policing is highly stresful, and they demonstrate the need for a more systemic view of police work that takes into account experiences that are beneficial as well as experiences that are harmful to an officer's well-being.     

Refinement and Preliminary Testing of an Imagery-Based Program to Improve Coping and Performance and Prevent Trauma among Urban Police Officers

Police officers are regularly exposed to traumatic critical incidents. The substantial mental, behavioral, and social costs of police trauma indicate a substantial need for prevention. We have refined and enhanced a previously tested Swedish program to the harsh conditions of U.S. inner cities. The program was designed to strengthen resilience during stressful encounters and teach methods of coping after exposure, thereby preventing the emergence of maladaptive symptoms and behaviors with adverse effects on professionalism. In an uncontrolled demonstration project, junior officers were trained by senior officers to engage in imaginal rehearsal of specific dangerous situations while incorporating optimal police tactics and healthy emotional reactions. A class of 32 officers in the police academy engaged in the program, and they and the trainers reported high satisfaction with it. After their first year of field work, 22 officers were reassessed. Compared to pre-training, these officers showed significant increases in the use of positive reframing and humor and significant reductions in anxiety and alcohol use over the year. Trauma symptoms did not increase. These results offer preliminary evidence for the feasibility and effectiveness of this trauma prevention program for new police officers.     

Religiosity and stress for police officers

Much of the research which has been conducted to date regarding stress and police officers has focused on identifying the presence of stress, associating stress with specific stressors, and comparing levels of stress between police officers and members of other professions. This project focused on the influence of one potential mediator of stress—religious activity. Data were collected from a population of law enforcement officers from a medium sized city and from a comparison group of firefighters from the same city. The data indicate that religiosity has two factors (1) traditional beliefs and activities and (2) religious satisfaction and perceived influence of religion on subject’s everyday lives. The second factor was found to be negatively related to stress for police officers. As religious satisfaction and perceived influence increase, stress increases.     

An Exploration of the Relationship Between Emotional Intelligence and Job Performance in Police Organizations

The aim of the current study is to explore the relationship between emotional intelligence and job performance in a sample of 310 police officers. The results show significant correlations between EI levels and police job performance. After controlling for general mental abilities and personality traits, EI has been found to explain additional incremental variance in predicting police job performance. Applied implications of the findings for police organizations are discussed.     

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 officers’ assessment of NPF reforms: evidence from an area command in Ondo state

This article analyses police officers’ assessment of the NPF reforms from an Area Command in Ondo State. Using a quantitative methodology, 305 police officers participated in the study. Results were presented and analysed using tables, percentages and means scores on a 5-point Likert scale. Findings reveal a low level of reform awareness among police officers. The article suggests that the NPF reforms were neither well-formulated nor adequately implemented. Even though the NPF reforms marginally but differentially improved the various aspects of police operational capacity, there was no much improvement in the overall police capacity and performance. The article shows that the performance and implementation of the NPF reforms in Ondo State have been constrained by corruption, inadequate funding, policy inconsistency, poor leadership and lack of reform communication to implementers, poor condition of service for officers, among others. The article concludes by attributing the poor performance of the NPF reforms to the unfavourable contexts in which the reforms were formulated and implemented.     

The relationship between education level and performance ratings of campus police officers

Data from 165 campus police officers at 16 campus police departments were used to investigate the relationship between educational level and performance of campus police officers. The results of the study indicated that education was significantly related to supervisor ratings of report writing proficiency (r=.29) and communication skills (r=20) but not discipline problems (r=−.01) or overall performance (r=.10). The relationship between education and report writing proficiency was moderated by years of police experience as education predicted performance in officers with five or more years experience but not those with less than five years experience.     

Job Stress,Job Involvement,Job Satisfaction,and Organizational Commitment and Their Associations with Job Burnout Among Indian Police Officers: a Research Note

Job burnout can negatively impact individual officers, the organization that employs the burned out officers, citizens with whom these officers directly interact, and the community more broadly. The vast majority of the empirical research on burnout has been based on Western police officers. The present study extends our understanding of the associations that job stress, job involvement, job satisfaction, affective commitment, and continuance commitment have with the three dimensions of burnout (emotional exhaustion, depersonalization, and a reduced sense of accomplishment) among Indian police officers. Ordinary least square (OLS) regression analysis was used to examine survey data from 827 police officers in the Sonipat and Rohtak districts of the Indian state of Haryana using a systematic random sample. The findings indicate that job involvement and job satisfaction were associated with lower levels of all three dimensions of burnout. Job stress was associated with emotional and reduced accomplishment burnout. High affective commitment was associated with lower levels of a reduced sense of personal accomplishment, while continuance commitment was associated with higher levels of emotional and depersonalization burnout. The results suggest that job stress, job involvement, job satisfaction, affective commitment, and continuance commitment have effects on burnout among Indian officers, as has been found among Western officers. As such, police scholars and administrators should focus on reducing job stress and continuance commitment and increasing job involvement, job satisfaction, and affective commitment among officers.     

Voluntary turnover of field operations officers: A test of confluency theory

This article explores classic and contemporary explanations for voluntary police turnover in one of the largest police departments in the Southeast—the Birmingham (Alabama) Police Department (BPD). It specifically tests confluency theory and eight variables associated with job satisfaction as predictors of turnover among field operations officers. Confluency theory, an untested theory, attributes police turnover to an absence of preemployment job awareness and to incongruencies between job expectations and job realities. Results from a survey of 232 current officers and 60 former officers disagreed with conventional wisdom and the majority of turnover research findings. Former BPD officers were generally more satisfied with their jobs in BPD than current officers. Logistic regression further indicated that confluency theory and the job satisfaction variables investigated are poor predictors of field operations officers who leave the BPD.     

Organizational Climate, Perceived Citizen Support, and Job Satisfaction of Police Officers: Findings from the Post-Grand Reform Era in South Korea

Two major police reforms were introduced in South Korea in 1991 and 1999 to help bring about a shift from a colonial style of policing to a form more prevalent in developed economies pursuing the rule of law, observance of human rights, and the practice of democratic policing. We conclude that the findings from the present study, drawing on a survey of a national sample of 406 South Korean police officers, offer modest support for the efforts of the Grand Reform in its impact on police officers?? satisfaction with promotion and salary and benefits. While few demographic characteristics, with the exception of age and years of experience, were associated with job satisfaction, there is strong evidence for the relationship between organizational characteristics and job satisfaction. Management support and perceived citizen support of police are associated with both measures of satisfaction, promotion and salary/benefits, while the police officers?? relationship with their supervisors is less than stellar. Finally, officers who believe that the primary operating philosophy of the police is to serve the government appear to be satisfied with their jobs relative to their opportunity for promotion, which is perhaps a more critical measure for them than salary and benefits, reflecting the presence of a police organizational climate that is still rooted in the historical military culture of Korean police. The findings from this study suggest that more efforts are warranted in improving organizational climate if officers are to believe their primary goal is to serve the citizen, a fundamental element of democratic policing.     

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.