Police training strategies and the role perceptions of police recruits

There has been much debate regarding basic police training and its effect on the attitudes of police recruits. Some critics argue that academy training creates negative attitudes in police recruits that favor arrest and crime attack orientations. The data presented in this article suggest that police recruits from a large urban police training program possess attitudes unfavorable toward crime attack or strict enforcement policing roles. The article examines a Los Angeles Police Department recruit training class, and the perceptions these recruits have toward selected policing roles. The study suggests police recruits do not perceive their role as simply being one of crime attack and strict enforcement.     

Political Training and Attitudes of Taiwan's Police Recruits

This article investigates police training and attitudes in Taiwan by means of inverviews with educators and students and a questionnaire administered to a random sample of police recruits (N=316). Police recruits in Taiwan are disproportionately rural and Taiwanese in origin; they are children of poorly educated parents whose status is perceived to be low. Today, police recruits are trained in two institutions on Taiwan: the Provincial Police Academy, comparable to a police administration program in a junior college or an extended pre-service program; and the Central Police College, comparable to a four-year, liberal arts institution in the United States.

Most recruits were found to believe they could be highly efficacious and to be supportive of the basic rules of Taiwan's political game. They showed less support for political tolerance and competition, and one-third were cynical toward governing authorities. The site of education appeared to be a major factor in producing differences in attitudes. Recruits trained at the academy were more tolerant and accepting of competition, and they were less cynical; those trained in the regular, four-year program were the reverse. Elite police officers and staff tend to be drawn from the latter institution, and line police officers from the former. These findings suggest that the higher education of police has had consequences in Taiwan different from those observed in the U.S. The findings also bear on Taiwan's security in an increasingly precarious environment     

Coping,confidence, and change within the academy: a longitudinal look at police recruits

This study is based on surveys of police recruits representing four agencies across the United States. The recruits were surveyed at the beginning and end of their academy training and asked about coping strategies and the confidence they had in performing their jobs. Coping shifted significantly over time, with recruits utilizing task-oriented and outreach strategies less frequently at the end of the academy than at the beginning. Avoidance coping strategies were used more frequently by recruits at the end of the academy than at the beginning. Slight changes were also found in the influence of these strategies on job confidence over time, with avoidance coping having a stronger influence in the beginning of the academy than at the end. The role of demographic factors on coping was largely invariant over time, with only slight differences detected. Implications for policy and research are also discussed.     

Witnessing an Accidental Shooting at the Police Training Academy

Abstract

After an accidental shooting at a police training academy, outcomes of the class involved (n = 45) were compared with those of several comparison classes (n = 154) immediately and one year later. Results revealed a modest impact, but an increase in PTSD symptomology was observed from academy training to the one-year follow-up. Recruits in the affected class demonstrated more prejudicial attitudes toward women in law enforcement, perhaps because the shooter was a woman. The findings suggest that mistakes made by women within law enforcement may be generalized as stereotypes, and that further research is needed on the psychological impact of becoming a police officer.     

Personality differences between women police recruits, their male counterparts, and the general female population

Presently police manager and their recruiting staff are using an increasing number of screening tools including psychological testing during the hiring processes. Prior research suggests that gender is often ignored in the review of testing results. This could lead to problems in the interpretation of results. This research investigates the existence, if any, in the pre-socialization personality differences between male and female police recruits as well as between female police recruits and the general population of females. Subjects (N=104) were from a multi-agency training facility in a southern state. Subjects completed the MMPI-2 at the beginning of their police academy training to control for any socialization effects the training may have. The diagnostic clinical scales, the content scales, and the gender scales of the MMPI-2 were subjected to independent discriminant function analyses to determine if differences between male and female recruits exist. Scale 5 (Mf), GM, and GF were analyzed via t-tests to determine if differences between the female recruits and women in the normative sample exist. All discriminant functions were significant at the .05 level. Scales that differentiated male and female recruits were: Ma (Scale 9), ASP, FRS, BIZ, Mf (Scale, 5), and GF. Female recruits differed from the female normative sample on only GF (recruits were lower). It is suggested that future research focus on the predictive power of the content scales for continuation in the police field. It is also suggested that future research investigate the flexibility of the gender constructs throughout the policing career. Author Notes: Send all enquires to Larry A. Gould, Ph.D., Dept. of Criminal Justice, Northern Arizona Univerity, Box 15005, Flagstaff, AZ 86011-5005. 1. A special thank you is given to Northern Arizona University for providing the funding of the parent project from which this research was accomplished. I also wish to extend my gratitude to those whose time and effort went into the collection and computer entry of the data—Dr. Larry Gould and Rachel Rowland. In addition, I would like to thank Dr. Clay Moore for the statistical “chats”.     

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.     

Teaching procedural justice and communication skills during police–community encounters: Results of a randomized control trial with police recruits

Objectives

To describe and evaluate Chicago’s Quality Interaction Program (QIP) for police recruits. The training focused on procedural justice, interpersonal communication, decision-making, cultural awareness, and stress management during encounters with the public. Attention was given to emotions, empathy, and communication skills.

Methods

The QIP is an underutilized approach to police training that involves engaging recruits through applied case studies, role-playing scenarios, repetitive opportunities for practice, and individualized feedback. The impact of QIP training on 142 officers’ attitudes and behaviors was evaluated in a randomized control trial. Treatment and control groups were assessed through responses to self-reported questionnaires as well as research-coded videos that recorded officers during role-playing scenarios.

Results

The QIP did not change recruits’ attitudes toward procedural justice, nor did it impact their self-reported interpersonal communication skills. However, the program was effective at creating more respectful and reassuring behaviors during role-playing scenarios that were videotaped. The program also improved recruits’ decision-making during a scenario with rebellious youths and reduced officers’ reliance on force and arrest relative to controls.

Conclusion

The QIP initiative was instrumental in moving police training beyond “talking heads” to interactive adult education, while promoting a more sophisticated understanding of human dynamics during police–public encounters. The results, however, were mixed, due in part to a training academy environment that emphasized aggressive policing and officer safety. Thus, reform-minded agencies may need to rethink the totality of the training experience to achieve strong results.

     

An Investigation of Mental Health and Personality in Swedish Police Trainees upon Entry to the Police Academy

This study aimed at personality and mental health status of Swedish police trainees considering gender differences; and at relationships between personality and mental health. 103 individuals were investigated by means of the SCL-90-R and the Temperament and Character Inventory (TCI) upon entry to the police academy. By contrast, the police trainees were mentally much healthier than individuals from the general population. They reported low Harm Avoidance and their character dimensions were more developed in terms of strength, responsibility and reliability. Harm Avoidance (positively) and Self-Directedness (negatively) were found to be associated with all facets of psychopathology. The good mental health and mature personality characteristics reported by trainees, particularly the females, suggest that they have the strength to master the stressful situations which they will face in their professional lives. In order to prevent possible psychological disturbances later in life, due to the high level of distress in their work, the development of trainees’ personality in terms of particular coping skills should be regarded as an integral part of their professional training at the police academy.     

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.     

Effect of socialization factors on decisions to prosecute

Scottish police recruits rated the effect of various circumstances on decisions whether or not to take action against a hypothetical traffic offender. Ratings were obtained at induction (Basic group) and after one year's service (Advanced group), both before and after training periods. Factor analysis showed a primary “in-group” factor before training, together with subsidiary “special cases” and “costs and benefits” factors, on all of which the Basic group was significantly more ready to take action. Factor analysis of the after-training responses showed that the primary factor was special cases, with subsidiary in-group and out-group factors. The Basic group was not significantly different from the Advanced group on the latter two, but was still more likely to take action against special cases. These results are discussed in terms of organizational socialization and professional culture.     

Promoting a culture of fairness: police training,procedural justice,and compliance

Objectives

Academics and practitioners alike are concerned about the potential “double-edged sword” of procedural justice. In the organizational context, procedural justice is expected to increase compliance with supervisors. However, blind, unthinking, or “hard” compliance with supervisors, may lead to anti-organizational behavior and misconduct. The present study examines the moderating effect of a police recruit cultural training program on the relationship between procedural justice and compliance with police supervisors. We expect that providing cultural training will moderate the relationship between procedural justice and “hard” compliance.

Methods

Participants were police recruits at the Queensland Police Academy who were randomly assigned to an experimental (Voice 4 Values) or control condition (business-as-usual training) upon entry into the academy. Recruits in both groups were surveyed pre- and post- training to capture perceptions of procedural justice and compliance with supervisors.

Results

Results suggest that procedural justice mattered less for predicting “hard” or unthinking compliance among the recruits who received the Voice 4 Values cultural training package, compared to those who did not receive the training.

Conclusions

We conclude that while procedural justice may be of interest to policing organizations, it is important that it is not used as a tool to encourage unthinking compliance. We find cultural training reduces the effect of procedural justice on unthinking or “hard” compliance.

     

The neo pi-r,inwald personality inventory,and mmpi-2 in the prediction of police academy performance: A case for incremental validity

The utility of personality inventories for predicting successful police officer performance is an important issue in the law enforcement employment selection process. The purpose of the present study is to evaluate the incremental validity of the Minnesota Multiphasic Personality Inventory (MMPI-2), the Inwald Personality Inventory (IPI), and the Revised NEO Personality Inventory (NEO PI-R) for predicting police academy performance of 79 recruits. Results indicate that each inventory contributes significantly to prediction of academic performance in the academy, while only the NEO PI-R predicts physical performance. The addition of the NEO PI-R to selection processes that already incorporate the MMPI-2 and IPI may be useful for enhancing prediction of police officer performance.     

“Being a topic expert is not sufficient”: a mixed-method analysis of teaching dynamics at the Tasmania police academy

ABSTRACT

In unpacking the results of an in-depth longitudinal program evaluation, and in light of literature on police education, we analyse the various elements that contribute to the dynamic delivery of teaching in a police academy. A mixed-method analysis of 5 years of student evaluations enriched with the views of police education managers, coordinators, and educators provides an overview of the circumstances in which educators teach police recruits, the dynamics which unfold when teaching police, and the necessary characteristics for educators when addressing a police audience. This analysis positions the Tasmanian model of police education as an interesting case study in the midst of relatively critical literature about police education, and even more cautious studies on higher education partnerships in policing.     

Use of the MMPI-2 and the Inwald personality inventory to identify the personality characteristics of dropouts from a state police academy

The MMPI-2 and the Inwald Personality Inventory were employed to investigate the personality characteristics of dropouts from a state police academy. A traditional model of training borrowed from military models was used at the academy rather than a police generated model. Sensitive and independent individuals, more compatible with modern community policing methods may have rejected police work as a result of the experience. 15 academy completers and 9 dropouts were used in the sample. Analyses of the scales of the MMPI-2 and the Inwald Personality Inventory identified variables upon which the two groups differed. The hypothesis that more sensitive, empathic and independent individuals were leaving the academy appeared to be supported.     

Predicting State Police Officer Performance in the Field Training Officer Program: What Can We Learn from the Cadet’s Performance in the Training Academy?

This paper examines the influence of the state police law enforcement academy on the performance of commissioned officers in the field training officer (FTO) program in a state in the Southeastern region of the United States. The police training academy is paramount in preparing cadets for the roles, responsibilities, and activities that graduates assume independently in the field. As such, it is important to understand the value added to future performance in the field through adequate preparation in the training academy. This study analyzes a sample of officers in the Southeastern region of the United States and explores the relationship between their performance as cadets in the academy and their performance as commissioned officers in the field training officer program. Through stepwise regression, the researcher concluded that the law enforcement training academy accounts for 10% of the performance variance of newly commissioned officers in the field officer training program. The researcher recommended further analysis of the law enforcement curriculum and of the field training officer program. This research should focus on the specific goals and objectives of the FTO program to ensure that the curriculum taught in the academy is properly aligned with the performance measures of the FTO program.     

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.     

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.     

Crime Prevention,Crime Repression,and Policing: Attitudes of Police Recruits Towards Their Role in Crime Control

This article presents the initial results of a 5‐year longitudinal study of police officers’ attitudes about themselves, their profession, crime, and their role in society. The study sample was comprised of graduating classes at l'École Nationale de Police du Québec in 2003. Graduates completed an anonymous multiple choice questionnaire designed for a similar study conducted in the 1990s in France (Monjardet & Gorgeon, 1992, 1993, 1996, 1999). The complete study will track attitude change in these recruits over the first 5 years of their police careers. Results from the first year point to a change in officers’ attitudes resulting from the shock of actually working as police officers and the recruits’ preconceived notions of what police work would be like. Training and education could be adapted to better prepare police recruits for this transitional shock, including changes in mechanisms used to integrate recruits, improvements in police organizations, and increased organizational support for new members. We also suggest ways of identifying areas where continued education would improve the overall quality of police work.     

An Examination of Authoritarian Personality Traits among Police Officers: The Role of Experience

This study compared authoritarian traits as determined by MMPI-2 scores between inexperienced versus experienced police officers. The purpose of this comparison was to investigate whether experienced police officers possessed higher levels of authoritarian traits which may be related to years on the job. Results found that inexperienced and experienced police officers tend to be psychologically healthy and do not possess high levels of authoritarian traits. Some specific differences emerged with inexperienced police officers demonstrating higher scores on ASP (antisocial practices) but lower scores on HY (emotional reactions to stress). Possible reasons for these results are discussed.     

Tennessee Citizen Police Academies: Program and Participant Characteristics

Citizen police academies (CPAs) are popular programs developed by police departments with the twin goals of educating the public about law enforcement and improving police-community relationships. Citizen police academies can help law enforcement agencies by providing them with graduates who may support police departments through volunteering, crime reporting, advocacy, and crime prevention. CPAs may aid citizens by providing them with opportunities to work with the police to make their communities safer. During the course of the citizen police academy, not only will participants have opportunities to learn more about the police depar'tment and their communities, but they may be given opportunities to patrol with police officers, solve mock crime scenes, or attend moot court. This study examines citizen police academies in Tennessee and provides an exploratory investigation of the programs and its participants. Data obtained from 31 police departments indicate CPA programs with more than a 20 year history in Tennessee. Results of a pretest and posttest of 4 citizen police academies’ participants found that attending these programs significantly and positively changed participants’ familiarity with the police chief, local law enforcement, community crime, and the criminal justice system.