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.     

A View through the Bubble: Some Insights from Teaching Negotiation Online

The teaching of negotiation in an online context is not only possible, but surprisingly provides a number of opportunities that the traditional face-to-face classroom setting lacks. The author, drawing on his practical experience over the past few years, puts forth suggestions for preparing and teaching negotiation online. After explaining the preparation and structure of the course, the author offers six core insights to consider when teaching negotiation in this context.     

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.     

Trade openness-industrialization nexus revisited in Africa

Economic Change and Restructuring - The objective of this paper is to revisit the nature of the link between trade openness and industrialization in Africa over the period 1990–2019. Given...     

The inflationary aspect of repetitive devaluation: A comment

In this paper we use primary data on 500 Ghanaian FBOs collected through semi-structured interviews and risky dictator games (RDG) to test the validity of the cooperative life cycle theory and formulate a measure of cooperative health. We first define cooperative health as the alignment of heterogeneity in risk preferences and the effectuation of collective investments. We then use cluster and correlation analysis to categorize FBOs on the basis of their health and correlate these typologies with various performance indicators. Our findings reveal that organizational health is generally low as there are only a few organizations that manage to provide member-farmers with both risk-sharing and cost-saving opportunities. Further, healthier FBOs experience stronger growth in membership while health is lower in FBOs that have been established for the purpose of benefitting from external incentives.