Thesis (Ph. D.)--University of Wisconsin--Madison, 1971. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.A. in Security Studies (Homeland Security and Defense))--Naval Postgraduate School, March 2006. / Thesis Advisor(s): Christopher Bellavita, "March 2006." Includes bibliographical references (p. 95-98). Also available online.

Thesis (M.S.)--Rochester Institute of Technology, 2005. / Typescript. Includes bibliographical references (leaves 106-108).

Thesis (M.A.)--University of Notre Dame, 2004. / Thesis directed by Alexandra F. Corning for the Department of Psychology. "July 2004." Includes bibliographical references (leaves 40-44).

<p> <b>Purpose:</b> This phenomenological qualitative multicase study explored leadership from the perspective and experiences of women leaders in law enforcement to increase comprehension of what women in law enforcement can achieve with proper motivation and support. </p><p> <b>Methodology:</b> Semi-structured interviews and field observations were utilized. Data was collected through in-person and telephonic interviews and field notes. Data was analyzed through multiple levels of coding. The researcher utilized purposeful convenience sampling to identify 10 total participants and obtained a sample size of nine participants. </p><p> <b>Findings:</b> Data analysis revealed 24 themes and three subthemes related to the study&rsquo;s four research questions. Mentoring and having a mentor and a support network were found to be essential. The data also uncovered reasons for mentoring and being mentored; the usefulness of formal, informal, and reverse mentoring; and the impact of having too few women in the profession. Building trust revealed the importance of drawing the line, following through, communication, and inclusive leadership. The themes of organizational commitment, a shared vision, caring, ego, change, and characteristics of the profession were related to leadership styles. Observations supported three themes: preparation, active engagement, and social media presence. A total of three subthemes emerged: late in career, benefits, and succession and career development related to mentoring. </p><p> <b>Conclusions:</b> This study identified participants&rsquo; perceived barriers as women in a male-dominated profession. Participants identified mentoring as essential for organizational and individual success. The research findings indicated that work ethic, compassion, equity, and professionalism are essential to building trust. The study highlighted effective leadership qualities women contribute to male-dominated professions aligned with transformational and authentic leadership. These findings assisted the researcher with outlining a plan for women to positively impact male-dominated professions. </p><p> <b>Recommendations:</b> The following are recommendations for further study: (1) include a larger sample of participants below rank of chief or sheriff; (2) include male perceptions of women leaders; (3) conduct a cross-sectional study to expand research in other organizations; and (4) conduct a longitudinal follow up study to further expand research.</p><p>

<p> This qualitative research study (Merriam &amp; Tisdell, 2016) informed by an a priori theoretical framework gathered perspectives of female law enforcement leaders on their experiences leading in hegemonic masculine police cultures (Archbold &amp; Schulz, 2012; Morash &amp; Haarr, 2012; Rabe-Hemp, 2009) to better understand how female law enforcement leaders described the construction of their social identities (Morash &amp; Haarr, 2012; Rabe-Hemp, 2009; Tajfel &amp; Turner, 1979) and the influences on their self-efficacy (Bandura, 1977, 1986, 1997). The two areas of focus for the study within the law enforcement leaders&rsquo; experiences included understanding how the women thought of themselves and others as a group and what experiences influenced their confidence to lead. The study was guided by two research questions: How do female law enforcement leaders describe their social identities? and What experiences shape the formation and evolution of self-efficacy of female law enforcement leaders? There were two subquestions: How, if at all, is gender a factor in the female law enforcement leaders&rsquo; social identity constructions? and How do the reported experiences described by the female law enforcement leaders inform the four information sources for self-efficacy theorized by Bandura (1977)? </p><p> This study provided in-depth descriptive data about the social identity constructions and self-efficacy evolution of 16 female law enforcement leaders. General findings from the study indicated women&rsquo;s social identities (Tajfel &amp; Turner, 1979) are constructed within and outside of the law enforcement community with a strong identification with groups outside of law enforcement and influenced by gender. Further findings from the study indicated that a myriad of experiences and interactions influence leader self-efficacy (Archbold &amp; Schulz, 2012; Bandura, 1977, 1986, 1997; Rabe-Hemp, 2009; West &amp; Zimmerman, 1987) that are generally aligned with Bandura&rsquo;s (1977, 1986, 1997) self-efficacy theory, with one noteworthy exception and one emergent influence.</p><p>

<p> The Department of Homeland Security leaders with over 230,000 employees are tasked with maintaining the security and safety of people and infrastructure. The unique mission of each agency poses a leadership challenge across directorates. To accomplish the security task, leadership must employ a highly trained, resilient, and effective workforce. The problem is that employees continue to report low levels of job satisfaction and lack of leadership. The purpose of this study was to understand the job satisfaction of a small segment departmental employees, former undercover officers. The current study utilized a qualitative method with a multiple case study design. Participants were recruited from an association of retired special agents. Seventeen former undercover officers were interviewed in-depth to gain a perspective of their relationship with their supervisors while working undercover. This study examined four research questions. To gain information concerning the four research questions, 15 interview questions were asked of each participant. The information gathered was analyzed and coded, eight themes were developed. The findings revealed former undercover officers maintained an elevated level of job satisfaction while working undercover regardless of their supervisors&rsquo; knowledge and abilities. Participants reported lower level of job satisfaction when undercover work concluded. This finding was in contrast with the guiding theoretical framework in the literature concerning leader-member-exchange theory. Former undercover officers reacted positively to supervisors with transformational leaderships skills which is supported by the leaders-member-exchange literature. The potential implication of this study is continued reported low levels of job satisfaction by employees may lead to lower levels of performance which can degrade the security of our nation. Future studies should include a quantitative study of currently active undercovers officers through anonymous surveys to protect their identity and safety.</p><p>

In contrast with most Asian and African nations, the Republic of Singapore has often been cited as a model state where bureaucratic corruption is minimal. What then is the secret of Singapore's success at corruption control? This dissertation examines the factors that help to explain the effective control of corruption in Singapore, the administrative and legal methods employed to combat corruption in the Republic and the efficacy and legitimacy of such controls. The study has been undertaken in four parts. Part I seeks to define the elusive concept of corruption, and to examine the problems of corruption in Asia and in the developing countries, and the various physical, political, social and economic factors that support Singapore's corruption control strategy. In Parts II and III, an attempt has been made to determine, analyse and evaluate the administrative and legal methods employed to combat corruption, especially in the public services. There is a detailed study of the scope and application of Singapore's anti-corruption laws and the workings of various law enforcement agencies involved in combating corruption. The dissertation concludes with a general discussion of the sufficiency of Singapore's solutions and the problems ahead in the battle against the canker of corruption in Singapore.

abstract: The occupation of policing has long been associated with masculinity. Resistance to the integration of women into the law enforcement profession stemmed from widely held beliefs that women were incapable of performing the police function. Although much has changed in policing, female officers are bombarded with masculine symbols depicting mostly the agentic characteristics associated with the law enforcement profession. Or, they are offered socially and culturally constructed definitions of who they are supposed to be as women as well as what is lacking in them as officers. This study explores the disparity between how female police officers are viewed, what they experience, and how they are represented. The perspective of the female officer was captured, and presented through visual images obtained by participants. Descriptive coding and thematic analysis converted photographs and written narratives into participant generated themes and stories. Female officers in this study resisted stereotypic portraits of women in policing and sought expanded boundaries of inclusion within their profession. Participants produced some understanding of how women construct their personal and professional identities relative to gender, as well as the larger roles of women in society. / Dissertation/Thesis / Doctoral Dissertation Educational Leadership and Policy Studies 2015

<p> <b>Purpose:</b> The purpose of this qualitative phenomenological study was to examine, understand, and describe the challenges women face to advance to middle management (lieutenant and captain) in the California Highway Patrol (CHP). The study focused on the individual lived experiences of female California Highway Patrol captains and lieutenants as they rose through the ranks of the CHP. </p><p> <b>Methodology:</b> The phenomenological qualitative methodology was utilized to understand the lived experiences of 7 female lieutenants and 5 female captains. In-depth personal, semistructured interviews were conducted to answer the research questions and subquestions. The researcher analyzed data collected and utilized NVivo to reveal patterns and themes. </p><p> <b>Findings:</b> The findings were identified through 28 themes and 681 frequencies among the 6 elements of the lived experiences of female lieutenants and captains on their path to leadership. Eight key findings and one unexpected finding were identified based on the frequency of references by study participants. </p><p> <b>Conclusions:</b> The 8 key findings were summarized into conclusions that included having advanced degrees prior to pursuing a career, having field experience prior to advancement to leadership, taking family considerations into account before joining the CHP, having mentors throughout their career, being physically and mentally prepared when entering the academy, making a difference, and building relationships throughout their career. Additional conclusions included the politics of the promotion should apply to women and men equally, and sexual harassment should not occur nor be tolerated. </p><p> <b>Recommendations:</b> Future research should include examining the promotional process for both men and women in the CHP, replicating this study using another large law enforcement agency, studying recruitment of women in the CHP, exploring the experiences of women during the academy and their experiences during the break-in period, and researching the experiences of women concerning sexual harassment within the CHP.</p><p>