published_or_final_version / Public Administration / Master / Master of Public Administration

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

No description available.

Police officers are frequently viewed as being unable to perform the duties assigned to them by society. Criticism has focused on inappropriate reaction to social unrest and an inability to control crime. Improving the selection process of police officers has been proposed as an appropriate means of improving police officer performance. The problem is how to improve the selection process to select individuals who will perform at the highest level. This study attempted to determine if personality traits of standout police officers, as measured by psychological tests, differ significantly from personality traits of recruit police officers. Considerable research in Oregon has been done on personality traits of police officers. The research has dealt with testing police officer applicants and recruit police officers. This study compared the psychological profile of police academy trainees with the psychological profile of standout police officers. The standout police officers were identified in a study by John Koroloff. The standard t test was used for a comparison of personality traits based on test scores from the Law Enforcement Assessment and Development Report (LEADR), the Psychopathic Deviate scale (PD) and the MacAndrew Alcoholism scale (MA) of the Minnesota Multiphasic Personality Inventory (MMPI), and the Wonderlic Personnel Test. The LEADR consists of the 16 Personality Factors (16PF), the Clinical Analysis Questionnaire (CAQ), and second-order factors. A comparison was also made of the age difference between the two groups. The hypothesis that there is no statistically significant difference between the two groups was only partially supported. Statistically significant differences were found on the Intelligence, Low Energy Depression, Paranoia, Psychasthenia, Depression, and Psychoticism scales of the LEADR; on the Psychopathic Deviate and MacAndrew Alcoholism scales of the MMPI; and on the age difference. / Graduation date: 1992

This study was designed to determine the predictive validity of a police officer selection program and identify the contribution made by each major selection device to the total program. Police officers employed by the Portland Police Bureau who had completed three years of post-probationary employment were randomly assigned to a validation group and a cross-validation group on a two for one basis respectively. Beta weights were computed for the written test, interview and psychological scores in the validation group. The regression formula was then applied to the data in the cross-validation group. A cross-validation R of 0.12 was obtained between the predicted performance criterion scores and the actual performance scores. When the interview variable was removed from the equation the cross-validation R increased to 0.16. Neither validity coefficient reaches statistical significance. Reasons were offered for believing that the low magnitude of the coefficients was attributable to restriction in range in the predictor variables and the unreliability of the criterion variable.

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

At the time this study was conducted, Queensland police officers were offered a five year age range in which retirement was possible. These officers were permitted to retire from age 55 and were forced to retire at age 60. The Queensland Police Service had previously identified that only 13% of all police officers were staying in their employment until the mandatory retirement age of 60. Retirement of these officers at the earliest possible opportunity presented a considerable loss of human resource investment. This study was undertaken to investigate some possible triggers influencing the decision to retire. Three specific research questions associated with the retirement intentions of Queensland police officers of the baby-boomer generation were formulated and subsequently investigated. These questions were: * How do the demographic characteristics of individual police officers relate to their retirement intentions? * What are the triggers that are associated with the retirement age intentions of baby-boomer police officers in Queensland? and, * How are these triggers associated with officers' intentions to retire earlier or later? While considerable work had been previously done on retirement triggers, the issue of police retirement triggers is under-researched. The situation was further compounded by the fact that the major study of police retirement was American, with retirement in that system based on years of service, and not age as in Australia. A list of possible retirement triggers was compiled from the literature and then focus groups of Queensland police officers were used to discuss some aspects of these possible retirement triggers and generate others that were specific to the Queensland Police Service. The study obtained the views of 641 members of the cohort through a questionnaire and utilised a quantitative research methodology to achieve findings. Demographic aspects showed little overall influence on an officer's retirement age decision. The demographic items that did have a direct association with retirement intentions were gender, length of service, and the method of admission to the organisation. Female officers, officers with the greatest length of service and those admitted to the organisation as Cadets were more likely to seek earlier retirement, that is retirement at or soon after age fifty-five. Whilst not conclusive, the education level of the individual indicated a trend towards later retirement for those with higher levels of education. Importantly, operational status, shift worker status, rank, and qualification for promotion had no association with the retirement decision. A factor analysis of the questionnaire items used in the study identified five factors, of which four contributed significantly to a police officer's retirement timing decision at the later end of the retirement window spectrum. These factors were 'appropriateness', 'worth and belonging', 'influences and relationships' and 'financial' issues. A fifth factor 'flexibility' was also determined but found to have no statistical significance. Three recommendations were made from this study: the formation of a Queensland Police Service alumni; the adoption of a n employment re-engagement policy called 'procruiting'; and the introduction of an assisted retirement education package for exiting members.

No description available.

The research entailed an exploration of the reasons behind corruption and related offences in selected Gauteng police stations of the South African Police Service (SAPS). Corruption refers to the illegal and unlawful activities performed by police officials when they enrich themselves by taking money and other valuable property from offenders, victims and other people they come into contact with. The participants in this study were purposefully chosen and comprised of two groups. The first group included ex-police officials convicted and sentenced for committing corruption and related offences. The second group were active police officials suspected to have committed corruption and related crimes and some in this group were dismissed by disciplinary tribunals. The research was done at four of the police stations in Gauteng Province. There were 18 participants interviewed and nine were chosen from these police stations, with the remaining nine from two correctional facilities in Gauteng. The participants were asked an open-ended question which aimed at exploring convicted police officials’ reasons for having committed corruption. The interviews were recorded with the participants’ permission. The recorded data were transcribed verbatim and analysed. The five main themes that emerged are the high incidence of corruption involving all levels of police, multiple environmental factors which contribute to corruption, forms of corruption, dynamics resulting from corruption and anti-corruption mechanisms to prevent corruption. The themes were described using “in vivo” quotes from the transcribed data. To learn other trends about corruption, the nature and extent of corruption in the political, economic and the governmental sphere were discussed. In the summary of the research recommendations and conclusions were provided. A model has been identified which consists of preventative and reactive mechanisms, including selection, recruitment, the code of conduct, supportive leadership, supervision, mentoring and coaching, targeted inspections and auditing. Life style audits, disciplinary measures, dismissals and prosecution in these corruption case hearings also form part of the proposed model. / Corrections Management / D.Litt. et Phil. (Criminal Justice)

In the study of Training and Selection of Police Officers: Toward a Community Police Model the researcher relied on data gathered using questionnaires distributed in a broad geographical range and among a diverse but relevant respondent population. Samples were obtained from police officers, and candidate officers in training and citizens from the southeastern and northeastern sections of the United States. Overall accuracy of survey documents is believed to be high. Survey documents were tested using a Chronbach's alpha test for validity and were constructed around a Likert type scale for responses. Analysis of data was accomplished using a one way analysis of variance (ANOVA) Tukey post hoc test with a .05 level of significance. Outcomes suggested a relationship between more conservative belief patterns among police officers and their post secondary education levels. Additional possibilities were noted in the overall training systems related to the police respondents as in alignment with current needs for traditional policing but, not necessarily adequate for community policing needs. These views also proceeded along educational lines. In addition, outcomes of researched based secondary education models constructed during the research, and even European models for police selection and training may offer some solutions for police in the United States. Other valuable points found during the study were indicators that careful personnel selection and college education when found in predominance among members, seemed to positively alter the general working environment of one police agency involved in the study. / Political Practice / D.Litt. et Phil.(Police Science)