Thesis (Ph. D.)--West Virginia University, 2005 / Title from document title page. Document formatted into pages; contains xi, 204 p. : ill. Includes abstract. Includes bibliographical references (p. 175-187).

Thesis (Ph. D.)--University of Texas at Austin, 1999. / Vita. Includes bibliographical references (leaves 274-303). Available also in a digital version from Dissertation Abstracts.

Thesis (Ph. D.)--Florida State University, 2005. / Advisor: Richard C. Feiock, Florida State University, College of Social Sciences, Askew School of Public Administration and Policy. Title and description from dissertation home page (viewed Jan. 24, 2006). Document formatted into pages; contains vii, 124 pages. Includes bibliographical references.

Thesis (Ph. D.)--Florida State University, 2005. / Includes vita. Includes bibliographical references (110-123). Also available online via the Florida State University ETD Collection website (http://etd.lib.fsu.edu/).

Research has shown that the police industry has entered into an era of homeland security. However, whether the core functions of policing have significantly changed since September 11, 2001, has been the topic of considerable debate. Using secondary data, the research identifies variables that are most influential in predicting whether Texas police chiefs understand their departments’ homeland security roles and responsibilities. The data was originally obtained in 2007 through self-administered surveys of police chiefs attending the Texas Chief Leadership Series (TPCLS) and the New Chief Development Program (NCDP).

Doctor of Philosophy / Department of Sociology, Anthropology, and Social Work / Robert K. Schaeffer / Kansas police chiefs are a unique group of individuals. Because are they located throughout the various sized communities within the state, they have the potential to affect the daily lives of more people on a day-today basis than any other branch of law enforcement. The purpose of this study was to analyze how police chiefs prioritize emerging threats. In this study, using a purposeful sample, 40 semi-structured interviews were conducted with Kansas police chiefs across the state. These police chiefs were asked about their views on the biggest emerging threats they have observed within the last 10 years. They were also asked why certain threats become priorities and why others do not. Police chiefs were split on their thoughts of whether or not they believed resources should be allocated in their communities to defend against terrorism in Kansas. What was discovered during the research process went beyond learning about the process of change for threat prioritization, or what specific threats Kansas police chiefs think their communities are facing today. What was discovered was a deeper understanding of how police chiefs think when it comes to the relationship between police departments, police personnel, and community. As police chiefs addressed the processes by which they go about prioritizing emerging threats, they illuminated a unique strategy hierarchy for success that is centered on maintaining positive departmental perception. To maintain this perception, police chiefs work both officially and covertly within governmental structures and the public sphere to control how people think about their personnel and department. A prominent difference was seen in the physical proximity and accessibility of police chiefs to the community between small, medium, and large towns. In effect, to come to an understanding of the process of prioritization for emerging threats for Kansas police chiefs, it was necessary to understand these police administrators’ unique thought processes that they bring to the table when addressing important issues.

This study seeks to investigate the underlying ideologies and practices behind the perception that women who are in command positions are unable to command and control, especially those who are in the operational environment. The study was executed in the Eastern Cape Province (Eastern Cape), in Buffalo City Metropolitan Municipality (BCM). The research participants (respondents) were constituted by 33 police officers from diverse police stations within the BCM. The participants were divided according to gender, i.e. 24 females and 9 males. With regards to objectives of the study, the aim was to investigate the following issues: i) to understand factors that make women not to be accepted in their positions as SAPS' operational commanders, by their male subordinateslcolleagues and community members. ii) To understand factors that make women not to be accepted in their positions as SAPS' operational commanders, by their male subordinates/colleagues and community members, and iii) to explore strategies to utilize in making SAPS' women operational commanders, survive while managing their day-te-day respective units/components effectively and efficiently. Regarding research design, this study mainly used a qualitative research method combined with a bit of a quantitative approach. And then the data collection method involved making use of semi structured interviews to all the respondents. The results of this study show that there is still a huge difference in the number of women who are commanders compared to their male counterparts, especially in those environments that were previously regarded as male dominated. Further, despite the necessary training being provided by the SAPS to women officers, the necessary support in particular from management is still a challenge. Lastly, the argument of this study is that there is still not a fair representation of women in command positions within the SAPS, especially, in the previously male dominated environments.

In an era when school shootings make front page headlines, school security is of major importance to community members, school superintendents, police chiefs, parents, and students. School district leaders and local law enforcement officials generally work together to ensure the safety of their community’s children. The nature of the relationships that form over time vary depending upon a range of factors related to the collaborators and their circumstances. The questions that remain to be answered are: What is actually happening behind closed doors to ensure the safety of students in New Jersey schools? What relationships exist between school superintendents and local police chiefs? How do these relationships lead to security practices that can further protect children in school? This study employs mixed methods to examine the relationships between school district leaders and local police officials. The researcher conducted a quantitative survey of superintendents and police chiefs in New Jersey, along with qualitative interviews of superintendents to gather in-depth information on the relationships that currently exist. The information that has been gathered can be used to increase opportunities for improving school security. While the audience for the study is primarily practitioners in the fields of education and law enforcement, it is relevant for anyone who cares about the safety of schoolchildren in their community. The findings of this study show that collaboration can lead to strong working relationships between superintendents and police chiefs and is an essential element in their mutual quest to provide enhanced school security for students in New Jersey schools. / Educational Leadership

This study explores the representation of women in leadership positions in Metropolitan Police Departments (MPDs). Historically, the police career was male dominated and women were not allowed to work in the police. Democracy, changes in law, and societal beliefs opened policing as a career to women. Various legal frameworks provide for gender equality, therefore equal gender representation in the workplace is a developmental goal in South Africa. The Commission on Employment Equity (CEE, 2015) of South Africa reported that women comprised 44.8% of the economically active population, yet males were still in charge of senior management positions in South African companies. The 2015 South African Employment Equity Report indicates that women hold only 29.5% of top level management positions and 30.7% of senior management positions (CEE, 2015). These results are lower than the government’s mandated target of 44.4% management positions reserved for women. The MPDs (2017) indicated that, out of a sample of 600 women, 91 are in leadership positions. The current gender representation in MPDs’ leadership positions forms this study’s problem statement. This study is qualitative in nature. Twenty-five South African women from the Gauteng Province from Ekurhuleni, Tshwane, and Johannesburg MPDs were interviewed. The transformative approach was used to inquire on participants’ experiences and views about gender representation, as well as women’s advancement to leadership positions in the MPDs. Data were analysed using Atlas.ti™. The results showed that culture, stereotypes, and physical fitness were perceived as barriers that hindered the representation of women in leadership positions. Furthermore, sexual and verbal harassment, bullying, discrimination against female officers at the workplace, and unimplemented policies and procedures were also hindrances. The participants recommended that the South African MPDs review human resource practices and policies to promote a positive and constructive work environment for all employees. / Police Practice / D. Litt. et Phil. (Police Science)

In 1993, Charles Moose became Portland, Oregon's first black police chief. A nationally recognized student of the developing theories of community policing, Chief Moose's promotion was also hoped to help strengthen the diversity of the Portland Police Bureau. Ultimately, Portlanders were unable to look past Moose's public outbursts and demeanor and recognize his accomplishments. As a city, they missed an opportunity. This thesis uses transcripts of speeches and policy papers to present some political history to the reader, but also letters to the mayor's office, letters to the editor and the like to consider the social history of 1990's Portland. Some specific touchpoints of Moose's administration are considered, including when he and his wife Sandy moved to the King Neighborhood, the Daniel Binns birthday party and the resulting march on Moose's home, his outburst at the City Council, and other examples of his legendary anger. Moose's role in gentrification, and the policies he created for the Portland Police Bureau to lead that charge will not be ignored. All the while, the context of Oregon's racist heritage is forefront in this paper. By 1999, Charles Moose had left the bureau and accepted a job in Maryland. He was selected for many of the accomplishments that the Portland public had criticized him for. Ultimately, this study will show that Portland missed an opportunity to discuss how they wanted to be policed, and what philosophies they wanted their enforcers to personify.