Masters in Public Administration - MPA / The Beginning of the paradigm shift in policing in the South African Police was first seen in 1993 when the concept of Community Policing was first introduced. The South African Police Service that was formed through the Police Act 68 of 1995 subsequently adopted Community Policing as a Corporate Strategy of the organisation. There is a question as to whether some of the efforts reflect the necessary elements of community policing or are merely reactions to a contemporary political thrust for police reform. This study seeks to critically analyse the challenges and contradictions in Community Policing in terms of strategy and organisation. Nyanga SAPS will be use as the case study. Nyanga is one of the Police Stations in the so-called Black Township that has been engulfed by Community-Police conflicts since the democratic dispensation came into existence in South Africa. The highest point of this animosity saw certain people within the community between 1998 and 1999 reporting criminal activities to Taxi Operators rather than to the police. This study will be approached through gap analysis. The author will first describe the desired state of affairs in terms where the SAPS should be, in relation to reform policies put in place by the government. This will be followed by the analysis of the present situation in Nyanga, which will highlight the shortcomings. Then the study will put forward recommendations which should address the identified shortcomings. Based on that, the strategy that should inform policing in the new millennium will be developed. The author will recommend an African approach to policing as it has become apparent that the policing approaches are different for different countries and different communities. The author will propose full participation of the public in policing, in terms of determining policing priorities in their areas.

Police culture often valorises 'hard' drinking, and in NSW police label their heavy drinkers 'heroes'. It is queried if there is some relationship between occupational culture and drinking style.It is found that much of the current theorising about the origins and nature of problem drinking, such as psychological theorising about stress, is inadequate to explain and address the extraordinary level of high-risk drinking among police.This thesis explores alternative views such as critical and feminist perspectives on police culture, constructions of masculinity, and mechanisms of 'enabling', to discover whether these might prove more applicable and more productive. The research also explores the matter of whether a case can be made for taking alternative ideas and theories into account in designing intervention programmes for specific occupation contexts, and whether they raise any policy and practical implications for addressing problem drinking within the NSW Police Service. / Master of Science (Hons)

This thesis tested an appraisal, coping and adaptation model of job insecurity and organisational change with a sample of police officers. The model integrated key aspects of Lazarus' (1991a, 1999) cognitive-motivational-relational theory of emotion (personal coping resources, appraisal questions, emotion, coping and adaptation outcomes) with the ten job characteristics (opportunity for control, opportunity for skill use, externally generated goals, variety, environmental clarity, availability of money, physical security, opportunity for interpersonal contact, valued social position and supportive supervision) from Warr's (1987, 1999) vitamin model. The ten job characteristics were viewed as valued aspects of the environment that may potentially be lost or threatened during organisational crisis or change. The service within which the police officers worked underwent a large scale organisational restructuring from late 2001 to July 2002. Three research studies were conducted for this thesis. The first study developed a psychometrically sound, 40-item job characteristics scale, based on the ten dimensions of Warr's vitamin model. This scale assessed participants' worries about changes to aspects in their work environment. The development of this scale met a need within the job insecurity literature for a theoretically-derived measure of valued job features, and enabled the investigation of the appraisal, coping and adaptation model. This measure was included in the questionnaire for the cross-sectional and longitudinal studies that formed the second and third major research projects of this thesis. The main aim of the second study was to test a proposed model of appraisal, emotion, coping and adaptation following the experience of organisational change. The model proposed that person variables and personal coping resources (e.g., personal control and coping self-efficacy) would have indirect associations with the adaptational outcomes of Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour. The personal coping resources were proposed to have indirect relationships with coping strategies through job characteristics, appraisal and emotion as well as direct associations with levels of distress, Life Satisfaction and Job Withdrawal Behaviour. The ten job characteristics were expected to have a direct relationship with Psychological Distress, and indirect associations with the three adaptational outcomes through appraisal, emotion and coping. Primary and secondary appraisal was proposed to precede and directly influence emotion. In turn, emotions were expected to directly relate to the coping strategies that were used, with coping strategies mediating the association between emotion and the three adaptational outcomes. An additional focus of this study was to determine whether there were mean differences for males and females on the variables examined. The second study was conducted in November 2002, three months after the restructuring. Two thousand two hundred and eighteen police officers were invited to participate in the study, with a total sample of 303 police officers responding. The antecedent variables (personal resources, job characteristics, perception of global job insecurity, appraisal components, feelings, coping strategies) and the indicators of employee adjustment (Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour) were collected via a self-report questionnaire. Collateral data were also obtained from a friend, spouse/partner or work colleague of the police officer for the dependent variables of Psychological Distress and Life Satisfaction. Hierarchical multiple regression analyses were applied to investigate the aims of this study. Some support for a partial mediating model was obtained, mainly with the work specific adaptational outcomes of Psychological Distress and Job Withdrawal Behaviour. The antecedent variables in the model explained a substantial amount of variance for each of the adaptation outcomes. Notably, the antecedents of the model to uniquely account for variance in Life Satisfaction, a non-work contextual outcome, were person variables and personal coping resources. The third research study used a two-wave longitudinal panel design. The principle aim of this study was to test the proposed model of appraisal, coping and adaptation, longitudinally. Specifically, the aim was to examine whether initial levels, and changes in levels over time in aspects of the proposed model predicted later levels, and changes across time in the adaptational outcomes of Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour. The study was conducted in April and May, four to five months after the T1 data had been collected, and seven months after the restructuring. A total of 158 police officers responded from the 303 that participated in Study 2. Difference scores were calculated to examine change across time within hierarchical multiple regression analyses. Three longitudinal regression models (Basic, Change-in-Outcome and Change/Change) were examined to test for robust effects. The model explained considerably more variance in Psychological Distress across all three longitudinal models tested, compared to Life Satisfaction and Job Withdrawal Behaviour. Generally the work related antecedents (T1) had no or minimal association with change in Life Satisfaction. However, change in physical safety was associated with change in Life Satisfaction across the two points in time. Some robust associations were found for emotion coping strategies with Psychological Distress; personal control with Life Satisfaction; and negative feelings with Job Withdrawal Behaviour. The findings from the three studies are discussed with reference to Lazarus' (1991a, 1999) cognitive-motivational-relational theory and Warr's (1987, 1999) vitamin model. The findings from the cross-sectional and longitudinal research studies support partial mediating relationships among the antecedents with the adaptational outcomes. There is debate within the job insecurity literature as to whether potential loss of job features should be included in the definition and operationalisation of this construct. Based on the results of the research, it is recommended that the definition and operationalisation of job insecurity include potential loss of job features and potential loss of the job. The model tested accounted for more variance in the work specific outcomes of Psychological Distress and Job Withdrawal Behaviour than Life Satisfaction. Thus, the organisational restructuring appeared to have a greater association with work-specific outcomes rather than non-work outcomes. Some limitations of the research are noted. For example, the small sample size limited the ability to use latent variable model testing procedures. Second, the conclusions from the research studies are applicable to a police service organisation and thus may be limited in their application to employees in other organisations. Third, the model focused quite heavily on the individual within the organisation, examining personal resources and characteristics. Nonetheless, this research has contributed to the literature in several ways by: (a) developing a theoretically founded measure of valued job characteristics, (b) demonstrating the importance of evaluating changes to these features of the work environment and the potential loss of the job during organisational instability, and (c) testing an appraisal, coping and adaptation model that shows much promise for use within organisations undergoing crisis or change. This newly developed and tested model appears especially useful in understanding the impact of organisation changes on work related outcomes.

Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2008.

The Community Based Policing model has been adopted by the large majority of policing agencies as another tool on an officer’s duty belt that allows them to do their job more effectively and efficiently. The model is premised on the building and maintaining of relationships of the Police Service and the community it serves. The model argues that Services must ensure that the community is given a voice in the way police enforce the laws. The model encourages that the police and community work together in a partnership that is different from the traditional relationship shared between the two groups under the previous Professional Policing model. This working in partnership means that not only must the police become more open to the community providing direction in the way they do their job, but also that the community must take a more active role in the policing of their areas. This partnership could be considered an exchange of information from both the police and the community. As argued by Marcel Mauss in The Gift, relationships that are on-going and have elements of exchange have obligations. These obligations of giving, receiving and reciprocity ensure that the relationship between the groups is not only maintained, but strengthened. When one of these obligations is not met, however, there are often social consequences. This research attempts to understand the model of Community Based Policing in terms of how it is being applied by Canada’s second oldest police service, the Hamilton Police. With the model encouraging a relationship with the community, issues of gift exchange appear. Through interviews with staff of the Hamilton Police Service, as well as citizens from the community of Hamilton, how these obligations are being met, as well as the effectiveness of the model and its relation to Maussian theory of gift exchange are explored.

The Community Based Policing model has been adopted by the large majority of policing agencies as another tool on an officer’s duty belt that allows them to do their job more effectively and efficiently. The model is premised on the building and maintaining of relationships of the Police Service and the community it serves. The model argues that Services must ensure that the community is given a voice in the way police enforce the laws. The model encourages that the police and community work together in a partnership that is different from the traditional relationship shared between the two groups under the previous Professional Policing model. This working in partnership means that not only must the police become more open to the community providing direction in the way they do their job, but also that the community must take a more active role in the policing of their areas. This partnership could be considered an exchange of information from both the police and the community. As argued by Marcel Mauss in The Gift, relationships that are on-going and have elements of exchange have obligations. These obligations of giving, receiving and reciprocity ensure that the relationship between the groups is not only maintained, but strengthened. When one of these obligations is not met, however, there are often social consequences. This research attempts to understand the model of Community Based Policing in terms of how it is being applied by Canada’s second oldest police service, the Hamilton Police. With the model encouraging a relationship with the community, issues of gift exchange appear. Through interviews with staff of the Hamilton Police Service, as well as citizens from the community of Hamilton, how these obligations are being met, as well as the effectiveness of the model and its relation to Maussian theory of gift exchange are explored.

The security sector of a state is supposed to deliver a secure environment for its citizens. Security Sector Reform (SSR) are reforms aiming to develop the security sector of a state in order to guarantee human security. In Kosovo SSR is in operation to create a more secure society with greater civil control. The aim of this essay is to examine how Kosovos’ security sector is organized year 2007 and how its development should progress in order to facilitate security and civilian control of the security sector, with focus on three central actors: the Kosovo Police Service (KPS), the Kosovo Protection Corps (KPC) and the security service. The theoretical framework used, with a descriptive purpose, pinpoints Human security, Post- conflict reconstruction, Intrastate Security Dilemma, SSR and Implementation theory for networks as important elements for the study and understanding of SSR. The main findings are that a holistic approach is needed when addressing SSR and that all further SSR in Kosovo are dependent of the future status of Kosovo and a good economic development. Currently, one of the main problems facing the security sector in Kosovo is the lack of civil oversight. Key words: Security Sector Reform (SSR), human security, Kosovo, Kosovo Police Service (KPS), Kosovo Protection Corps (KPS), security service. Nyckelord: Säkerhetssektorreformer (SSR), mänsklig säkerhet, Kosovo, Kosovo Police Service (KPS), Kosovo Protection Corps (KPS), säkerhetstjänst.

<p>The security sector of a state is supposed to deliver a secure environment for its citizens. Security Sector Reform (SSR) are reforms aiming to develop the security sector of a state in order to guarantee human security. In Kosovo SSR is in operation to create a more secure society with greater civil control.</p><p>The aim of this essay is to examine how Kosovos’ security sector is organized year 2007 and how its development should progress in order to facilitate security and civilian control of the security sector, with focus on three central actors: the Kosovo Police Service (KPS), the Kosovo Protection Corps (KPC) and the security service. The theoretical framework used, with a descriptive purpose, pinpoints Human security, Post- conflict reconstruction, Intrastate Security Dilemma, SSR and Implementation theory for networks as important elements for the study and understanding of SSR.</p><p>The main findings are that a holistic approach is needed when addressing SSR and that all further SSR in Kosovo are dependent of the future status of Kosovo and a good economic development. Currently, one of the main problems facing the security sector in Kosovo is the lack of civil oversight.</p><p>Key words: Security Sector Reform (SSR), human security, Kosovo, Kosovo Police Service (KPS), Kosovo Protection Corps (KPS), security service.</p><p>Nyckelord: Säkerhetssektorreformer (SSR), mänsklig säkerhet, Kosovo, Kosovo Police Service (KPS), Kosovo Protection Corps (KPS), säkerhetstjänst.</p>

Thesis (Ph. D.(Psychology))--University of Pretoria, 2001. / Includes bibliographical references (p. 209-226).

(MTech. degree in Policing) / Focuses on how to improve poor service delivery at the Galeshewe Community Service Centre.