Relevant bibliographies by topics / Career in police

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Career in police'

Author: Grafiati
Published: 4 June 2021
Last updated: 30 January 2023

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Journal articles on the topic "Career in police"

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Gong, Zhenxing, Jie Yang, Faheem Gul Gilal, Lyn M. Van Swol, and Kui Yin. "Repairing Police Psychological Safety: The Role of Career Adaptability, Feedback Environment, and Goal-Self Concordance Based on the Conservation of Resources Theory." SAGE Open 10, no. 2 (April 2020): 215824402091951. http://dx.doi.org/10.1177/2158244020919510.

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The purpose of this study is to investigate the role of career adaptability, feedback environment, and goal-self concordance in improving police psychological safety. Questionnaires with integral and regular answers were collected from 295 police officers from four provinces in China. The police officers completed a questionnaire that included items measuring goal-self concordance, supervisor feedback environment, psychological safety, and demographics. In a separate questionnaire, each supervisor rated the subordinate’s career adaptability. Career adaptability indirectly influences psychological safety through the feedback environment. Career adaptability has a greater influence on improving psychological safety for police officers with lower goal-self concordance than for individuals with higher goal-self concordance. Police officers with lower goal-self concordance must care about their future work roles, control their personal professional activities, make education and career choices based on curiosity, and be confident in their own careers to improve their psychological safety.
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Haase, Sandra, Erica Thomas, and Jan Francis-Smythe. "Applying career competencies in career management." Assessment and Development Matters 5, no. 1 (2013): 2–5. http://dx.doi.org/10.53841/bpsadm.2013.5.1.2.

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Changes in the labour market mean that individuals are increasingly required to take more responsibility for their own careers. In order to do so, they have to develop the skills and abilities necessary to secure employability. However, many employees need help in managing their careers (Kidd et al., 2004). One effective way of supporting individuals in their career development is though career guidance emphasising competencies. This article follows a previous article (Haase at al; ADM, 2012) and presents a recent study into the development of career competencies in police officers.
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Hari Kuncoro, Mustafa, Billy Tunas, and Wibowo. "Career Development of Indonesian National Police: The Case Study Analysis of Police Grand Comissioner Rank." Journal of Business and Behavioural Entrepreneurship 3, no. 2 (December 16, 2019): 58–71. http://dx.doi.org/10.21009/jobbe.003.2.04.

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It was important for Indonesian National Police organizations to be able to managed their human resources through good management by giving employees or members the opportunity to advance. Human resources in one organization had an important role of Indonesian National Police experiences a surplus of members with the position of Police Grand Commissioner. As of the beginning of 2019, this institution had around 1,400 members serving as middle officers. Most of these officers did not get outside structural positions. The development system of the right police career pattern was able to provide direction for individual police officers to developed themselves. The purposed of this research was to analyzed case studies related to the career development of the Police Grand Commissioner ranked that took place at the Institution of Indonesian National Police. This research used a qualitative approach with a case study method. This study concluded that career development was an police's efforts to achieve a career plan. In this case, there were organizational efforts in the form of programs and activities to assisted the career development of Police Grand Commissioner personnel. Another important thing was related to education and training provided to Police Grand Commissioner personnel must be in accordance with the requirements needed, so that the quality improvement of Police Grand Commissioner personnel would be truly fulfilled and aimed to developing police competencies and careers in accordanced with the needs and challenges of Grand Commissioner Police personnel performance.
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Rossler, Michael T., Charles Scheer, and Michael J. Suttmoeller. "Patrol career interest and perceptions of barriers among African-American criminal justice students." Policing: An International Journal 42, no. 3 (June 10, 2019): 421–40. http://dx.doi.org/10.1108/pijpsm-06-2018-0078.

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PurposeThe purpose of this paper is to evaluate whether black and African-American criminal justice students perceive barriers to a police patrol career differently than white students, and whether the perceptions of these barriers impact desire to enter a police patrol career.Design/methodology/approachThe current inquiry uses a self-administered survey of over 630 undergraduate students in criminal justice classes across five public universities.FindingsFindings suggest that African-American students differ significantly from white students in perceived social disapproval of patrol careers, respect for police and perceptions of whether the police engage in racial profiling. These perceptions display a significant indirect relationship indicating lower patrol career interest for black and African-American students compared to all other races.Research limitations/implicationsResearch limitations of the current inquiry include the lack of a nationally representative sample, the use of four-year university students as a sample to represent the potential police patrol applicant pool, and the use of a survey instrument to gauge respondent beliefs about patrol careers as opposed to actions they would take in pursuit of a police career.Practical implicationsFindings from the current inquiry indicate that departments may need to focus more on improving global perceptions of the police and discussing the nature of the career with recruit social support structures. Police recruiters should focus on techniques such as addressing social isolation experienced by the police rather than on decreasing standards for background checks or simply increasing awareness of police careers.Originality/valueThe current inquiry is one of the first to explore perceptions of barriers to entering a patrol career among CJ students. It is also among the first to examine the impact these perceptions have on patrol career interest. The findings may also help criminal justice instructors more fully discuss these barriers with students of color.
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BURKE, RONALD J. "CAREER STAGE AND POLICE CYNICISM." Psychological Reports 96, no. 3 (2005): 989. http://dx.doi.org/10.2466/pr0.96.3.989-992.

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Burke, Ronald J., and Aslaug Mikkelsen. "Career Stage and Police Cynicism." Psychological Reports 96, no. 3_suppl (June 2005): 989–92. http://dx.doi.org/10.2466/pr0.96.3c.989-992.

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This study examined the relationship of police tenure and career stage and cynicism among 766 Norwegian constables and managers. Constables with less tenure and in an early career stage, but not managers, scored lower on cynicism.
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BURKE, RONALD J. "CAREER STAGE AND POLICE CYNICISM." Psychological Reports 96, no. 4 (2005): 989. http://dx.doi.org/10.2466/pr0.96.4.989-992.

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Vermeer, Sayer-Jane, Ben Stickle, Mark Frame, and Michael Hein. "Reasons and barriers for choosing police careers." Policing: An International Journal 43, no. 5 (August 23, 2020): 817–30. http://dx.doi.org/10.1108/pijpsm-05-2020-0074.

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PurposeAs tensions between the police and community grow, one often called upon solution is a more diverse police force. However, building diversity presents many challenges, especially if there are barriers for choosing a career as a police officer. The present study explores motivations and barriers to becoming a police officer to help reduce the disparity between the community and police.Design/methodology/approachAn online survey of 344 persons in the US asked respondents to identify the motivations and barriers to choosing a career as a police officer. Survey questions centered on issues related to trust, police culture, practices of the police and lack of awareness of career opportunities.FindingsResults indicated that higher trust of the police, positive perceptions of police fairness and knowledge of potential police career opportunities increased an individual's interest in pursuing a career as a police officer. At the same time, negative views in these areas were barriers to interest in policing. These results give insight into where efforts can be focused to increase interest in becoming a police officer.Originality/valueThere is a lack of research on factors leading to an interest in a policing career. This study provides insight into the reasons for and barriers to entering a career in policing and provides a starting point for future research and practical implications for police departments seeking to increase interest in a policing career.
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Fielding, Nigel. "Policing's Dark Secret: The Career Paths of Ethnic Minority Officers." Sociological Research Online 4, no. 1 (March 1999): 129–36. http://dx.doi.org/10.5153/sro.237.

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The article responds to the Macpherson Inquiry into the police investigation of the murder of the black teenager Stephen Lawrence by assessing the prospects for the recruitment and advancement of ethnic minority officers in British police forces. It notes the central importance under the common law of a police force which reflects the norms and standards of the community, and traces the relative impact on police/public relations of attempts to change police practice by policy and by statute. It highlights aspects of police culture which have obstructed the career advancement of both female and ethnic minority officers and compares the British experience with that in the U.S.A. A parallel is drawn between the ‘threshold’ analyses of the recruitment and advancement of female officers as a means to change the police organisation and the conditions under which ethnic minority officers could challenge racialism within the police. The article closes by considering the importance of career progression of those ethnic minority officers who have been recruited, and notes a puzzling lack of research into their career pathways.
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Burke, Ronald J., and Gene Deszca. "Changes in Career Orientations in Police Officers: An Exploratory Study." Psychological Reports 61, no. 2 (October 1987): 515–26. http://dx.doi.org/10.2466/pr0.1987.61.2.515.

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This investigation compared work experiences, satisfactions, and well-being of police officers who had changed their career orientations with police officers who did not. 218 men and women in police work provided data by completing questionnaires. About half the sample had changed their career orientations in their work in policing. Police officers who had changed their career orientations were significantly less satisfied and reported poorer psychological well-being than police officers who did not change their career orientations.
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Dissertations / Theses on the topic "Career in police"

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Shililifa, Wycliff. "An Exploratory Study on the Career Stages and the Career Development Needs of the Namibian Police." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3408_1283516272.

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This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.

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Steele, Catherine A. "Measuring career anchors and investigating the role of career anchor congruence." Thesis, Coventry University, 2009. http://curve.coventry.ac.uk/open/items/4d808ce0-304f-08e3-36e3-c12a4460c409/1.

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This thesis empirically examines the career orientations inventory (COI) as a measure of career anchors and then, using this measure, it goes on to investigate the relationship between career anchor congruence and work related outcomes, specifically job satisfaction and organisational commitment. The psychometric properties of the 40 item COI (presented by Igbaria and Baroudi, 1993) were explored by the administration of the measure to a sample of 658 individuals from 27 organisations in the UK. Through factor analysis an eight factor structure was demonstrated in line with that proposed by Schein (1993). The factor structure was replicated with a second sample. The COI demonstrated good levels of internal consistency (.59-.83) and test retest reliability (.68-.90). Similarly it was deemed to have acceptable levels of face validity and construct validity when compared to Mantech’s (1983) Work Values Questionnaire (WVQ). An analysis of the prevalence of career anchors and the demographic differences within the current sample was undertaken. This analysis provided evidence to suggest that certain career anchors may be increasing in prevalence while others are decreasing. These findings are in line with current research on the way in which workplace changes are impacting upon careers (Baruch, 2004). Evidence was found that indicated gender differences in scores on the COI subscales. Specifically women were found to score higher on the lifestyle anchor and men to score higher on the general management anchor. Differences were also found between the age groups considered in this study in the general management, creativity, pure challenge and lifestyle anchors. Interaction effects for age and gender were found for the general management and sense of service anchors. The COI was then used to develop a commensurate measure of job career anchors. This job career anchor measure discriminated between jobs within one police organisation. The measure was then used to explore the relationship between career anchors, career anchor congruence (congruence between individual and job career anchors), job satisfaction and organisational commitment. Evidence was found to suggest that career anchors and career anchor congruence have a direct effect on job satisfaction (predicting 10% and 4% of the variance respectively). The analysis also showed support for the role of career anchor congruence as a moderator to the relationship between career anchors and job satisfaction. This thesis makes full consideration of the academic contributions and practical implications of the research presented whilst also considering its limitations. A number of suggestions for the direction of future research have been made.
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Everts, Gail Lynn. "A study of career development programs in Wisconsin municipal police agencies." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001evertsg.pdf.

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Van, Sittert Vanessa. "The relationship between personality preference and career anchors amongst police officers within the Western Cape." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8837_1255683696.

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The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.

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Bragg, Daniel Joseph. "The seasons of a police officer's life : an analysis of the influence of career stage on the job satisfaction and work commitment of Queensland police officers." Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/16628/1/Daniel_Bragg_Thesis.pdf.

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Recent decades have witnessed a wealth of research into the concept of career stages and the relationship between these stages and the needs, attitudes and behaviours of individuals in the workforce. This high level of research interest has been fuelled by the belief that the human factor is the most critical factor in the success of organisations today and if organisations are to remain competitive in a rapidly changing environment they need to better understand the development needs, work-related attitudes and career concerns of their employees. Whilst a diverse range of career stage models have been put forward over the past fifty years, the models proposed by Super, Crites, Hummel, Moser, Overstreet and Warnath (1957) (psychological fit) and Levinson, Darrow, Klein, Levinson and McKee (1978) (age) have received considerable research attention and are generally considered to be the most useful in explaining the needs, attitudes and behaviours of individuals over the course of their career. Research into career stages has been conducted using a wide range of occupational groups. Only a limited number of researchers, however, have sought to test the utility of career stage concepts using a police sample. Despite their popularity and strong theoretical and empirical grounding, there is no known research that has tested the utility of Super et al. (1957) and Levinson et al.’s (1978) models of career stage using a police sample. The purpose of this study therefore was to contribute to the literature on career stage theory by testing the utility of these models of career stage in explaining the job satisfaction and work commitment of Queensland police officers. The study also explored the influence of other background variables that may also impact on job satisfaction and work commitment. The sample consisted of 246 police officers from the Metropolitan South Region of the Queensland Police Service. A cross sectional design was used to gather the data for the study. The Adult Career Concerns Inventory (ACCI) was used to group respondents into a career stage according to Super et al.’s conceptualisation of career stage. Respondents were also grouped into age-based career stages according to Levinson et al.’s conceptualisation of career stage. The study used established survey instruments to collect data on five facets of job satisfaction, these being satisfaction with pay, promotion, supervision, co-workers and work and five facets of work commitment, these being organisational commitment, job involvement, Protestant work ethic, career commitment and union commitment. Data was also collected on the background variables of organisational and occupational tenure, rank, gender, education level and type, type of duty performed, marital status, completion of the Queensland Police Service’s Management Development Program and membership of an Equal Employment Opportunity target group. A series of MANOVAs were used to explore the relationship between the career stage and other background variables and the various facets of job satisfaction and work commitment. Multiple regression analyses were used to determine if the results were being confounded by relationships with other independent variables. The current study failed to find any evidence to support the utility of Levinson et al.’s model in explaining job satisfaction and work commitment for Queensland Police officers. Whilst some significant differences in job satisfaction and work commitment between Levinson et al.’s age groupings were identified, none of the findings were consistent with the assumptions of their model. In fact, there was some evidence of differences in job-related attitudes across age groupings that directly contradict the assumptions of the Levinson et al. model. The current study also found no support for the utility of Super et al.’s model in explaining the job satisfaction of police officers. Some limited support, however, was found for the utility of Super et al.’s model in predicting work commitment, most notably with respect to organisational commitment, job involvement and career commitment. Differences in mean organisational commitment, job involvement and career commitment scores generally supported the propositions of Super et al., however, only the results for the exploration and disengagement stages reached statistical significance. Statistically significant relationships were found for the background variables of organisational tenure, rank, gender and type of duty. Statistically significant relationships were found for several facets of job satisfaction and work commitment. Work-related attitudes were generally found to peak in the first two years of a police officer’s tenure and then decline as tenure increased. The reason for this decline is complex and not completely clear, but may be at least partially explained by: the structural characteristics of police services; the distinct lack of support and confidence in officers; the influence of the police sub-culture; and the existence of a phenomenon known as police ‘bullshit’. Commissioned officers were found to be significantly more satisfied with promotions and constables were found to have significantly higher levels of organisational commitment than senior constables and sergeants and significantly higher levels of career commitment than sergeants. Other statistically significant relationships found in the current study include female officers reporting significantly higher levels of satisfaction with promotions than male officers and general duties officers reporting significantly higher levels of satisfaction with promotions than officers performing specialist duties and significantly higher levels of loyalty to the union than plain-clothes officers. The study concluded by highlighting the pioneering nature of the current study. It was suggested that considerably more research is necessary in order to clarify and refine the conceptualisation and measurement of police career stages and the relationship between these stages and work-related attitudes. It was recommended that future research should verify and extend the results of the current study, particularly with respect to the influence of tenure as a career stage variable and the nature and role of disengagement in any conceptualisation of career stage for police.
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Bragg, Daniel Joseph. "The seasons of a police officer's life : an analysis of the influence of career stage on the job satisfaction and work commitment of Queensland police officers." Queensland University of Technology, 2003. http://eprints.qut.edu.au/16628/.

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Recent decades have witnessed a wealth of research into the concept of career stages and the relationship between these stages and the needs, attitudes and behaviours of individuals in the workforce. This high level of research interest has been fuelled by the belief that the human factor is the most critical factor in the success of organisations today and if organisations are to remain competitive in a rapidly changing environment they need to better understand the development needs, work-related attitudes and career concerns of their employees. Whilst a diverse range of career stage models have been put forward over the past fifty years, the models proposed by Super, Crites, Hummel, Moser, Overstreet and Warnath (1957) (psychological fit) and Levinson, Darrow, Klein, Levinson and McKee (1978) (age) have received considerable research attention and are generally considered to be the most useful in explaining the needs, attitudes and behaviours of individuals over the course of their career. Research into career stages has been conducted using a wide range of occupational groups. Only a limited number of researchers, however, have sought to test the utility of career stage concepts using a police sample. Despite their popularity and strong theoretical and empirical grounding, there is no known research that has tested the utility of Super et al. (1957) and Levinson et al.’s (1978) models of career stage using a police sample. The purpose of this study therefore was to contribute to the literature on career stage theory by testing the utility of these models of career stage in explaining the job satisfaction and work commitment of Queensland police officers. The study also explored the influence of other background variables that may also impact on job satisfaction and work commitment. The sample consisted of 246 police officers from the Metropolitan South Region of the Queensland Police Service. A cross sectional design was used to gather the data for the study. The Adult Career Concerns Inventory (ACCI) was used to group respondents into a career stage according to Super et al.’s conceptualisation of career stage. Respondents were also grouped into age-based career stages according to Levinson et al.’s conceptualisation of career stage. The study used established survey instruments to collect data on five facets of job satisfaction, these being satisfaction with pay, promotion, supervision, co-workers and work and five facets of work commitment, these being organisational commitment, job involvement, Protestant work ethic, career commitment and union commitment. Data was also collected on the background variables of organisational and occupational tenure, rank, gender, education level and type, type of duty performed, marital status, completion of the Queensland Police Service’s Management Development Program and membership of an Equal Employment Opportunity target group. A series of MANOVAs were used to explore the relationship between the career stage and other background variables and the various facets of job satisfaction and work commitment. Multiple regression analyses were used to determine if the results were being confounded by relationships with other independent variables. The current study failed to find any evidence to support the utility of Levinson et al.’s model in explaining job satisfaction and work commitment for Queensland Police officers. Whilst some significant differences in job satisfaction and work commitment between Levinson et al.’s age groupings were identified, none of the findings were consistent with the assumptions of their model. In fact, there was some evidence of differences in job-related attitudes across age groupings that directly contradict the assumptions of the Levinson et al. model. The current study also found no support for the utility of Super et al.’s model in explaining the job satisfaction of police officers. Some limited support, however, was found for the utility of Super et al.’s model in predicting work commitment, most notably with respect to organisational commitment, job involvement and career commitment. Differences in mean organisational commitment, job involvement and career commitment scores generally supported the propositions of Super et al., however, only the results for the exploration and disengagement stages reached statistical significance. Statistically significant relationships were found for the background variables of organisational tenure, rank, gender and type of duty. Statistically significant relationships were found for several facets of job satisfaction and work commitment. Work-related attitudes were generally found to peak in the first two years of a police officer’s tenure and then decline as tenure increased. The reason for this decline is complex and not completely clear, but may be at least partially explained by: the structural characteristics of police services; the distinct lack of support and confidence in officers; the influence of the police sub-culture; and the existence of a phenomenon known as police ‘bullshit’. Commissioned officers were found to be significantly more satisfied with promotions and constables were found to have significantly higher levels of organisational commitment than senior constables and sergeants and significantly higher levels of career commitment than sergeants. Other statistically significant relationships found in the current study include female officers reporting significantly higher levels of satisfaction with promotions than male officers and general duties officers reporting significantly higher levels of satisfaction with promotions than officers performing specialist duties and significantly higher levels of loyalty to the union than plain-clothes officers. The study concluded by highlighting the pioneering nature of the current study. It was suggested that considerably more research is necessary in order to clarify and refine the conceptualisation and measurement of police career stages and the relationship between these stages and work-related attitudes. It was recommended that future research should verify and extend the results of the current study, particularly with respect to the influence of tenure as a career stage variable and the nature and role of disengagement in any conceptualisation of career stage for police.
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Hill, Stephen C. "Identity and Later-Life Work Behaviors Among Retired Police Officers." University of Akron / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=akron1374234330.

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Labaky, Elie. "Women in Policing: Their Disillusion Phase at Work." Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/26274.

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Studies on the career paths of municipal police officers have revealed an emergence of four distinct phases which officers pass through during their professional careers, phases where the perception of their profession changes. These phases are more constant at the patrol officer level where most officers begin and finish their career. Among these four phases is the disillusion phase (between 6 and 13 years), where the expectations at work are not met. The perception of the police administration, the public and the criminal justice system, all become negative and the hope for promotions diminish. These studies were mainly conducted in a period where there were very few or no women in policing. Through a feminist perspective and a social constructionist theoretical framework, this thesis makes the hypothesis that because women have different expectations at work, a varying work/life balance and a contrasting aspiration to attain positions of power, women will live this second phase differently. To explore this hypothesis, data was collected from ten semi-structured interviews with female patrol officers having worked between 6 and 13 years in municipal police departments. A discourse analysis effectively shows significant differences for the reasons underlying our hypotheses. Even if they have some frustrations about certain aspects of their work, we did not see any disillusionment from any women in this phase.
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Buckley, Leslie Brian. "The influence of level of education and career orientation on police attitudes toward higher education." Thesis, University of Ottawa (Canada), 1989. http://hdl.handle.net/10393/5729.

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Kasselman, Joachim Petrus Hermanus. "Loopbaanontwikkeling in verhouding tot Bedryfsmaatskaplikewerk : 'n teoretiese Fundering." Thesis, University of Pretoria, 2000. http://hdl.handle.net/2263/68860.

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Die kemdoel van die werk wat die Suid-Afrikaanse Polisiediens verng, IS misdaadvoorkoming en die ondersoek van misdaad. Hulleuse "Ons beskerm en ons dien" sluit direk by hierdie kemdoel aan. In die Suid-Afrikaanse Polisiediens, soos in enige ander organisasie, word mense benodig om die kemdoel te laat realiseer. Die spesifieke aard van die werk wat gedoen moet word het egter 'n direkte invloed op die maatskaplike funksionering van die mense wat moet verseker dat die kemdoel van die organisasie realiseer. Die laasgenoemde feit is die rede waarom die organisasie reeds in 1972 besluit het om 'n maatskaplike werk diens aan werknemers beskikbaar te stel. Die veronderstelling waarvan uitgegaan is, is dat indien die organisasie die individu bystaan in die hantering en moontlike voorkoming van maatskaplike probleme, die kemdoel van die organisasie beter sal realiseer, dit wil se dat produksie sal verbeter. Navorser, wat 'n bedryfsmaatskaplike werker in die organisasie was, het egter gevind dat die spesifieke loopbaankeuse en plasing van werknemers emstige maatskaplike probleme tot gevolg het en dat die organisasie ; nie aan die loopbaankeuses en plasings van werknemers aandag skenk nie. Die ervaring van die navorser is met 'n groep bedryfsmaatskaplike werkers wat tans in v die Suid-Afrikaanse Polisiediens werksaam is getoets en hulle het oorweldigend saamgestem. Loopbaanontwikkeling as funksie van menslike hulpbronbestuur is deur navorser geYdentifiseer as 'n moontlike werknemerhulpprogram intervensie wat die spesifiekev probleem proaktief kan aanspreek. 'n Studie is van die funksie gemaak en dit is in konteks van die Suid-Afrikaanse Polisiediens beskryf en teoreties gefundeer. Die ondersoek verskaf 'n duidelike funksionele skeiding en verskil tussen wat met Loopbaanbestuur en Loopbaanbeplanning onder die oorkoepelende term van Loopbaanontwikkeling bedoel word. Die loopbaanontwikkelingsfunksie is ook in konteks van die organ1sas1e bespreek om die toepassingswaarde daarvan te verduidelik. Die toepassing van loopbaanontwikkeling as funksie van die werknemerhulpprogram is in detail bespreek aan die hand van die bestaande teorie en die praktykervaring van die navorser. Die studie is verder ondemeem met die doel om 'n spesifieke teoretiese fundering te verkry om loopbaanpatrone van werknemers te bepaal. Loopbaanpatrone word beskou as 'n integrale deel van die loopbaanbeplanningsfunksie. Navorser het vanuit die teorie en praktyk 'n instrument ontwikkel wat vier kern dimensies integreer en wat die loopbaanpatroon van werknemers in die spesifieke organisasie bepaal. Navorsing is ten opsigte van die tipe en voorkoms van loopbaanpatrone in die SuidAfrikaanse Polisiediens gedoen en navorser kon twee bykomende loopbaanpatrone identifiseer wat nie in die teorie voorkom nie. Die waarde van die bepaling van loopbaanpatrone in veral die assessering en bantering van werknemers met werkverwante probleme is in konteks van die werknemerhulpprogram bespreek. Die toepassingswaarde van loopbaanbeplanning as funksie van die werknemerhulpprogram is met bedryfsmaatskaplike werkers wat tans in die Suid-Afrikaanse Polisiediens werksaam is getoets. Dit is van belang om te begryp dat hierdie studie van twee teikenpopulasies gebruik gemaak het. Eerstens was werknemers wat reeds 'n loopbaankeuse gemaak het gebruik om die tipe en voorkoms van loopbaanpatrone te bepaal. Tweedens is die bedryfmaatskaplike werkers in die organisasie gebruik om die toepassingswaarde en kennis van loopbaabeplanning te bepaal. Die bevindinge, gevolgtrekkings en aanbevelings moet in die lig beskou word om nie net sin te maak vir professionele deskundiges nie, maar ook vir die werknemer van die Suid-Afrikaanse Polisiediens.
The core business of the South African Police Service is the prevention and the investigation of crime. Their motto, 'We protect and we serve', is directly linked to their core business. In the South African Police Service, as in any other organisation, people play a key role in the realisation of the core business. The specific nature of the work that needs to be done has a direct influence on the social functioning of those who must ensure that the core business of the organisation is carried out successfully. As a result of this, the South African Police Service decided in 1972 to introduce a social work service for employees. It was assumed that, should the organisation assist individuals by addressing and possibly preventing social problems, the core business of the organisation would be realised, in other words, production would improve. The researcher, who worked as an occupational social worker in the organisation, had however noted that certain career choices and the placement of employees had created social problems and that the organisation had not paid attention to these issues. The findings of the researcher have been tested with a group of social workers in the South African Police Service, who agreed wholeheartedly with him. Career development, as a function of human resource management, has been identified by the researcher as a possible employee assistance programme intervention which will pro actively address this specific problem. A study of this function was undertaken and was subsequently theoretically grounded and described in context of the South African Police Service. The investigation supplied a clear, functional differentiation between the meanings of the terms career management and career planning, which are jointly referred to as career development. The career development function is also discussed in the context of the organisation in order to explain its applicability. The use of career development as a function of the employee assistance programme is discussed in detail in terms of existing theory and the practical experience of the researcher. The research was also undertaken with the aim of obtaining the specific theoretical grounding required to establish employee career patterns. Career patterns are regarded as an integral part of the career planning function. The researcher has developed an instrument that integrates four dimensions and determines the career patterns of employees in the organisation under discussion. Research relating to the type and appearance of career patterns in the South African Police Service was conducted and the researcher was able to discern two additional career patterns which are not identified in the existing theory. The value of the assessment of career patterns, especially with regard to the assessment and assistance of employees with work-related problems, is discussed in the context of the employee assistance programme. The value of the application of career planning as a function of the employee assistance programme was tested with occupational social workers employed by the South African Police Service. It is important to understand that in this study two target population groups were used. The first group consisted of employees who had already made their career choices, which enabled the researcher to obtain information about the type and appearance of career patterns. The second group consisted of occupational social workers and their involvement made it possible to determine the potential and applicability of career planning. The results and recommendations should be viewed with this in mind to ensure that they will be meaningful to professionals and employees of the South African Police Service.
Thesis (DPhil)--University of Pretoria, 2000.
Social Work and Criminology
DPhil
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Books on the topic "Career in police"

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Illinois. Office of Secretary of State. Human Resources Management Section. Career opportunities: Capitol police. Springfield, IL: Illinois Secretary of State Police, Human Resource Management Section, 2007.

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Illinois State Police. Bureau of Identification. Career opportunities. Springfield, Ill.]: Illinois State Police, 1999.

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Illinois State Police. Office of Human Services. Career enhancement program. Springfield, Ill.]: Illinois State Police, Office of Human Services, 1998.

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Women police officers: Current career profile. Springfield, Ill., U.S.A: C.C. Thomas, 1989.

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Watson, Stephanie. A career as a police officer. New York: Rosen Pub., 2010.

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Trautman, Neal E. Police work: A career survival guide. 2nd ed. Upper Saddle River, N.J: Prentice Hall, 2005.

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The police career: An endless challenge. New York: Vantage Press, 1996.

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Illinois. Office of Secretary of State. Dept. of Police. Career opportunities. Springfield, Ill.]: Jesse White, Illinois Secretary of State, [Dept. of Police, 2001.

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Quantson, Kofi Bentum. Chapters from a career. [Ghana: s.n.], 1995.

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Quantson, Kofi Bentum. Chapters from a career. [Accra: s.n.], 1995.

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Book chapters on the topic "Career in police"

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Holdaway, Simon, and Anne-Marie Barron. "Considering a Police Career." In Resigners?, 40–50. London: Palgrave Macmillan UK, 1997. http://dx.doi.org/10.1007/978-1-349-14345-0_3.

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Frevel, Bernhard. "Starting as a Kommissar/Inspector? – The State’s Career System and Higher Education for Police Officers in Germany." In Higher Education and Police, 197–221. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-58386-0_10.

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Zuckerman, Fredric S. "Making a Career: The Evolution of Professionalism within Fontanka." In The Tsarist Secret Police in Russian Society, 1880–1917, 58–80. London: Palgrave Macmillan UK, 1996. http://dx.doi.org/10.1057/9780230371446_5.

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Bäck, Thomas. "Police Students’ Values of Competence Related to a Professional Career." In Working and Learning in Times of Uncertainty, 89–101. Rotterdam: SensePublishers, 2015. http://dx.doi.org/10.1007/978-94-6300-244-8_7.

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Wootton, Barbara. "My Criminal Career." In Crime and Penal Policy, 15–18. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003315919-2.

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Dumbrell, John. "Carter in Crisis." In American Foreign Policy, 32–52. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-25052-3_3.

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Merlo, Antonio. "Political careers." In Political Economy and Policy Analysis, 117–24. Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9780429490309-8.

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Watts, A. G. "Career Guidance and Public Policy." In International Handbook of Career Guidance, 341–53. Dordrecht: Springer Netherlands, 2008. http://dx.doi.org/10.1007/978-1-4020-6230-8_17.

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Missoni, Eduardo, Guglielmo Pacileo, and Fabrizio Tediosi. "Career opportunities in global health." In Global Health Governance and Policy, 292–303. Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge, 2019. http://dx.doi.org/10.4324/9781351188999-14.

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Schmitz, Marina A., and Soo Min Toh. "Policy issues in careers." In The Routledge Companion to Career Studies, 382–99. Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2019. http://dx.doi.org/10.4324/9781315674704-23.

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Conference papers on the topic "Career in police"

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Yulinasril, Yulinasril, Yunia Wardi, and Erni Masdupi. "The Influence of Education Level and Transformational Leadership on Career Development of Police Personnel in West Sumatera." In Proceedings of the 2nd Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/piceeba2-18.2019.68.

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Ariesna, Syamsul Amar, and Susi Evanita. "The Effect of Leadership, Training, and Career Development on the Performance of the West Sumatra Police Personnel." In Sixth Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210616.065.

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Tampubolon, Manahan P., Erni Murniarti, and Nourma F. Sidabutar. "The Effect of Work Motivation, Work Skills, Cognitive Behavior on Career Development of Civil Service Police Officers." In International Conference on Culture Heritage, Education, Sustainable Tourism, and Innovation Technologies. SCITEPRESS - Science and Technology Publications, 2020. http://dx.doi.org/10.5220/0010317404780485.

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Hazdova, Barbora, Karel Nemejc, and Kamila Urban. "CAREER AND GENDER: EVALUATION OF FACTORS FOR THE ENTRY AND STAYING OF WOMEN IN THE MILITARY POLICE." In 8th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS Proceedings 2021. SGEM World Science, 2021. http://dx.doi.org/10.35603/sws.iscss.2021/s08.33.

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Bîtca, Lucia. "Design of Experimental Research on the Formation of Nonverbal Communication Skills and Impression Management of Police Officers." In World Lumen Congress 2021, May 26-30, 2021, Iasi, Romania. LUMEN Publishing House, 2022. http://dx.doi.org/10.18662/wlc2021/06.

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Increasing competition in the organizational environment and strengthening human capital can greatly contribute to the ability to close existing gaps in the development process and ensure a more competitive level, and the professional development process includes not only setting career goals and training agreements, but also evaluations and the feedback needed to assess progress. By optimizing nonverbal skills and forming impression management strategies promoted by psychological training in enhancing the knowledge and skills of police employees, they serve as a basis for organizational projects designed to facilitate self-realization of internal potential and stimulate their involvement in the organization. Organizational behavior is the study of the behaviors of individuals, which involves understanding, predicting and controlling human behavior, models and structures, in order to improve the environment, performance and efficiency of the organization. The original of this paper is that the research results led to the identification of components and mechanisms for producing change at the macro-, meso- and microsocial level, which uses a perpetual mobilization of social actors in organizations. Another novelty, for a wider geographical area of ​​scientific research, is the application of an intervention methodology in the training impression management strategies through nonverbal communication, with the purpose and purpose in developing relational skills and optimizing professional activity. The information obtained in research on nonverbal communication and impression management tactics on the organizational environment, can be applied for the development of programs for organizational counseling activities, business coaching and large-scale developmental training, promoted through managerial and corporate profile.
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Suvalova, T. V., V. I. Panin, and O. O. Chamberlain. "Career Opportunities Policy in Russia." In International Scientific Conference "Far East Con" (ISCFEC 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200312.203.

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Cooper, Sarah. "Female high technology entrepreneurs: an exploration of their pre-entrepreneurial careers and motivations for venture creation." In 18th Annual High Technology Small Firms Conference, HTSF 2010. University of Twente, 2010. http://dx.doi.org/10.3990/2.268475404.

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The changing business environment and its growing acceptance of women have influenced the motivations of women to consider entrepreneurship as an alternative career path. Women are well-represented as entrepreneurs in some sectors; however, they remain heavily underrepresented in areas such as science, engineering and technology (SET). While studies have been conducted amongst female entrepreneurs in traditionally female sectors, such as retail and personal services, little attention has been paid the motivations and pre-entrepreneurial careers of women who establish ventures in technology-based areas. The pre-entrepreneurial career is important in influencing an entrepreneur’s social, human and financial capital which plays a pivotal role in shaping the start-up venture and growth. Greater understanding of the motivations and pre-entrepreneurial pathways of women in technology might help identify ways of encouraging more women to consider taking that career-path. Research reported here addresses the gap in the literature by exploring the pre-entrepreneurial careers and start-up motivations of 18 female technology entrepreneurs in Northern Ireland, using data collected through an exploratory, interview-based study. Implications for theory, policy and practice are explored.
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"Evaluation Report for Early-Career Professionals Workshop Series." In Early-Career Professionals Workshop Series. UNU-IIGH, 2021. http://dx.doi.org/10.37941/xwrq8041.

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As part of UNU-IIGH's initiative to strengthen capacity around local decision-making and translate evidence into policy, in the year 2020, UNU-IIGH collaborated with Lancaster University on a series of workshops for early-career professionals. The first instalment of the virtual workshop series, titled 'Research to Policy', was held on 14 October 2020 to provide insights into the stakeholder engagement process. This workshop aimed to provide an overview of how to collaborate with stakeholders across sectors and identify potential stakeholders and strategies for engagement. The second instalment of the workshop series was held on 18 November 2020, focusing on 'The Art of Storytelling for Influencing Policy'. The main objectives of this workshop were: 1) to understand the definition of stories and the importance of storytelling for decision-making; 2) to understand how to create stories (who is the audience, what are the key narrative components), and 3) to practice scripted, oral, and visual storytelling.
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Zou, Dexin, Shuang Wu, and Mingfa Wen. "Study on the optimal policy of athletes' career transition." In 2016 Chinese Control and Decision Conference (CCDC). IEEE, 2016. http://dx.doi.org/10.1109/ccdc.2016.7531087.

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Colugnati, Fernando AB, Ana Maria Carneiro, and Sergio Salles Filho. "Multidimensional evaluation of a program for early-career researcher in Brazil - the Young Investigator in Emerging Centers program." In 2011 Atlanta Conference on Science and Innovation Policy. IEEE, 2011. http://dx.doi.org/10.1109/acsip.2011.6064464.

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Reports on the topic "Career in police"

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Nassar, Sylvia C., and Aisha Al-Qimlass. Career Builders: Key Components for Effective Global Youth Career and Workforce Development. RTI Press, September 2017. http://dx.doi.org/10.3768/rtipress.2017.op.0045.1709.

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Global youth unemployment is a significant cause of poverty, resulting in the persistent marginalization of populations. Education and career counseling professionals and professionals in policy, research, and practice concur that the consequences of global youth unemployment are dire. But leaders in these domains have not yet come to an agreement on the best ways to face this global challenge. Our analysis of interdisciplinary literature on global youth unemployment is a first step in identifying and formalizing best practices for culturally appropriate career and workforce development worldwide. This research will support education and career counseling professionals in developing appropriate career and psychosocial support interventions, establishing empirical intervention efficacy and other program evaluation protocols, and creating a capacity-building infrastructure for knowledge-sharing across policy, research, and practitioner stakeholder groups. We also include a proposal for next steps to establish rigorous empirical support for these future initiatives.
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Portsmouth, J. H., J. E. Maxwell, and G. O. Boness. Motor carrier evaluation program policy. Office of Scientific and Technical Information (OSTI), February 1990. http://dx.doi.org/10.2172/7074544.

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Cutler, David. Public Policy for Health Care. Cambridge, MA: National Bureau of Economic Research, May 1996. http://dx.doi.org/10.3386/w5591.

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Herrera, Cristian. What is the impact of policies for managing the movement of health workers between public and private organizations? SUPPORT, 2017. http://dx.doi.org/10.30846/1705142.

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Health workers move between public and private organizations in both urban and rural areas during the course of their career. This can result in imbalances in the number of healthcare providers available relative to the population receiving care from that sector. Different financial incentives and movement restriction interventions may manage this issue in low income countries.
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Hult, Kristopher, and Tomas Philipson. Public Liabilities and Health Care Policy. Cambridge, MA: National Bureau of Economic Research, November 2012. http://dx.doi.org/10.3386/w18571.

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Cutler, David, and Louise Sheiner. Policy Options for Long-Term Care. Cambridge, MA: National Bureau of Economic Research, March 1993. http://dx.doi.org/10.3386/w4302.

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MacArtney, John I., Joanna Fleming, Abi Eccles, Catherine Grimley, Helen Wesson, Catriona Mayland, Sarah Mitchell, et al. Impact of Covid-19 pandemic on Hospices (ICoH): Staff Cohort Report. University of Warwick Press, May 2022. http://dx.doi.org/10.31273/978-1-911675-04-4.

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This report describes the diversity of experiences of hospice staff who worked in operational roles in hospices in the West Midlands during the Covid-19 pandemic. It is one of four cohort reports – the others focus on patients, carers, and senior managers respectively – that form the evidence base for a Policy Report into the impact of Covid-19 on hospices. In these reports we address the nine key themes that were identified as potentially important in our previous collaborative knowledge synthesis (MacArtney et al., 2021) and seek to address some of the policy gaps we identified in our review of recommendations for hospice practice and policy (van Langen-Datta et al., 2022). Together these outputs are the result of an Economic and Social Research Council funded study (grant number: ES/W001837/1). This is one of the first studies to contribute an in-depth exploration of hospice-based experiences of the pandemic to the growing body of knowledge about the effectiveness and effects of changes to hospice services, at regional and national levels in response to Covid-19. The aim of this report is therefore to explore the effects the Covid-19 pandemic had on the experiences of hospice staff as they sought to provide care and support to people with life-limiting conditions and those that cared for them so that we can identify recommendations for clinical practice and healthcare policy. Drawing on these findings, this report offers recommendations for hospices and clinicians who continue to provide care and support for people with life limiting conditions and those that care them during the ongoing pandemic. These recommendations will also be of interest to local commissioners who will need to work with hospices in their region to ensure informal carers receive the support they need, and national policymakers who will need to ensure the necessary resources and guidance are available.
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Gehlhaus, Diana, Luke Koslosky, Kayla Goode, and Claire Perkins. U.S. AI Workforce: Policy Recommendations. Center for Security and Emerging Technology, October 2021. http://dx.doi.org/10.51593/20200087.

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This policy brief addresses the need for a clearly defined artificial intelligence education and workforce policy by providing recommendations designed to grow, sustain, and diversify the U.S. AI workforce. The authors employ a comprehensive definition of the AI workforce—technical and nontechnical occupations—and provide data-driven policy goals. Their recommendations are designed to leverage opportunities within the U.S. education and training system while mitigating its challenges, and prioritize equity in access and opportunity to AI education and AI careers.
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Fooks, Louie. Making Policy Care: A guide to influencing on unpaid care. Oxfam GB, October 2018. http://dx.doi.org/10.21201/2017.2180.

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Aslim, Erkmen, Wei Fu, Chia-Lun Liu, and Erdal Tekin. Vaccination Policy, Delayed Care, and Health Expenditures. Cambridge, MA: National Bureau of Economic Research, June 2022. http://dx.doi.org/10.3386/w30139.

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