Journal articles: '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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Waters, Ian, Nick Hardy, Domonique Delgado, and Simone Dahlmann. "Ethnic Minorities and the Challenge of Police Recruitment." Police Journal: Theory, Practice and Principles 80, no. 3 (September 2007): 191–216. http://dx.doi.org/10.1350/pojo.2007.80.3.191.

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This article considers some of the barriers to ethnic minority recruitment into the police, as well as those factors that would encourage interest in a police officer career. In addition to reviewing recent policy, the article incorporates results from research conducted on behalf of one UK police force. The research revealed a considerable degree of hostility towards the police among some ethnic minority respondents, many of whom would never consider pursuing a police officer career. The importance of securing a fully representative police service has been emphasised by Her Majesty's Inspectorate of Constabulary, and the Macpherson Inquiry (1999) added urgency to this aim. To encourage police recruitment, it is concluded that the quality of service to local ethnic minority communities is probably as important as any special police recruitment campaign.

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Hasibuan, Solihuddin, Zainal Abidin, Aca Ciputri Cis, Zainan Nur, and Nurmalan Harahap. "PENGARUH DESKRIPSI PEKERJAAN, PENGAWASAN DAN PENGEMBANGAN KARIR TERHADAP KOMITMEN ORGANISASI POLISIDI KEPOLISIAN RESOR LABUHANBATU." JRAM (Jurnal Riset Akuntansi Multiparadigma) 7, no. 2 (January 7, 2021): 236–47. http://dx.doi.org/10.30743/akutansi.v7i2.3381.

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This research aims to determine and analyze : 1) the effect of job descriptions on the commitment of the Police organization in Labuhanbatu District Police; 2) the effect of supervision on the commitment of the Police organization in Labuhanbatu District Police; 3) the influence of career development on the commitment of the Police organization in Labuhanbatu District Police; and 4) job description, supervision and career development towards the commitment of the Police organization in Labuhanbatu District Police. The sample in this research amounted to 75 people with sample monitoring techniques using the stratified random sampling method. The results showed : 1) the job description had a positive and significant effect on the commitment of the police organization in Labuhanbatu District Police; 2) supervision has a positive and significant impact on the commitment of police organizations in Labuhanbatu District Police; 3) career development has a positive and significant impact on the commitment of police organizations in Labuhanbatu District Police; 4) simultaneous job description, supervision and career development have a positive and significant effect on the commitment of the police organization in Labuhanbatu District Police. The commitment of police organizations can be influenced by job description, supervision and career development by 64.7%, while the remaining 35.3% organizational commitment is influenced by other factors outside the research variable.

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White, Michael D., and Robert J. Kane. "Pathways to Career-Ending Police Misconduct." Criminal Justice and Behavior 40, no. 11 (June 5, 2013): 1301–25. http://dx.doi.org/10.1177/0093854813486269.

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Roach, Jason, and Ken Pease. "Police Overestimation of Criminal Career Homogeneity." Journal of Investigative Psychology and Offender Profiling 11, no. 2 (October 7, 2013): 164–78. http://dx.doi.org/10.1002/jip.1405.

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Piquero, Alex R., Nicole Leeper Piquero, Karen J. Terry, Tasha Youstin, and Matt Nobles. "Uncollaring the Criminal." Criminal Justice and Behavior 35, no. 5 (May 2008): 583–99. http://dx.doi.org/10.1177/0093854808314361.

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Much of the extant work on criminal careers has been conducted on longitudinal samples of children and adolescents in the general population or on samples of officially processed offenders. The researchers herein examined key criminal career dimensions among a large sample of clerics who had allegations of sexual abuse levied against them between the years 1950 and 2002. Results indicate that although some of the clerics' criminal career parameters evince similar patterns to those from other offender samples, there are important differences with respect to onset, career duration, and recidivism. In addition, previously abused clerics as well as clerics who exhibited an early onset of abuse were more likely to accumulate police investigations, whereas married clerics were more likely than nonmarried clerics to evince a higher number of police investigations. Implications and future research directions are outlined.

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Boag-Munroe, Fran. "Career Progression Expectations and Aspirations of Female Police Officers in England and Wales." Policing: A Journal of Policy and Practice 13, no. 4 (September 12, 2017): 426–40. http://dx.doi.org/10.1093/police/pax053.

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Abstract The Peelian principle that ‘the police are the public, and the public are the police’ remains a central tenet of the ‘policing by consent’ model of policing. However, the police in England and Wales are currently not gender-representative, most notably at the highest ranks. Using a sample of 21,490 officers in England and Wales between the ranks of Constable and Chief Inspector we addressed two questions to help better understand female officers’ career progression: the extent to which female officers saw hierarchical rank progression, first as realistic and second as desirable. Compared with male officers, and controlling for covariates, female constables were less likely to expect or desire progression to higher ranks, in particular Superintending and Chief Officer ranks. Gender differences in both expectation and aspiration regarding hierarchical rank progression were more limited amongst supervisory ranks. The implications of these findings for achieving a gender-representative police service are discussed.

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Chan, J., and S. Doran. "Staying in the Job: Job Satisfaction among Mid-Career Police Officers." Policing 3, no. 1 (January 7, 2009): 66–77. http://dx.doi.org/10.1093/police/pan078.

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Et.al, Shahid Mahmood. "The Effect of Human Resource Management Practices on Employee Performance." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 3 (April 10, 2021): 2900–2911. http://dx.doi.org/10.17762/turcomat.v12i3.1321.

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The present study examines the relationship between HRM practices and performance of employee to be tested in Punjab police, Pakistan. The sample size in this study is 368 respondents that consists of Inspectors and Sub-inspectors of Punjab Police Department in Pakistan. We collected data using questionnaire and analysis using Smart-PLS. Our result discovered that job rotation, training and development, compensation, career planning, and performance appraisal have a positive affect to Employee Performance in Punjab Policy department, Pakistan. Based on our findings, we suggest the policymakers to provide more intensive compensation to employees, optimizing job rotation, implementing training and development, provide appropriate career planning, and making advance performance appraisal in order to improve the performance of Punjab police employees in Pakistan. This study extends existing literature of Employee Performance, it delivers new understandings on the conception and role of job rotation, training and development, compensation, career planning, and performance appraisal to stimulate the reformation of Employee Performance in the government institution such as the Punjab police department.

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Yun, Woo-suk. "Community Oriented Policing and POLICE Value: The Values of College Students Pursing a Police Career." J-Institute 4, no. 2 (December 30, 2019): 19–35. http://dx.doi.org/10.22471/police.2019.4.2.19.

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Schaible, Lonnie M. "The impact of the police professional identity on burnout." Policing: An International Journal 41, no. 1 (February 12, 2018): 129–43. http://dx.doi.org/10.1108/pijpsm-03-2016-0047.

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Purpose Little research has been conducted which assesses the impact of the police self-identity on burnout. The purpose of this paper is to assess how identification with the police role, work centrality, policing values and perceived dissonance in values contributes to emotional exhaustion across the police career. Design/methodology/approach Conjunctive analysis of case configurations (CACC) is utilized to examine how various factors conjunctively interact to influence the probability of burnout among officers at various career stages. This method allows for the examination of more complex interactions than traditional statistical methods. Findings The findings suggest that the interaction between police values and professional identity is complex and neither completely supportive nor unsupportive of existing identity theories. Specifically, strong identification with the police role has both positive and negative effects over the course of the police career. Practical implications Understanding how the police professional identity changes over the course of the police career can help to inform more deliberate and targeted training to help officers avoid burnout and improve the quality of policing for both citizens and police. Originality/value The present research applies an emerging statistical method, CACC, to an important but understudied question – the impact of the police professional identity on burnout throughout the career. In doing so, the present research illustrates that the effects of the professional identity on burnout are both complex, with significant ramifications for the practice of policing.

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Riedy, Samantha M., Desta Fekedulegn, Bryan Vila, Michael Andrew, and John M. Violanti. "Shift work and overtime across a career in law enforcement: a 15-year study." Policing: An International Journal 44, no. 2 (February 24, 2021): 200–212. http://dx.doi.org/10.1108/pijpsm-08-2020-0134.

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PurposeTo characterize changes in work hours across a career in law enforcement.Design/methodology/approachN = 113 police officers enrolled in the BCOPS cohort were studied. The police officers started their careers in law enforcement between 1994 and 2001 at a mid-sized, unionized police department in northwestern New York and continued to work at this police department for at least 15 years. Day-by-day work history records were obtained from the payroll department. Work hours, leave hours and other pay types were summarized for each calendar year across their first 15 years of employment. Linear mixed-effects models with a random intercept over subject were used to determine if there were significant changes in pay types over time.FindingsA total of 1,617 individual-years of data were analyzed. As the police officers gained seniority at the department, they worked fewer hours and fewer night shifts. Total paid hours did not significantly change due to seniority-based increases in vacation time. Night shift work was increasingly in the form of overtime as officers gained seniority. Overtime was more prevalent at the beginning of a career and after a promotion from police officer to detective.Originality/valueShiftwork and long work hours have negative effects on sleep and increase the likelihood of on-duty fatigue and performance impairment. The results suggest that there are different points within a career in law enforcement where issues surrounding shiftwork and long work hours may be more prevalent. This has important implications for predicting fatigue, developing effective countermeasures and measuring fatigue-related costs.

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Burke, Ronald J., and Aslaug Mikkelsen. "Examining the career plateau among police officers." Policing: An International Journal of Police Strategies & Management 29, no. 4 (October 2006): 691–703. http://dx.doi.org/10.1108/13639510610711600.

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Harris, Christopher J. "The Residual Career Patterns of Police Misconduct." Journal of Criminal Justice 40, no. 4 (July 2012): 323–32. http://dx.doi.org/10.1016/j.jcrimjus.2012.06.010.

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Harris, Christopher J. "Towards a career view of police misconduct." Aggression and Violent Behavior 31 (November 2016): 219–28. http://dx.doi.org/10.1016/j.avb.2016.10.001.

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Regoli, Robert, Robert G. Culbertson, John P. Crank, and James R. Powell. "Career stage and cynicism among police chiefs." Justice Quarterly 7, no. 3 (September 1, 1990): 593–614. http://dx.doi.org/10.1080/07418829000090741.

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Burke, Ronald J., Eugene Deszca, and Jon Shearer. "Career Orientations and Burnout in Police Officers." Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration 1, no. 1 (April 8, 2009): 179–94. http://dx.doi.org/10.1111/j.1936-4490.1984.tb00729.x.

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Bringsrud Fekjær, Silje. "Police students’ social background, attitudes and career plans." Policing: An International Journal of Police Strategies & Management 37, no. 3 (August 12, 2014): 467–83. http://dx.doi.org/10.1108/pijpsm-06-2011-0057.

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Purpose – The purpose of this paper is to compare the social background of Norwegian and Swedish police students. Are there differences in the students’ social background, and if so, are such differences reflected in different attitudes and career plans among the students? Design/methodology/approach – The questions are explored on the basis of survey data on all Norwegian and Swedish police students who started their education in 2009 (n=737). The methods employed are cross-tabular analysis and multivariate linear regression. Findings – The results show that a larger proportion of Norwegian police students have highly educated parents, compared to the Swedish. However, students’ social background does not seem to be important for their orientation towards theory and knowledge or their plans for doing operational police work. Practical implications – An important question for the future's police educators is whether a study with a formal bachelor status will attract a different type of students. These results show that the Norwegian police education with a formal bachelor degree attracts more students with highly educated parents, but the importance of attracting students with a given social background to the police profession seems to be limited. Originality/value – There are no previous comparative studies on recruitment to police education, or studies of police recruitment that focus especially on the importance of social background.

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Kim, Bitna, and Tao Xu. "Police Cadets’ Career Plans in China: Testing the Mediation and Moderation Effects of Job Satisfaction." Police Quarterly 23, no. 2 (November 18, 2019): 202–31. http://dx.doi.org/10.1177/1098611119887811.

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In recent decades, police organizations have encountered difficulty in maintaining employees; a large number of police officers are leaving the service early. Using data collected from three police colleges in three different provinces in China, this study examines the mechanism of cadets’ career plan or turnover intention. Specifically, the test of a mediating mechanism in this study demonstrates the extent to which satisfaction mediates the relationship between distal factors and career plans among police cadets. Besides, the test of a moderating mechanism focuses on the possibility that the predictors differ in the relationship with cadets’ career plans by the degree of satisfaction. This study results found that satisfaction had no mediating effect. Instead, results showed that police cadets’ satisfaction is a strong moderator in the link between predictors and their career plans. Implications for recruitment, training, and retention strategies, as well as avenues for future research, are then discussed.

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Burke, Ronald J. "On “Inheriting” a Career." Psychological Reports 80, no. 3_suppl (June 1997): 1233–34. http://dx.doi.org/10.2466/pr0.1997.80.3c.1233.

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This exploratory study of 799 police officers examined potential effects of having a parent or close relative in policework. Although few significant experiences were observed, the trend tended to advantage respondents having parents or close relatives in policing. Possible explanations for these findings are offered.

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O’Hara, Maureen. "Female police officers in Ireland: challenges experienced in balancing domestic care responsibilities with work commitments and their implications for career advancement." Irish Journal of Public Policy 3, no. 2 (July 1, 2011): 35–54. http://dx.doi.org/10.33178/ijpp.3.2.3.

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This paper resulted from a study which gave voice to female police1 officers who work full-time and try to combine this with their domestic caring responsibilities by focusing on their perceptions of work, their domestic caring responsibilities and their aspirations for career advancement. It was based on ten semi-structured interviews, with officers who work in urban and rural police stations in the North West of Ireland. Results established inequality in the top echelons of the Garda Síochána; through self-exclusion; officers experienced promotional disadvantage as well as disadvantage with regard to how domestic responsibilities were managed. Findings suggest a need for change both in orginanizational and work policies for female police in Ireland.This paper discusses caring responsibilities and the effects of same on female officers. Keywords: female, police, caring, policy, officers.

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Rossler, Michael T., Cara E. Rabe-Hemp, Meghan Peuterbaugh, and Charles Scheer. "Influence of Gender on Perceptions of Barriers to a Police Patrol Career." Police Quarterly 23, no. 3 (March 4, 2020): 368–95. http://dx.doi.org/10.1177/1098611120907870.

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Policing as an institution has been under immense pressure to increase the representation of women as police patrol officers. As the representation of women in policing has plateaued, increasing research has focused on barriers to women entering patrol work but has not examined the salience of these barriers with respect to males or reliably determined which barriers are most influential to desire to enter a police patrol career prior to employment. Drawing upon survey responses from more than 640 students enrolled in criminal justice courses across five universities (i.e., University of Southern Mississippi, Illinois State University, University of Massachusetts-Lowell, Indiana University-Purdue University Indiana, and Missouri State University), the current inquiry examines the degree to which female and male students differ in their perceptions of barriers to entering a patrol career frequently listed in the literature. The findings indicate that female students view many of these obstacles differently than male students and that these perceptions influence interest in patrol careers.

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Burke, Ronald J. "Career Stages, Satisfaction, and Well-Being among Police Officers." Psychological Reports 65, no. 1 (August 1989): 3–12. http://dx.doi.org/10.2466/pr0.1989.65.1.3.

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This study examined the relation of career stage to work experiences and satisfactions of police constables. 522 police officers participated by anonymously completing questionnaires. Five career stages were considered: less than 1 yr., 1–3 yr, 6–15 yr., 16–25 yr., and over 25 yr. in policing. Constables in the midcareer stage reported the most negative work setting, greatest stress, least job satisfaction, greatest psychological burnout, and most work-family conflict. Constables in the most advanced career stage reported the poorest physical health, a function of their greater age.

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Neri, Rebecca Colina. "Difficult funds of knowledge as pedagogical resources for critical consciousness development." Information and Learning Sciences 121, no. 9/10 (November 26, 2020): 749–67. http://dx.doi.org/10.1108/ils-02-2020-0022.

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Purpose Nondominant youth faces complex structural inequalities and injustices that have a direct impact on their academic learning outcomes and psychosocial well-being. Research suggests that supporting the development of students’ critical consciousness not only improves their educational and career trajectories but also provides students with the tools, language and skills they need to examine, act upon and heal from the sociopolitical realities and injustices they face in their daily lives. Design/methodology/approach This paper reports findings from a two-year Youth Participatory Action Research (YPAR) study conducted with students in a police-oriented Career and Technical Education program. YPAR was used as pedagogy for nondominant students to explore how to leverage their funds of knowledge (FK) in their learning and future careers as police officers to improve community–police relations. Findings This paper reports on one aspect of the findings from the YPAR project that includes: a) the relationship between students’ difficult FK, critical consciousness development and career aspirations; b) how, if left unaddressed, students’ difficult FK could mediate deficit and internally oppressive views of Communities of Color and other nondominant groups; and c) the power of transforming students’ difficult FK into pedagogical assets. Originality/value Engaging students’ difficult FK can support critical consciousness development and facilitate students’ ability to navigate and resist oppressive spaces, sustain their well-being and empower themselves and their families and communities.

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Annell, Stefan, Petra Lindfors, and Magnus Sverke. "Police selection – implications during training and early career." Policing: An International Journal of Police Strategies & Management 38, no. 2 (May 18, 2015): 221–38. http://dx.doi.org/10.1108/pijpsm-11-2014-0119.

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Purpose – The cost of selecting and training new police officers is high. However, previous research has provided limited guidance on how to select the best applicants. The purpose of this paper is to enhance the understanding of the possibilities to select suitable applicants by using combinations of four common categories of selection methods, namely cognitive tests, personality inventories, physical tests, and rater-based methods (i.e. interviews). Design/methodology/approach – Using a sample of Swedish police recruits (n=750) the authors performed hierarchical multiple regression analyses, predicting four criteria – performance, satisfaction, retention, and health – at three consecutive time points (after two years of academy training, after six months of field training, and after the first work year). Findings – No group of selection methods consistently predicted all four criteria at the three time points. In most analyses more than one class of selection methods were statistically significant, but the findings did not support the use of rater-based methods. Practical implications – Instead of the common praxis of using interviews, the findings suggest an alternative praxis. This involves using the remaining information from cognitive tests, personality inventories, and general fitness tests that had been used in earlier hurdles to screen out unsuitable applicants. Originality/value – The study extends previous research by including several follow-ups, showing the value of combining different selection methods, and using alternative criteria of successful police recruitment (i.e. satisfaction, retention, and health).

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Barnes, Sue, and Karen Dee Michalowicz. "Now & Then: Roger Whitmore, Police Officer." Mathematics Teaching in the Middle School 1, no. 4 (January 1995): 290–95. http://dx.doi.org/10.5951/mtms.1.4.0290.

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Now… roger whitmore is an arkansas state highway patrolman for Sevier County. Only one other trooper is assigned to the county, so Roger and his coworker, Phillip Glasgow, must share a rotating-duty schedule. Roger began his career in law enforcement after he graduated from high school by becoming a patrolman for Ashdown, a small town in southwest Arkansas where he grew up. Roger decided on a career in law enforcement because he wanted to help people and he found that the everyday job of a police officer is serving people.

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Cuvelier, Steven Jay, Di Jia, and Cheng Jin. "Chinese police cadets’ attitudes toward police roles revisited." Policing: An International Journal of Police Strategies & Management 38, no. 2 (May 18, 2015): 250–64. http://dx.doi.org/10.1108/pijpsm-09-2014-0101.

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Purpose – The purpose of this paper is to examine the relationship between Chinese police cadets’ background, motivations and educational perceptions and their attitudes toward common police roles. Design/methodology/approach – Self-administered questionnaires were collected from 382 Chinese police cadets. Based upon predisposition and socialization theories, personal background, career motivation and attitudes toward education were examined as statistical explanations of cadets’ attitudes toward order maintenance, preventative patrol, law enforcement, and community building as elements of the police role. Findings – Cadets who recognized more value in their practical and academic education also significantly favored the transitional and contemporary police roles (preventative patrol, law enforcement, and community building), which are taught as part of their college curriculum. But educational perceptions had no effect on order maintenance, which is a more historical role, and not emphasized by the police college. Cadets from lower SES backgrounds and those receiving outside influence to select a policing career tended to support traditional police roles whereas cadets with a relative in policing tended to show greater support for contemporary policing roles. Research limitations/implications – This study is limited by being a cross-sectional study of a single police college. Future studies should incorporate a longitudinal element to follow the perceptions of cadets from their school experience into the policing profession and should be conducted in other settings to assess generalizability. Practical implications – The impact of higher education on police cadets appears to be better measured as a function of their perceived importance of education (engagement) rather than measuring their exposure to it. The effectiveness of police training and education may be enhanced by adopting teaching methods that better engage learners. Social implications – Better alignment between police officers’ attitudes toward their roles and duties and contemporary police standards and practices will assure more effective and responsible police action and delivery of police services to the community. Originality/value – This study is among the first to demonstrate that Cadets who hold higher regard for practical and academic education are significantly better aligned to the policing roles emphasized by their educational program.

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Buckley, Leslie B., and Michael G. Petrunik. "Socio‐demographic factors: reference groups and the career orientations, career aspirations and career satisfaction of Canadian police officers." American Journal of Police 14, no. 2 (August 1995): 107–48. http://dx.doi.org/10.1108/07358549510102785.

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Mahmudin Yasin, Nurhattati Fuad, Antonius Kadarmanta,. "Developing and improving Competences of Educators/Teaching Staffs of Indonesian National Police School (Sekolah Polisi Negara/Spn)." Psychology and Education Journal 58, no. 2 (February 4, 2021): 120–25. http://dx.doi.org/10.17762/pae.v58i2.1061.

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The purpose of this research is to discuss and analyze the root of the problems of the low competences of teaching staffs at Indonesian National Police School (SPN) and the factors that may contribute to it which include: recruitment and selection systems, placement, competency improvement program, and reward system. This research is a qualitative approach with a case study. The research addresses interviews and discussions with SPN educators, education experts from Police of Republic of Indonesia (POLRI), academic education experts human resource management experts from academia, and police officers who graduated from SPN. Data collection methods include: interviews, focus group discussion (FGD), observation, related documents studies, and review of previous research. The results of this study indicate that low competences of SPN teachers is rooted from the absence of a competency-based recruitment system. POLRI career development system does not yet include and regulate career development of SPN teachers as part of police career development. This research recommends and proposes a competency-based SPN teaching career development system and a SPN teaching competences improvement system, as a contribution to POLRI human resource management system as a whole.

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Dobrzinskiene, Rasa, Giedre Pauriene, Iryna Kushnir, Dimitri Grytsyshen, and Kostiantyn Malyshev. "Peculiarities of the police officer's profession image in their attitude." Independent Journal of Management & Production 12, no. 6 (November 1, 2021): s478—s494. http://dx.doi.org/10.14807/ijmp.v12i6.1756.

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Aspects of choosing a profession and career planning are closely related to the description of the features of the image of the profession, otherwise known as the image of the profession. The choice of profession is an essential part of life, which has a significant influence upon the person and their further occupation. Furthermore, the choice of profession and job is related to the satisfaction of financial, social and personal needs. Therefore, it is very important that the choice of profession is as accurate as possible and that the profession evokes a strong feeling of vocation. A career develops accordingly, if a person is satisfied with the job and one’s current expectations meet the current situation, then the career development is successful and thrives as individually sought. For a career to follow a successful developing process it is vital to meticulously systematize the characteristics of a particular profession that would help to decide whether one wants to choose it not. Due to these reasons whilst researching the police officer’s image it is crucial to assess the point of view of current police officers in regard to the officer’s image. Correspondingly, the purpose of the article is evoked - to reveal the perception of police officers of the image of their profession. To achieve it, the concept of choosing a profession is discussed, emphasizing the importance of vocation and the path of professional development - career; the change in the attitude of police officers about the image of their profession and its factors are determined. The hypotheses are confirmed disparately. After an empirical study, the first hypothesis - the average of the respondents' assessment of the current attitude towards the characteristics of the police officer profession is statistically significantly different from the attitude before choosing this profession - was confirmed. The second hypothesis was only partly confirmed. It was revealed that the average assessment of the characteristics of the police profession for both men and women decreases depending on the degree of the police officer.

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Burke, Ronald J. "Career Orientations and Type a Behavior in Police Officers." Psychological Reports 57, no. 3_suppl (December 1985): 1239–46. http://dx.doi.org/10.2466/pr0.1985.57.3f.1239.

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This study investigated the career orientations of Type A men and women in police work. Four career orientations (Social Activist, Self-investor, Careerist, Artisan) were related to a measure of Type A behavior. 370 men and 36 women (and 20 others) completed questionnaires. Type A behavior was positively related to Careerist and negatively related to Self-investor and Artisan orientations. However, significant differences between men and women were found. Among women, Type A behavior was positively related to Social Activist and negatively related to Self-investor orientations. Among men, Type A behavior was positively related to Careerist and negatively related to Artisan orientations.

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McElroy, James C., Paula C. Morrow, and Thomas R. Wardlow. "A career stage analysis of police officer work commitment." Journal of Criminal Justice 27, no. 6 (November 1999): 507–16. http://dx.doi.org/10.1016/s0047-2352(99)00021-5.

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Hill, Stephen C., Andrea F. Snell, and Harvey L. Sterns. "Career Influences in Bridge Employment Among Retired Police Officers." International Journal of Aging and Human Development 81, no. 1-2 (July 2015): 101–19. http://dx.doi.org/10.1177/0091415015614947.

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Sriwijaya, Rizal, Ibadus Soim, Adril Muniza, and Yulina Eliza. "Effect of Disciplinary Duty and Career Development on The Task Commitment With The Motivation to Work As a Variable Intervening the Directorate of Police Air Police In West Sumatera Region." J-MAS (Jurnal Manajemen dan Sains) 5, no. 1 (April 15, 2020): 52. http://dx.doi.org/10.33087/jmas.v5i1.148.

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This research aims to be aware of the Influence of task discipline and career development on the task commitment with the motivation to work as variable Intervening members of the Directorate of Police Air West Sumatera region as much as 91 people. Data collected through the dissemination of questionnaires to all populations that can be used for analysis purposes. Testing the hypothesis is done using data analysis technology through Path Anlysis. The results of Data analysis demonstrated that the task discipline and career development have significant effect on the task commitment next task discipline and career development have significant effect on work motivation as variable Intervening. Likewise, the work motivation also has significant effect on the task commitment. Variable Intervening motivation work is significant to the commitment of the task, further motivation work as a intervening between task discipline and task commitment, and motivation to work as a intervening relationship between career development and Task Commitment of the Directorate of West Sumatera Regional police. The magnitude of the influence of duty discipline, career development and work motivation affects the task commitment of 86.4%, while the remainder (100%-86.4% = 13.6%) is not included in this model.

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Aleksandrov, Yu V. "Specific Features of the Professional I-Concept of Patrol Police Officers Depending on the Availability of Previous Experience in the Ministry of Internal Affairs." Law and Safety 72, no. 1 (March 26, 2019): 78–83. http://dx.doi.org/10.32631/pb.2019.1.10.

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The paper is focused to the study of the professional I-concept of patrol police officers and the features of this concept, depending on the availability of previous experience in the system of the Ministry of Internal Affairs of Ukraine. The definition of I-concept, self-appraisal, awareness and self-consciousness of a personality has been revealed. The modern approaches to the problem of the professional I-concept in psychology have been analyzed. The author has presented the results of the empirical study, which was attended by police officers divided into 2 groups – those who used to serve in the internal affairs agencies (IAA), and those who did not have experience in the militia. During the research the author has studied the representations of police officers about themselves and about the ideal police officer, the levels of self-appraisal of police officers, peculiarities of their career orientations and self-efficacy. It has been experimentally established that the self-appraisal of police officers without experience in the IAA is overestimated. The specifics of the system of representations of patrol police officers of different groups about their own professionally relevant personality qualities and the specifics of the system of representations about their own communicative qualities have been also researched. The author has demonstrated the vision by police officers who do not have the experience in the IAA, the image of an ideal patrol police officer, their understanding of the ideal police officer, as well as their vision of themselves as the bearer of leadership qualities, the attitude towards authoritarianism and dictatorial manifestations. Based on the research the author has also noted the specifics of career orientations and the peculiarities of the effectiveness of patrol police officers, depending on their previous experience in the police. To solve the problems, the author has used the following psycho-diagnostic techniques: “Personal differential”; Lyri method of diagnosis of interpersonal relations; “Career Anchors” by Edgar H. Schein; Scale of general self-efficacy; S. Budassi methodology.

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Dene, Elizabeth. "Maternity Rights for Policewomen within the E.C." Police Journal: Theory, Practice and Principles 65, no. 1 (January 1992): 21–25. http://dx.doi.org/10.1177/0032258x9206500104.

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In recent years there has been a substantial increase in the number of women police officers, with the same powers and authority as their male colleagues and of the number of women seeking employment within the service. However, despite such changes, the percentage of premature resignations from the police remains higher amongst female than male officers. Police managers acknowledge that such losses are expensive for the service, both in cash terms and loss of experience, thus motivated steps are now being taken to enable women more easily to combine police career and family, for example part-time work, career breaks, job-share etc. However, the availability of such schemes is far from widespread and most are still ‘pilot schemes’. In an attempt to understand why so many policewomen resign prematurely, this article reviews the range of maternity provisions within the E.C. for policewomen.

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Hilal, Susan, and Bryan Litsey. "Reducing police turnover: Recommendations for the law enforcement agency." International Journal of Police Science & Management 22, no. 1 (November 26, 2019): 73–83. http://dx.doi.org/10.1177/1461355719882443.

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Law enforcement is a career that offers long-term employment; however, not everyone who enters the profession stays until they retire. Because the costs of employing a police officer can be significant to both the organization and the individual seeking to pursue and maintain a career in law enforcement, identifying ways to reduce police turnover is important. This study captures the experiences of officers who left prematurely, whether voluntarily or involuntarily, to help identify what agencies can do to keep officers long term. Data for this exploratory study was gathered via semi-structured interviews with 36 former police officers. The findings highlighted several common themes that law enforcement agencies could address, including: leadership training, clear and transparent processes, permanent light-duty assignments, shift flexibility, improved morale, and more focus on personal wellness.

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Tomic, Marta. "The integration of women and the effects of the “glass ceiling” in the police profession." Temida 15, no. 4 (2012): 197–215. http://dx.doi.org/10.2298/tem1204197t.

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This paper considers the position of women in the police profession in terms of domination of masculinity and the effects of the ?glass ceiling?. Generally, these mechanisms create unequal opportunities and unequal treatment of women in the police and other predominantly male professions, and overall create adverse conditions for their integration and slower career advancement. The aim of this paper is to show that women who are employed in the police, who have an affinity for the profession and wish to advance professionally are socially conditioned in a predominantly male environment, particularly in professions that have a historically bounded rule of masculinity, and that, as such, the mechanisms of the ?glass ceiling? prevent them to reach the highest step in their career. Women in the police profession still are still a minority and have to deal with well integrated social and professional structural barriers as well as cultural barriers.

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Mehmood, Sultan Adal, Devika Nadarajah, and Muhammad Saood Akhtar. "Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay." International Journal of Economics, Business, and Entrepreneurship 1, no. 2 (December 21, 2018): 139–51. http://dx.doi.org/10.23960/ijebe.v1i2.29.

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This study aimed to investigate intention to stay among officers in the City Traffic Police Lahore in relation to their perceptions of organisational justice and career growth. Using a quantitative research approach, a sample of 224 traffic wardens working in 30 sectors in the city of Lahore were selected through stratified random sampling. Data were gathered using a questionnaire containing Likert-type scales relating to all variable of interest. Apart from procedural justice and professional ability development, all dimensions of organisational justice and perceived career growth were found to significantly influence traffic officers’ intention to stay. Moreover, promotional speed emerged as the strongest predictor of the intent to stay. The findings of this study may guide police authorities in dealing with issues on turnover by initiating policies which can strengthen employee retention intention. Additionally, it provides empirical insights on the contributing factors of high turnover in the City Traffic Police Lahore. This paper enhances understanding of turnover issues by investigating retention intention of traffic police officers in an Eastern culture. Specifically, this research contributes to literature by examining the predictive role of organisational inducement factors (organisational justice and career growth) on attitude (intention to stay). Additionally, both the exogenous constructs of interest are used at the dimensional levels.

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Johnson, Richard R., and Casey Lafrance. "The Influence of Career Stage on Police Officer Work Behavior." Criminal Justice and Behavior 43, no. 11 (July 18, 2016): 1580–99. http://dx.doi.org/10.1177/0093854816657577.

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Foley, Pamela F., Cristina Guarneri, and Mary E. Kelly. "Reasons for Choosing a Police Career: Changes over Two Decades." International Journal of Police Science & Management 10, no. 1 (March 2008): 2–8. http://dx.doi.org/10.1350/ijps.2008.10.1.2.

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Journal articles on the topic 'Career in police'

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