Correction Officer Job Performance as Predicted by the IPI and MMPI

Abstract

The predictive validity of two psychological inventories, the MMPI and the IPI, was examined for 716 male correction officer recruits for retention or termination as well as incidence of absence, lateness, and formal disciplinary interviews (Study I). Discriminant function equations developed from IPI scales correctly classified a greater percentage of officers as to “positive” or “negative” job performance than did prediction equations developed from the MMPI scales. Mean scores on IPI scales indicating past adjustment difficulties and “acting out” behaviors were higher for officers exhibiting “negative” job behaviors. A cross-validation analysis of three on-job performance criteria was then conducted (Study II). Prediction equations, developed on a random analysis sample of 400 officers, were then applied to a new cross-validation sample of 265 officers. On both the analysis and cross-validation samples, the IPI more accurately classified individuals as to absences and disciplinary interviews than did the MMPI; lateness was predicted equally well by both tests.

A Longitudinal Model for Predicting Performance of Police Officers Using Personality and Behavioral Data

“…The CAQ (Krug, 1980) was used because of empirical evidence demonstrating that clinical information is relevant for behavioral adjustment to law enforcement tasks (Hargrave & McKinley, 1989 ; Inwald, Knatz, & Shusman, 1982; Shusman, Inwald, & Landa, 1984). This questionnaire has been used in police selection with good results (Bishop et al, 2001;Lorr & Strack, 1994), and its application is mandatory for computing the Emotional Adjustment scale of the LEADR.…”

Are they all the same? Norwegian police officers' personality characteristics and tactics of conflict resolution

“…Contrary to the assumption of such homogeneity among police officers, a number of researchers have found personality differences among police officers. Such differences have typically been detected during studies of whether personality differences among police officers are related to differences in the level of success at work (success defined, for example, as not being fired, good supervisory ratings, and efficiency) (e.g., Bartol 1991, Gottlieb & Baker 1974, Mills & Bohannon 1980, Mufson & Mufson 1998, Shusman et al 1984.…”

Psychological Testing and the Selection of Police Officers

“…Hibler and Kurke (1995) defined this as "psychological suitability," or the presence of personal factors that contribute to human reliability and the absence of those that create unreliability. Shusman, Inwald, and Landa (1984) reported several purposes for preemployment screening of police officers. First, employers want to weed out lateness and absenteeism, which result in understaffing, excessive overtime pay, and a breakdown in trust among officers.…”