NEO PI-R personality characteristics of high-performing entry-level police officers.

Abstract

McRae, 1992) measures the 5-factor model of personality (Neuroticism, Extraversion, Openness, Agreeableness, Conscientiousness) and 30 specific personality facets within these domains. Researchers in personnel selection are beginning to use the NEO PI-R to describe the personality characteristics of high-functioning employees, including police officers. Here, 100 field training officers (FTOs) described the "best" entry-level police officers they had supervised, using the NEO PI-R Form R (Observer form). The resulting profile was notable for low Neuroticism, high Extraversion, and high Conscientiousness. NEO PI-R profiles of very high-and very low-performing entry-level officers were then compared. The low-performing group had higher Neuroticism and lower Conscientiousness scores than the high-performing group. The latter group was notable for low Neuroticism and high Conscientiousness scores that were similar to those obtained from the FTO sample. Results are relevant to identifying personality characteristics of high-performing entry-level police officers.

Selection for Accelerated Basic Combat Training

“…There is noticeable overlap between the characteristics Detrick and Chibnall (2006) identified for high performing police cadets and those examined for Soldiers in the current research. Although different labels were used, it appears that three of the dimensions are similar.…”

“…Although different labels were used, it appears that three of the dimensions are similar. The Self-efficacy construct is very similar to self-confidence as defined by Detrick and Chibnall (2006) in that both refer to the belief that one has the ability to succeed. Stress Tolerance and Vulnerability reflect steadiness under stress.…”

“…Further, research on the prediction of training performance supports both a cognitive and non-cognitive contribution (Barrick & Mount, 1991;Bertua et al, 2005;Cuttler & Muchinsky, 2006;Detrick & Chibnall, 2006). Barrick and Mount's (1991) meta-analytic work assessed the extent the Big Five Personality Traits predicted training outcomes.…”

“…In a follow-up effort of police academy cadets, Detrick and Chibnall (2006) derived a profile of the "best entry-level officers," defined as the top 10%, consisting of low Anger-Hostility, low Depression, low Vulnerability, high Assertiveness, high Excitement-Seeking, high Achievement Striving, and high Self-Discipline. The research by Detrick and his colleagues (2004) suggests that temperament/personality is likely to be a predictor of the most well-prepared Soldiers because there are numerous parallels between this research and current BCT research.…”

“…Correlations between Predictor Battery and Criteria for Validation Sample…………28 At its essence, selection is an accept/not accept decision and is based on the expectation that characteristics of the applicant will fit the job requirements to result in at least minimally acceptable job performance. In large-scale settings, such as military service and law enforcement, the focus has been placed on "screening out" unacceptable candidates (Detrick & Chibnall, 2006) with an emphasis placed on cognitive aptitude and illegal or immoral behaviors. The vast majority of selection research, however, focuses on "screening in" and predicting job performance from myriad personal characteristics including cognitive (Schmidt & Hunter, 1998) and non-cognitive attributes such as personality (Barrick & Mount, 1991;Ones, Viswesvaran, & Schmidt, 1993) and person-environment fit (Kristof-Brown, Zimmerman, & Johnson, 2005).…”