Parameters in the prediction of police officer performance.

Abstract

This study reports the association between formal psychological evaluation variables and later police officer performance, as reflected by various indexes, including supervisor evaluation, reprimands, and commendations. Officers were drawn from three police departments, each of which imposes unique demands: an inner-city metropolitan department, a major university police department, and a community college police department. Officers' in-service behavior was associated with patterns and elevation of their Minnesota Multiphasic Personality Inventory profiles and interpersonal needs. Although the departments differed with respect to their demands, overlap suggests that generalization among and across departments is possible.

Psychological Assessment of Airline Pilot Applicants With the MMPI-2

“…The reasons for the broad use of the MMPI in these programs include its relative ease of administration, objective scoring and interpretation procedures, and external validity for characterizing personality and clinically relevant symptomatic behavior of individuals from the general population. In spite of the fact that the MMPT was originally developed for use in medical and psychiatric 32 BUTCHER screening, a number of studies have documented the utility of the MMPI in personnel screening (Azen, Snibbe, & Montgomery, 1973;Bernstein, 1980;Bernstein, Schoenfeld, & Costello, 1982;Bernstein, Teng, Grannemann, & Garbin, 1987;Beutler, Nussbaum, & Meredith, 1988;Beutler, Storm, Kirkish, & Gaines, 1985;Costello, Schoenfeld, & Kobos, 1982;Fulkerson, Freud, & Raynor, 1958;Fulkerson & Sells, 1958;Geist & Boyd, 1980;Goorney, 1970;Murphy, 1972;Saccuzzo, Higgins, & Lewandowski, 1974;Schoenfeld, Kobos, & Phinney, 1980;Scogin & Beutler, 1986;Scogin & Reiser, 1976). Nevertheless, the interpretation of MMPI profiles in personnel screening requires some modification, because the manner in which job applicants respond to personality items is different from the way in which other nonclinical subjects respond.…”

An Analysis of the "Screening Out" Model of Police Officer Selection

“…For example, Scogin, Schumacher, Gardner, and Chaplin (1995) reported the following variables from one of the most widely used police selection indices, the Inwald Personality Inventory, to predict one or more of several indicators of negative job performance : rigid type, loner type, trouble with the law and society, undue suspiciousness, phobic personality, family conflicts, spouse/mate conflicts, interpersonal difficulties, type A, and antisocial attitudes. Scogin et al (1995) cite research by Beutler et al (1985) that indicated job performance outcome criteria having the most variation across incumbents, stress success within an authoritarian bureaucracy. Some examples included the number of written and verbal reprimands and the number of complaints from citizens.…”

Prediction of Job Retention Using a Brief Projective Test Battery: a Preliminary Report

“…Although Hogan et al disagree, many in the field believe as well that self-report tests appear 'unfair' to minority candidates. The potential issue of response bias, where a client gives socially acceptable rather than true answers, in such tests is also a concern to users despite construction methods which attempt to minimize such issues (Hogan et al 1996) An alternative to self-report or other language based measures have always been the non-verbal projective personality tests (Golden, 1991). For the past 15 years, however, such open ended or projective measures have generally been considered too complex for employment assessment.…”