Police Psychology

Chapter 13

Recruitment and Selection

The process by which police agencies select police officers

Either by screening out those with undesirable qualities or selecting in those with desirable qualities

Applicants are assessed for physical fitness, cognitive abilities, personality, and job- related abilities/qualities

History of Police Selection

Used since the early 1900s 1917: IQ tests used to select officers 1950s: psychological and psychiatric

screening procedures were standard in many agencies

Today: background checks, medical exams, selections interviews, personality assessments, and psychometric tests

Police Selection in Canada

There are some Provincial and Territorial differences (e.g., whether or not a polygraph is required)

All agencies conduct background checks and require medical exams

Most use cognitive ability tests and personality tests

The Police Selection Process Involves two stages:

Job analysis: Define what knowledge, skills, and abilities make a good police officer

Construction and validation: Develop an instrument to measure these qualities and ensure these qualities are related to performance (predictive validity)

Selection Instruments

Selection interview Psychometric/Psychological tests:

Cognitive ability tests Personality tests

Selection Interview Selection interview:

One of the most common selection procedures Goal is to determine if applicant has the relevant

characteristics Problems:

Research on predictive validity is mixed Low level of agreement between interviewers

Psychometric Assessments

Measure a variety of characteristics (e.g., personality traits, skills, values, interests, aptitudes, personality style, intelligence)

Reflects personal strengths & weaknesses & may identify certain disturbances

a lack of resources or self-care wealth of emotional intelligence (emotional self-

management, empathy, compassion, self-awareness)

Psychological Tests Cognitive ability tests:

Measures aptitude (memory, logic, observation, comprehension)

Used frequently in Canada (e.g., RCMP Police Aptitude Test)

Moderate predictive validity (slightly higher for success during training)

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Psychological Tests

Minnesota Multiphasic Personality Inventory 2 (MMPI-2)

Designed to evaluate thoughts, emotions, attitudes, & behavioural traits that comprise personality

10 basic clinical scales: Paranoia; hypomania; psychopathic deviate; social introversion

Moderate predictive validity

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Psychological Tests

Personality tests: Inwald Personality Inventory (IPI)

Measures personality and behaviour Developed specifically for police

selection Better predictive validity than the MMPI

Stress and Police Work

Policing involves high levels of stress on officers and their families

Perception, responses, and coping strategies regarding stressors varies from officer to officer

Sources of Police Stress External stressors (Public & CJ stressors):

Negative public opinion, bad media coverage, frustration with court system

Internal stressors (Organizational): Dissatisfaction with training & pay level

Task stressors (Occupational): Having to use a gun & nature of police work (abuse etc.) Unpredictable & uncontrollable events

Individual stressors: Concerns regarding competence, success & safety

Consequences of Police Stress

Physiological Psychological Behavioural

Job-related

Consequences of Stress: Physiological

Police officers may be at an increased risk of developing cardiovascular disease and digestive disorders

High blood pressure, ulcers, weight gain, and diabetes are other ailments that may develop

However, it is hard to distinguish if the causes are stressors or lifestyle

Consequences of Stress: Psychological and Behavioural

While some research indicates the following problems are especially problematic for police officers, other studies do not: Apathy, irritability Drinking and substance abuse Depression, anxiety, suicide Violence, marital problems

Consequences of Stress: Job-Related

Consequences include poor morale, absenteeism, reduction in effectiveness, turnover, and early retirement

These problems may result from physical, psychological, or personal consequences of stress

Preventing and Managing Police Stress

Many programs are in place to prevent and manage police stress. These include: Physical fitness programs Professional counseling services Family assistance programs Critical Incident Debriefings Teaching adaptive coping strategies

Do they access the resoureces? Or do they continue to keep it “in-house?”

Adaptive Coping Strategies

Attempt to change maladaptive coping (e.g., substance abuse)

Teach adaptive coping skills (e.g., better communication)

Has been shown to result in general health improvements and increased work performance