A guide for establishing a practice in police preemployment postoffer psychological evaluations.

This article provides a guide that focuses on ethics and competence issues for psychologists considering a specialization in conducting police preemployment postoffer psychological evaluations (PEPOPEs). The discussion first addresses the importance of relevant training and practical experiences, involvement in pertinent professional associations, and adherence to rigorous standards and guidelines for conducting this specialized form of assessment. The specific components of a comprehensive assessment are then enumerated and discussed. The article concludes with a consideration of ethical dilemmas and challenges involved in this realm of psychological practice, and a vignette highlights some possible pitfalls for psychologists who are insufficiently prepared for conducting PEPOPEs. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Does use-of-force simulation training in Canadian police agencies incorporate principles of effective training?

Numerous police agencies in Canada incorporate use-of-force simulation training into their overall instructional regime. A prominent theory of learning, known as cognitive load theory, suggests that in order for this training to be effective, instructional methods must facilitate the acquisition and automation of task-relevant schemas without overwhelming the limited processing capacity of the learner. In this article, several instructional effects, proposed and supported by the cognitive load literature, are discussed. These training effects operate by minimizing unnecessary cognitive demands, by drawing on instructional methods that enhance schema acquisition, and/or by carefully managing the inherent complexity of the to-be-learned material. The argument is advanced that although use-of-force simulation training may be able to capitalize on many of these effects, at present there is little evidence to suggest that it currently does. The authors conclude by discussing the urgent need to assess how the knowledge gained from cognitive load theory might serve to enhance the effectiveness of use-of-force simulation training. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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

The NEO Personality Inventory-Revised (NEO PI-R; P. T. Costa, Jr., & R. R. 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. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does anticipation training affect drivers' risk taking?

Skill and risk taking are argued to be independent and to require different remedial programs. However, it is possible to contend that skill-based training could be associated with an increase, a decrease, or no change in risk-taking behavior. In 3 experiments, the authors examined the influence of a skill-based training program (hazard perception) on the risk-taking behavior of car drivers (using video-based driving simulations). Experiment 1 demonstrated a decrease in risk taking for novice drivers. In Experiment 2, the authors examined the possibilities that the skills training might operate through either a nonspecific reduction in risk taking or a specific improvement in hazard perception. Evidence supported the latter. These findings were replicated in a more ecological context in Experiment 3, which compared advanced and nonadvanced police drivers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychological preemployment screening for police candidates: Seeking consistency if not standardization.

The psychological screening of police candidates is a hotly debated topic. The type of measures used lacks consistency and standardization. This often can lead to a candidate “shopping” for a psychologist who will eventually agree to his or her mental fitness for policing. More recently, the field of police psychology has received attention as a viable field of psychology, part of which involves the assessing of candidates for police employment. A possible hypothesis is that there would be consistency among police psychologists, who would differ from clinical psychologists, as to what measures should be used and why for assessing such candidates. Recent research suggests there is no consistency or differences. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Erratum to Cascio and Valenzi.

Reports an error in the original article by Wayne F. Cascio and Enzo R. Valenzi (Journal of Applied Psychology, 1978, Vol. 63, No. 1, pp. 22-28). In the last sentence of the Results section of the article, the values are incorrect. The corrected values for line 33 of page 26 are provided. (The following abstract of this article originally appeared in record 1979-24955-001.) Job performance measures consisting of 35 objective indices and ratings on 8 behaviorally anchored rating scales (BARS) were available for 795 nonminority (mean age, 29.8 yrs) and 147 minority (mean age, 28.2 yrs) police officers. Eight of the 35 objective measures, plus age and job tenure, were used as predictors of the sum of the 8 BARS. Identical predictor sets validly forecast supervisory ratings in both minority and nonminority groups whether or not age and tenure were included. Unit weights were inferior to regression weights in both groups. It is concluded that supervisory ratings are linearly predictable from objective performance indices for both minority and nonminority subordinates, a finding that comports with civil rights legislation and recent US Supreme Court decisions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of an intensive training and feedback program on police and social workers' investigative interviews of children.

In the present study, we assessed the effectiveness of an extensive training and feedback program with investigative interviewers of child victims of alleged abuse and neglect in a large Canadian city. Twelve investigative interviewers participated in a joint training initiative that lasted 8 months and involved classroom components and extensive weekly verbal and written feedback. Interviewers were significantly more likely to use open-ended prompts and elicited more information from children with open-ended prompts following training. These differences were especially prominent following a subsequent “refresher” training session. No negative effects of training were observed. Clear evidence was found of the benefits of an intensive training and feedback program across a wide variety of investigative interviews with children. Although previous research has found benefits of training with interviewers of child sexual assault victims, the current study extends these findings to a wide range of allegations and maltreatment contexts. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Use of the Kuder Preference Record, Personal, with police officers.

What sort of scores do policemen receive on the Kuder? It was tried out on 49 police officers. The scores were compared with ratings by their supervisors, "done under a nine-class forced distribution system." Scores were also compared with published norms. High and low scorers on each of the 5 scales of the Kuder Preference Record, Personal, were described. "Comparison with Kuder norm group data yielded highly significant differences in preferences for avoiding conflict and for directing others." (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

An Adventure in Psychological Testing Abroad.

This article reports on the author's experience of being a member of the Michigan State University group sent to Viet Nam to give technical aid to the government of that new country in 1955. While meeting with one government official, the question arose on whether the team could give a test in order to make sure that only students who could benefit from police training would be included in an in-service training class. What follows in the article is the creation of such a test. Emphasis is placed on the difficulty of translation, test administration, reconstruction, reliability, scoring, and so forth. The author notes that testing in another culture can have its surprises, but can be very useful in that culture. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Across the thin blue line: Police officers and racial bias in the decision to shoot.

Police officers were compared with community members in terms of the speed and accuracy with which they made simulated decisions to shoot (or not shoot) Black and White targets. Both samples exhibited robust racial bias in response speed. Officers outperformed community members on a number of measures, including overall speed and accuracy. Moreover, although community respondents set the decision criterion lower for Black targets than for White targets (indicating bias), police officers did not. The authors suggest that training may not affect the speed with which stereotype-incongruent targets are processed but that it does affect the ultimate decision (particularly the placement of the decision criterion). Findings from a study in which a college sample received training support this conclusion. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of selection and training on unit-level performance over time: A latent growth modeling approach.

Surprisingly few data exist concerning whether and how utilization of job-related selection and training procedures affects different aspects of unit or organizational performance over time. The authors used longitudinal data from a large fast-food organization (N = 861 units) to examine how change in use of selection and training relates to change in unit performance. Latent growth modeling analyses revealed significant variation in both the use and the change in use of selection and training across units. Change in selection and training was related to change in 2 proximal unit outcomes: customer service performance and retention. Change in service performance, in turn, was related to change in the more distal outcome of unit financial performance (i.e., profits). Selection and training also affected financial performance, both directly and indirectly (e.g., through service performance). Finally, results of a cross-lagged panel analysis suggested the existence of a reciprocal causal relationship between the utilization of the human resources practices and unit performance. However, there was some evidence to suggest that selection and training may be associated with different causal sequences, such that use of the training procedure appeared to lead to unit performance, whereas unit performance appeared to lead to use of the selection procedure. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceptions of Multicultural Training in Predoctoral Internship Programs: A Survey of Interns and Training Directors.

Multicultural training at internship sites is a critical component in the preparation of doctoral-level psychologists, so the quality of this training is of the utmost importance. In the following study, the authors examine multicultural training from the perspective of predoctoral interns and training directors at counseling center sites that offer a major or minor rotation in multicultural therapy. Results suggest that perspectives vary between interns and training directors and that there is a great difference in the type of criteria used by each site as evidence of a major or minor rotation. The need for more standardized criteria to define major and minor rotations and suggestions for the Association of Psychology Postdoctoral and Internship Centers, internship training directors, and prospective interns are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Detecting True Lies: Police Officers' Ability to Detect Suspects' Lies.

Ninety-nine police officers, not identified in previous research as belonging to groups that are superior in lie detection, attempted to detect truths and lies told by suspects during their videotaped police interviews. Accuracy rates were higher than those typically found in deception research and reached levels similar to those obtained by specialized lie detectors in previous research. Accuracy was positively correlated with perceived experience in interviewing suspects and with mentioning cues to detecting deceit that relate to a suspect's story. Accuracy was negatively correlated with popular stereotypical cues such as gaze aversion and fidgeting. As in previous research, accuracy and confidence were not significantly correlated, but the level of confidence was dependent on whether officers judged actual truths or actual lies and on the method by which confidence was measured. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychological research within the armed services.

"The Army, Navy, and Air Force are currently investing approximately twelve to fifteen million dollars a year in psychological research. The bulk of this money is expended upon in-service personnel and facilities with roughly 25 per cent going into contracts with civilian universities and research agencies." Military organizations concerned with psychological research and the areas of research are discussed. Psychology was formerly concerned with personnel selection and classification problems; now is also concerned with training and equipment design. "Psychological research is firmly established in the military services." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A Meta-Analytic Review of Behavior Modeling Training.

A meta-analysis of 117 studies evaluated the effects of behavior modeling training (BMT) on 6 training outcomes, across characteristics of training design. BMT effects were largest for learning outcomes, smaller for job behavior, and smaller still for results outcomes. Although BMT effects on declarative knowledge decayed over time, training effects on skills and job behavior remained stable or even increased. Skill development was greatest when learning points were used and presented as rule codes and when training time was longest. Transfer was greatest when mixed (negative and positive) models were presented, when practice included trainee-generated scenarios, when trainees were instructed to set goals, when trainees' superiors were also trained, and when rewards and sanctions were instituted in trainees' work environments. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Effects of Age on Symptoms of Anxiety and Depression in a Sample of Retired Police Officers.

This study addressed the effects of age on anxiety and depressive symptoms. The analysis was based on the responses of 1,334 retired male Scottish police officers (34-94 years old) to the Hospital Anxiety and Depression Scale. Multiple regression analysis was used to determine the partialed linear and curvilinear effects of symptoms of, separately, anxiety and depression on age and retirement variables. Significant partialed effects of retirement type and present age were found. Early retirement was a vulnerability factor for both disorders. The authors found a consistent linear reduction in anxiety across age and a U-shaped function for depression across age. The differing profiles and independent effects of age on anxiety and depression are consistent with their status as separate entities. Respondents were increasingly susceptible to depression from the mid-50s onward, whereas susceptibility to anxiety was reduced with age. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Associations between childhood trauma and emotion-modulated psychophysiological responses to startling sounds: A study of police cadets.

Childhood trauma may confer risk for adult psychopathology by altering emotional and physiological responses to subsequent stressors. Few studies have distinguished effects of childhood trauma from effects of current Axis I psychopathology on adult psychophysiological reactivity. The authors exposed 90 psychiatrically healthy police cadets to startling sounds under increasing threat of shock while assessing their eyeblink electromyogram (EMG), skin conductance (SC), and heart rate responses. When compared with those who did not endorse early trauma (n = 65), cadets reporting childhood trauma (n = 25) reported less positive emotion and showed greater SC responses across all threat levels. They also showed threat-dependent elevations in reported negative emotions and EMG responses. Results suggest that childhood trauma may lead to long-lasting alterations in emotional and psychophysiological reactivity even in the absence of current Axis I psychopathology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Internship Training: Do Models Really Matter?

During the past 50 years, a number of models of training (scientist-practitioner, practitioner-scholar, clinical scientist) have been developed. This study examined how these models are conceptualized and implemented at internship and postdoctoral training programs. Surveying 248 internship programs (42% response rate), the authors found that the model name (i.e., scientist-practitioner) was not related to how programs were conceptualized or how their training was implemented, raising questions about accreditation requirements. Implications for training sites and the American Psychological Association Committee on Accreditation are explored. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stress and burnout in Israeli police officers during a Palestinian uprising (Intifada).

This study was conducted during the Palestinian uprising, a highly stressful time for the Israeli police. A representative sample of Israeli police officers (N = 1,010) completed a specially designed questionnaire, and 240 were interviewed. Findings revealed that 36% reported high or very high levels of stress. The officers also showed danger signs of burnout and various symptoms of stress. Nevertheless, their top stressors were not those associated with terrorism, but low salary, unfair treatment by commanding officers, overload, and lack of resources. Furthermore, despite the high stress of their work, the officers evaluated their work highly and expressed satisfaction from it. As revealed in the interviews, these findings can be explained by the officers' belief that their work is important. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

La face cachée de l'effet protecteur du désengagement psychologique au travail: Le cas des policiers.

This study has two goals. The first is to provide more information on the asymmetrical and negative link between psychological disengagement mechanisms and self-esteem level. The second is to pursue the investigation of the protective effect of psychological disengagement via the evaluation of another facet of self-esteem that is, its stability. This study conducted amongst 152 policemen confirms that disengagement allows individuals to secure their self-esteem stability. Results militate in favour of the occupation's social status to explain the variable association between disengagement and self-esteem level. In the discussion, we raise the veil on the hidden face of the protective effect of disengagement. (PsycINFO Database Record (c) 2010 APA, all rights reserved)