The police department's decision to hire an applicant for the position of police officer was found to be consistent with the psychologist's recommendation for 76% of applicants to a small town police department. On personality and vocational interest tests, the psychologist was found to be using clear criteria, but the police department did not appear to use these same criteria. No differences in performance between those recommended by the psychologist and those not recommended were found among those hired. The implications of these results are discussed and suggestions made for future research.
Get full access to this article
View all access options for this article.
References
1.
Azen, S., Snibbe, H., & Montgomery, H. A longitudinal predictive study of success and performance in law enforcement officers. Journal of Applied Psychology, 1973 , 57, 190-192.
2.
Blum, R.Police selection. Springfield, Ill.: Charles C Thomas, 1964.
3.
Dunette, M. & Motowidlo, S.Police selection and career assessment. Washington DC: Law Enforcement Assistance Association, 1976.
4.
Edwards, A.The Edwards Personal Preference Schedule. New York : Psychological Corporation, 1959 .
5.
Kuder, G.F.The Vocational Preference Record. Chicago: Science Research Associates, 1962.
6.
Raven, J.C.Progressive matrices. New York: Psychological Corporation, 1963.
7.
Spencer, G. & Nichols, R. A study of Chicago police recruits. Police Chief, 1971, 38(6), 50-55.
8.
Teske, R.Factors related to personnel turnover in law enforcement agencies . Police Chief, 1976, 43(4), 62-65.
9.
Territo, L., Swanson, C. & Chamelin, N.The police personnel selection process. Indianapolis : Bobbs-Merrill, 1977.
