Date of Conferral

2021

Degree

Ph.D.

School

Psychology

Advisor

Jana Price-Sharps

Abstract

Police departments are responsible for evaluating applicants to find suitable recruits to join a department’s training program. It was not known how police officer recruits feel about the recruitment and selection process. The purpose of this quantitative study was to determine to what extent the 2 M-PULSE scale scores (sexually offensive conduct and racially offensive behavior) account for variance in the MMPI-2RF (anger proneness and behavior/externalizing dysfunctional) subscales scores. Archival data was provided by a private business that conducts these screenings for multiple law enforcement organizations (local and state). Law enforcement candidates (N = 107) were evaluated by a private business during the pre-hiring psychological screening process using the M-PULSE and MMPI-2RF to assess their risk factors for employment as law enforcement officers. The scores from the 2 measures were provided for regression analysis to determine what effect the M-PULSE factors had on the MMPI-2RF factors. The results did not find any significant effect on either MMPI-2RF factor by the 2 M-PULSE factors. This study adds to the growing body of knowledge of law enforcement psychological screening processes and how different measures provide critical information on personality, aggression, and risk factors that should be considered for individuals seeking employment in a law enforcement position. This study has implications for positive social change by increasing understanding of how current psychological screening processes determine the suitability of candidates and help to ensure that individuals who would put the public and law enforcement organizations at higher risk should be screened out prior to completion of any law enforcement training.

Download

Included in

Psychology Commons

Share

 
COinS