Relation between police image and police visibility

The purpose of this study was to build a model for the public image and visibility of the police. These variables were seen as central to successful community policing. Explanatory variables included were contacts with the police, victimisation and background characteristics of the respondents. Questionnaire data were obtained from a sample of 3271 adults (mean age 42) and 986 youngsters (mean age 15.5) in two Finnish cities. Using multi‐sample structural equation modelling, a four‐factor model with two image factors (Friendliness and Closeness) and two visibility factors (Patrol‐Car‐Related and Police‐on‐Foot Activities) was confirmed by the data. As hypothesised, for both adults and youngsters, seeing police‐on‐foot activities was positively correlated with both image factors, while seeing Patrol‐Car‐Related Activities was negatively correlated with police image. Relationships of explanatory variables with image factors were to a large extent but not completely mediated by the visibility factors. Some differences were found between adults and youngsters in factor means and in regression relationships. Quality of police visibility proved to be an important factor from the point of view of community policing, in which one of the main purposes is to improve the relationship between the police and the public. Copyright © 2000 John Wiley & Sons, Ltd.     

The implementation and adoptability of behavioral skills training in a university career center

We evaluated the extent to which staff at a university career center (a) already used, (b) could be taught to use, and (c) might continue to use behavioral skills training (BST) when teaching interview answers to college students. We used a nonconcurrent multiple baseline design across three staff‐student dyads to assess the extent to which staff implemented BST and students provided appropriate answers before and after training. Results showed that interview training at the career center typically consisted of few BST steps, but staff could be taught on how to implement BST. All staff rated BST as an acceptable and effective form of interview training, but only one indicated that he or she was likely to adopt BST at the career center.     

An examination of the Self-Administered Interview as a verbal veracity assessment tool

The self-administered interview (SAI) is a written eyewitness recall tool that elicits more information from cooperative witnesses than written free recall (WFR) formats. To date, SAI research has examined the accounts of cooperative people providing honest reports. In the current experiment, truthful and fabricating participants (N = 128) either completed a WFR or a SAI after witnessing a crime (initial account). After a 1-week delay, participants were interviewed verbally (subsequent interview). Truth tellers reported significantly more detail than liars in both the initial account and subsequent interview, and participants who completed the SAI reported more detail than those completing the WFR. Truth tellers repeated and omitted more information in the subsequent interview than liars; however, there was no significant difference in the number of reminiscent details reported. Although the SAI is effective in eliciting information as an initial eyewitness reporting tool, no benefits for the detection of deception were demonstrated.     

Cross-cultural differences in eyewitness memory reports

Increasingly, investigators conduct interviews with eyewitnesses from different cultures. The culture in which people have been socialised can impact the way they encode, remember, and report information about their experiences. We examined whether eyewitness memory reports of mock witnesses from collectivistic (sub-Saharan Africa) and individualistic (Northern Europe) cultures differed regarding quantity and quality of central and background details reported. Mock witnesses (total N = 200) from rural Ghana, urban Ghana, and the Netherlands were shown stimuli scenes of crimes in Dutch and Ghanaian settings and provided free and cued recalls. Individualistic culture mock witnesses reported the most details, irrespective of detail type. For each cultural group, mock witnesses reported more correct central details when crime was witnessed in their own native setting than a non-native setting, though for different recall domains. The findings provide insight for legal and investigative professionals as well as immigration officials eliciting memory reports in cross-cultural contexts.     

Selection of gender‐incongruent applicants: No gender bias with structured interviews

Research suggests that the use of structured interviews can reduce gender bias in hiring. However, studies have been limited to gender‐neutral professions or laboratory simulations. The current study evaluated two components of the structured interview in a field sample of 691 applicants interviewing for a male‐dominated position of public transit operator. Multilevel modeling results show no significant differences in ratings across applicant gender with this highly structured interview. This relation was found in individual interviewer ratings and consensus panel ratings, as well as irrespective of interviewer gender and interviewer participation in comprehensive versus minimal training in structured interviewing. This study provided a conservative test in a male‐dominated profession to further validate the value of the structured interview for promoting equal hiring practices.     

Individual differences in effective interview design: Factors affecting question choice

Despite the evidence that structured interviews are superior to unstructured interviews, interviewers remain reluctant to use them for personnel selection. The current research replicated and extended recent research examining how individual differences relate to the ability to identify effective interview questions. Question judgments were made across questions that varied substantially in quality and across two different jobs. Across two samples of data, respondents evaluated past behavioral and traditional interview questions more favorably than oddball questions and questions about job‐irrelevant competencies. Furthermore, general mental ability and social aptitude were strongly related to skill in identifying effective interview questions, with results suggesting these traits are associated with customizing questions to specific job contexts.     

Differentiating conscientious from indiscriminate responders in existing NEO-Five Factor Inventory-3 data

The mean Inter-Item Standard Deviation (M-ISD; i.e., the mean of several single-scale ISDs) is a post-hoc validity index that statistically differentiates conscientious responders (CRs) from indiscriminate responders (IRs) in psychological questionnaire data. We compared the M-ISD’s effectiveness against four other post-hoc indexes and an embeddable validity scale in three sets of NEO-Five-Factor Inventory-3 data. Results showed the M-ISD has superior classification ability over all other post-hoc indexes and even outperformed the embeddable validity scale. The average classification accuracy of the M-ISD and embeddable scale was 97% and 93%, respectively, whereas only one of the four remaining post-hoc indexes exceeded our classification accuracy criterion of 80%. These findings suggest researchers can use the M-ISD to differentiate valid from invalid data.     

The influence of an emotional processing strategy on visual threat detection by police trainees and officers

Threat detection is an important skill for police officers, but few studies have examined the impact of processing strategies on this ability. The first aim of our study was to compare the visual detection of threatening and neutral targets in 38 police trainees and 53 police officers. The other aims were to examine the effect of emotional or semantic strategies on this process and the effect of psychopathological symptoms. In a visual search task, participants had to detect a threatening or neutral target among neutral distractors. Participants answered a question used to induce a more emotional or semantic processing strategy. Results revealed that threatening targets were detected faster than neutral ones. This effect was enhanced with an emotional processing strategy but unaffected by symptoms. Processing strategy also had led to faster reaction time overall. This study shows that inducing processing strategies can influence threat detection in police trainees and officers.     

Effects of discriminatory interview questions and gender on applicant reactions

Justice and signalling theory were used to explain the effects of discriminatory interview questions on applicant reactions. Participants were randomly assigned to a hypothetical interview condition with four, two or no discriminatory questions. Discriminatory questions had a significant negative effect on participant’s reactions to the interview and interviewer; perceptions of employee treatment; and intentions to pursue employment, accept a job offer, and recommend the organization to others. Participants also responded less favorably to a female interviewer, and female interviewees reported more negative perceptions. In addition, a sequential model was supported in which discriminatory questions had a negative effect on reactions toward the interview and interviewer; reactions were positively related to organizational attractiveness; and organizational attractiveness was positively related to intentions to pursue employment, accept a job offer, and recommend the organization.