School pupils' perceptions of the police that visit schools: Not all police are ‘pigs’

This paper presents data concerning young people's perceptions of the police taking part in a police—schools liaison programme. Eighty-one 14-year-old school pupils took part in 28 semi-structured group discussions concerning their perceptions of the ‘typicality’ of police officers working in their schools. Pupils clearly differentiated between these and those ‘on the street’. Central to this differentiation was the issue of police power; the perceived atypicality of the police in schools was intimately bound up with pupils' perceptions of the qualitatively different social relations that obtain between young people and the police ‘in the school’ and ‘on the street’. The implications of these data for the literatures concerning the ‘contact hypothesis’ and police—schools liaison are discussed.     

Job stress in university,corporate, and military personnel

The Job Stress Survey (JSS) was administered to large samples of university and corporate employees and senior military personnel. Differences in the perceived severity, frequency of occurrence, and overall level of occupational stress were evaluated for individuals working in these settings. Gender differences in job stress and the factor structure of the JSS were also evaluated. Two occupational stress factors were identified, Job Pressure and Organizational Support, which were remarkably stable for males and females and for individuals working in university, corporate, and military settings. Corporate employees reported higher levels of perceived severity of job stress than the other groups, whereas military personnel reported that they more frequently experienced almost all of the job stress events. No overall differences were found for the three groups in the JSS Job Stress Index.     

The relationship of work stressors and emotional support to strain in police officers

This study tested whether quantity and quality of social support and two sources of work stress (organizational stressors and job risk) predicted work strain in police officers, a high-risk occupational group. The participants were 135 police officers from a large metropolitan law enforcement agency who responded to questionnaires for assessing work stress, social support, exhaustion, and other strain symptoms. Emotional support and work stressors accounted directly for significant variance in emotional exhaustion, depersonalization, and symptom frequency. Conflicted relationships, which are a source of both work stress and support, also contributed to strain. In contrast to previous findings, a reverse buffering effect for social support did not contribute to predicting strain. Stress management programs for police and other high-stress occupations should target increasing emotional support from supervisors and peers, and reducing conflict in job and family relationships.     

A comparison of the effects of posted feedback and increased police surveillance on highway speeding

A counterbalanced, reversal design was used to compare the effectiveness of posted feedback and increased police surveillance in reducing speeding on two urban highways. Drivers' speeds were measured using a concealed radar unit. During public posting, a large highway sign, which listed the percentage of drivers not speeding during the preceding week and the best record to date, was erected on each street. Use of the feedback sign alternated with periods of baseline and periods of increased police surveillance and ticketing. During increased police surveillance, highly visible, stationary police radar patrols were established along the highways for either 30 min or 60 min per day, 5 days per week. Results indicated that although public posting was highly effective in reducing the percentage of speeding drivers, increased police surveillance was not. Thus, since the feedback sign required only 30 min per week to maintain, public posting was at least 10 times more efficient in controlling speeding than was police surveillance and ticketing.     

The applicability of a helicopter patrol procedure to diverse areas: A cost-benefit evaluation

The residential burglary deterrent effects of a helicopter patrol procedure were investigated in four separate areas with a multiple baseline technology. The helicopter was flown during an 8:00 a.m. to 4:00 p.m. period in two high density population areas of approximately 9.82 and 14.71 square miles and two low density population areas of 117.49 and 89.97 square miles. The helicopter patrol reduced residential burglaries without crime displacement in the two high density areas but had no deterrent effects in the low density areas. The costs of the helicopter patrol were justified by the benefits that resulted from the reduced home burglaries in the two high density areas. Because the helicopter patrol program is funded by general tax revenues, there is a disparity between those people paying for the procedure (all residents of Nashville) and those citizens that receive the burglary deterrent benefits (only residents of high-density areas). This distribution of benefit limitation suggests two courses of action: (1) The helicopter should be flown only in high population density areas even though the low population density areas are also victimized by high burglary rates. (2) A more comprehensive burglary reduction program must be developed so that effective deterrence can be realized in low density areas. These latter techniques would supplement helicopter patrol strategies and thus form a comprehensive burglary deterrent package that has an equitable benefit distribution.     

Trust in hybrid human-automated decision-support

Research has examined trust in humans and trust in automated decision support. Although reflecting a likely realization of decision support in high-risk tasks such as personnel selection, trust in hybrid human-automation teams has thus far received limited attention. In two experiments (N₁ = 170, N₂ = 154) we compare trust, trustworthiness, and trusting behavior for different types of decision-support (automated, human, hybrid) across two assessment contexts (personnel selection, bonus payments). We additionally examined a possible trust violation by presenting one group of participants a preselection that included predominantly male candidates, thus reflecting possible unfair bias. Whereas fully-automated decisions were trusted less, results suggest that trust in hybrid decision support was similar to trust in human-only support. Trust violations were not perceived differently based on the type of support. We discuss theoretical (e.g., trust in hybrid support) and practical implications (e.g., keeping humans in the loop to prevent negative reactions).     

Multiple,speeded assessments: Initial evidence on subgroup differences and applicant perceptions

Recently, shorter assessments have emerged as potential alternatives for more resourceful traditional selection approaches. Multiple, speeded assessments (MSAs) represent such an alternative. In MSAs, candidates participate in a large number of short (a maximum of 5 min), behavioral simulations in which they face a variety of job situations. Initial psychometric evidence on the validity of MSAs is promising. Yet, validity represents only one piece of evidence. It is not known whether MSAs disadvantage specific subgroups, which may inhibit diversity. There is also no information on candidates' experience of going through an MSA, which is pivotal for the attractiveness of the organization's selection process. Therefore, this study investigates an MSA in terms of subgroup differences (gender and nationality) and applicant perceptions. Master of Business Administration (MBA) students (N = 96) proceeded through 18 short role-plays sampling junior management situations. Score differences between men and women were negligible. Yet, there were large score differences between national citizens and foreigners. There was no evidence for predictive bias for nationality, though. Of the applicant reaction measures, interpersonal treatment perceptions contributed most to overall fairness perceptions. These findings add to the evidence in support of MSAs, while also stressing to remain vigilant for potential score differences among subgroups.     

明代《阵记》中的人力资源管理心理思想研究

在明代的诸多军事著作中,何良臣的《阵记》颇具独创,尤其是在人力资源管理心理方面提出了许多很有价值的观点。他提出了人员选拔的标准,主张重品性素质,招乡间诚实之人;重心理素质,首取胆气精神、提出了人员训练方法,要求教以礼义,养其荣辱;教练武艺,张胆作气,将技能训练与训练士兵的心理素质结合起来。提出了“尽人之才,以致其用”的用人原则,以及恒常、公平、适度的激励原则。     

营销人员心理品质的研究及其测评

运用自编的＂营销人员心理品质评定量表＂分析了成功营销人员应具备的七项心理品质,它们分别是自我控制力、社会适应能力、自信心、成就动机、推销技巧,创造性和职业兴趣。结果表明,该量表具有较好的信度与效度,这些心理品质可以作为人员选拔的指标。     

The role of work experience and individual beliefs in police officers' perceptions of date rape: An integration of quantitative and qualitative methods

Surveyed police officers from two police departments in the Midwest on their perceptions of date rape (N=91). The aim of this research was to examine the influence of officers' work experiences and general beliefs about women on their perceptions of date rape. Two approaches were utilized. First, using quantitative structural-equation modeling, a model that integrated work experiences and individual beliefs was evaluated using LISREL VII. Results suggest a direct path from the work experience variables to perceptions of date rape: Officers with more experience with rape cases held more sympathetic beliefs about data rape and date rape victims. Officers who found their training on rape to be very helpful, and those who reported that their work environment was sexualized and sexual harassment was a problem, were also less victim blaming. An indirect influence of these variables was also supported. Officers with more experience, those who perceived their training as helpful, and those with heightened awareness of sexual harassment in the workplace also held more favorable attitudes toward women, which, in turn, predicted less victim-blaming perceptions of date rape. Second, qualitative methods were used to have the police define and describe in their own words what has shaped their beliefs about date rape. These narratives were content analyzed by two raters. The qualitative results validated the quantitative findings as the officers were most likely to mention professional experience with rape cases and departmental trainings as important factors that changed their opinions. Work climate and personal experiences were also cited as influential. Implications for integrating qualitative and quantitative methods in research, and training interventions with police are discussed. The author thanks the Editor, Bill Davidson, Holly Angelique, Susan Englund, Doug Luke, Melody Scofield, and three anonymous reviewers for their helpful comments on this paper. I also acknowledge Camille Johnson and Jody Venable for their assistance collecting and coding the data. This research was supported by a grant from the George W. Fairweather Fund.