Police Officer - Kaplan University | KU Campus

More documents

Recommendations

Info

Bulen Table 3.Cell Means and Standard Deviation (N=277) Residency Yes No Specialization Yes No Yes No Reimbursement Yes Mean 7.6 7.9 8.2 8.1 SD 2.5 2.0 1.5 1.8 No Mean 7.9 7.5 8.2 8.0 SD 2.0 2.5 1.7 2.0 Coefficient alpha = .93 Note: The analysis computed cell means and standard deviations for the eight cells in the 2 x 2 x 2 crossing of the three independent variables. The independent variables were labeled as residency (yes, no), specialization (yes, no), and reimbursement (yes, no). For table interpretation, the mean and standard deviation for residency (yes) by specialization (yes) by reimbursement (yes) is 7.6 and 2.5, respectively. Table 4. Analysis of Variance of Job Rating by Residency, Specialization, and Educational Reimbursement (N = 277) Source df SS MS F Residency (RES) 1 6.5 6.5 1.6 Specialization (S) 1 0 0 0 Reimbursement (REI) 1 1.3 1.3 .3 RES x S 1 1.2 1.2 .3 RES x REI 1 1.5 1.5 .4 S x REI 1 0 0 0 RES x S x REI 1 3.0 3.0 .7 Error 269 1,114.2 4.1 Total 276 1,127.7 76 Professional Issues in Criminal Justice Vol 4(3 & 4), 2009
<strong>Police</strong> <strong>Officer</strong> Recruitment Discussion This study represents the first application of the recruitment simulation technique (Rynes & Barber, 1990) relative to the task of recruiting law enforcement personnel. Although this investigation was grounded in an appropriate recruitment framework--the Rynes and Barber (1990) applicant attraction model--the study was exploratory in nature due to the lack of previous empirical findings addressing police officer recruitment. The researcher made the assumption that the existence of a residency requirement at the hiring police agency would influence job rating (dependent variable) negatively. A residency requirement may limit the quality-of-life options for a prospective police officer. Examples of quality-of-life options follow: (a) the quality of the local school system, (b) the local crime rate, (c) the local housing market, including the cost of housing; (d) the resale value of housing; (e) the quantity of housing in neighborhoods perceived as “good” (f) the local tax rate, including real estate taxes, (g) payroll taxes; and (h) other miscellaneous taxes. Another assumed disincentive of a required residency requirement is that police officers and their families may become targets of harassment from individuals the police officer may contact during the course of performing the law enforcement function and from friends and family members of these individuals. As the ANOVA results demonstrate, the assumption that a residency requirement would be a disincentive to potential job applicants was not supported in actual participant reactions. The researcher speculates the independent variable residency requirement was not significant to the practicing police officers in this study for the following reasons: the participating police officers role-played as applicants for a police officer vacancy by imagining they were at an early stage in their career seeking an entry level police officer position. It may be that quality-of-life options are a secondary consideration in the decision making process for a potential police officer at the start of a career. The researcher further speculates that the study participants’ age, number of dependent children, and amount of job experience may be factor in lack of significance of the residency variable not being significant. It may be that the police officer participants with a mean age of 36, a mean number of children of 1.2, and less than 10 years job experience were not as affected by quality-of-life issues as older and more experienced police officers might be. The researcher also assumed that the opportunity for job specialization would be a positive incentive to potential job applicants. The ANOVA results suggest the assumption that opportunity for specialization is a positive incentive to potential job applicants was not confirmed. The possible explanation for the independent variable of opportunity for specialization not being significant to practicing police officers in this study is the same Professional Issues in Criminal Justice Vol 4(3 & 4), 2009 77
Page 1 and 2: Police Officer Recruitment: The Inf
Page 3 and 4: Police Officer Recruitment satisfac
Page 5 and 6: Police Officer Recruitment The typi
Page 7: Police Officer Recruitment Reliabil
Page 11 and 12: Police Officer Recruitment several
Page 13 and 14: Police Officer Recruitment Nislow,

Police Officer - Kaplan University | KU Campus

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?