東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

FindBook

Google Book

Amazon

博客來

Representative Bureaucracy Among Law Enforcement Agencies : = An Analysis of Police Hiring Processes.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Representative Bureaucracy Among Law Enforcement Agencies :/
其他題名:	An Analysis of Police Hiring Processes.
作者:	Milam, Thomas Wesley.
面頁冊數:	1 online resource (114 pages)
附註:	Source: Dissertations Abstracts International, Volume: 84-10, Section: A.
Contained By:	Dissertations Abstracts International84-10A.
標題:	Public administration. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30426654click for full text (PQDT)
ISBN:	9798379438210

Representative Bureaucracy Among Law Enforcement Agencies : = An Analysis of Police Hiring Processes.
Milam, Thomas Wesley.

Representative Bureaucracy Among Law Enforcement Agencies :An Analysis of Police Hiring Processes. - 1 online resource (114 pages)

Source: Dissertations Abstracts International, Volume: 84-10, Section: A.

Thesis (D.P.A.)--Valdosta State University, 2023.

Includes bibliographical references

Public distrust and a reduction in police legitimacy have eroded the public's perception of police officers, thus creating a sparse applicant pool. Representative bureaucracy theory posits that a public organization should reflect the community the organization serves. Traditionally, the steps a police agency takes to select an applicant for hire can be many, often including difficult obstacles which are used to predict the applicant's competency and success in law enforcement as a career. These steps test the applicant's mental and physical ability but can also involve an in-depth investigation into the applicant's past behaviors and interviews with current police personnel. Each of these steps can vary among police agencies and have various benchmarks and minimum standards that an applicant must achieve before moving on to the next step, which is to ultimately attain employment at the agency. The varied nature of these tests is believed to be rife with subjectivity and highly susceptible to bias. Therefore, an agency may be unfairly eliminating applicants who could perform satisfactorily as an officer (false negative) or could select an applicant who cannot succeed as an officer but only got hired by passing the tests (false positive). This research sought to determine if the steps in a typical hiring process, including written examinations, physical agility examinations, background investigations, and applicant interviews, are contributing to the agency's hiring of minorities to satisfy the requirements of representative bureaucracy. Through interviewing members of police departments in the southern United States about the hiring process the agency utilizes, these processes were analyzed against standards designed to reduce bias and be effective measures for selecting qualified applicants as police officers.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798379438210Subjects--Topical Terms:

531287
Public administration.
Subjects--Index Terms:

ApplicationsIndex Terms--Genre/Form:

542853
Electronic books.

Representative Bureaucracy Among Law Enforcement Agencies : = An Analysis of Police Hiring Processes.
LDR:03255nmm a2200421K 4500 001 2363953
005 20231127094743.5
006 m o d
007 cr mn ---uuuuu
008 241011s2023 xx obm 000 0 eng d
020 $a 9798379438210
035 $a (MiAaPQ)AAI30426654
035 $a AAI30426654
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Milam, Thomas Wesley. $3 3704729
245 1 0 $a Representative Bureaucracy Among Law Enforcement Agencies : $b An Analysis of Police Hiring Processes.
264 0 $c 2023
300 $a 1 online resource (114 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 84-10, Section: A.
500 $a Advisor: Beach, Butch.
502 $a Thesis (D.P.A.)--Valdosta State University, 2023.
504 $a Includes bibliographical references
520 $a Public distrust and a reduction in police legitimacy have eroded the public's perception of police officers, thus creating a sparse applicant pool. Representative bureaucracy theory posits that a public organization should reflect the community the organization serves. Traditionally, the steps a police agency takes to select an applicant for hire can be many, often including difficult obstacles which are used to predict the applicant's competency and success in law enforcement as a career. These steps test the applicant's mental and physical ability but can also involve an in-depth investigation into the applicant's past behaviors and interviews with current police personnel. Each of these steps can vary among police agencies and have various benchmarks and minimum standards that an applicant must achieve before moving on to the next step, which is to ultimately attain employment at the agency. The varied nature of these tests is believed to be rife with subjectivity and highly susceptible to bias. Therefore, an agency may be unfairly eliminating applicants who could perform satisfactorily as an officer (false negative) or could select an applicant who cannot succeed as an officer but only got hired by passing the tests (false positive). This research sought to determine if the steps in a typical hiring process, including written examinations, physical agility examinations, background investigations, and applicant interviews, are contributing to the agency's hiring of minorities to satisfy the requirements of representative bureaucracy. Through interviewing members of police departments in the southern United States about the hiring process the agency utilizes, these processes were analyzed against standards designed to reduce bias and be effective measures for selecting qualified applicants as police officers.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2023
538 $a Mode of access: World Wide Web
650 4 $a Public administration. $3 531287
650 4 $a Criminology. $3 533274
650 4 $a Law enforcement. $3 607408
650 4 $a Political science. $3 528916
653 $a Applications
653 $a Demographics
653 $a Examinations
653 $a Hiring
653 $a Police
653 $a Testing
655 7 $a Electronic books. $2 lcsh $3 542853
690 $a 0617
690 $a 0627
690 $a 0206
690 $a 0615
710 2 $a ProQuest Information and Learning Co. $3 783688
710 2 $a Valdosta State University. $b Sociology, Anthropology & Criminal Justice. $3 3704730
773 0 $t Dissertations Abstracts International $g 84-10A.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30426654 $z click for full text (PQDT)