東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

The act and impact of whistle-blowin...

Gonzales, Deborah A.

Linked to FindBook

Google Book

Amazon

博客來

The act and impact of whistle-blowing on the Los Angeles Police Department.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	The act and impact of whistle-blowing on the Los Angeles Police Department./
Author:	Gonzales, Deborah A.
Description:	168 p.
Notes:	Source: Dissertation Abstracts International, Volume: 71-08, Section: A, page: 2951.
Contained By:	Dissertation Abstracts International71-08A.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3412139
ISBN:	9781124096100

The act and impact of whistle-blowing on the Los Angeles Police Department.
Gonzales, Deborah A.

The act and impact of whistle-blowing on the Los Angeles Police Department. - 168 p.

Source: Dissertation Abstracts International, Volume: 71-08, Section: A, page: 2951.

Thesis (Ed.D.)--Pepperdine University, 2010.

Few studies examine whistle-blowing from an organization's self-regulating perspective. The LAPD is one of the few municipal agencies that offer its employees 8 or more misconduct reporting avenues to choose from. Yet, despite this large number of resources, many police officers have opted to file civil lawsuits rather than utilize internal resources to resolve reports of specific types of misconduct. A total of 131 sergeants, detectives, lieutenants, captains and commanders were surveyed in 2009 regarding their likelihood of reporting specific types of organizational misconduct to any one of the internal departmental resources provided. Findings revealed 65% of the police officers were likely to report any 1 of 8 specific types of misconduct allegations to department supervisors, as opposed to any of the more specialized internal investigative options. Over 70% of the officers were likely to report sexual harassment, hostile work environment allegations and receiving disparate treatment due to having a work related disability, to their chain of command.

ISBN: 9781124096100Subjects--Topical Terms:

626628
Business Administration, Management.

The act and impact of whistle-blowing on the Los Angeles Police Department.
LDR:03500nam 2200373 4500 001 1400459
005 20111010080555.5
008 130515s2010 ||||||||||||||||| ||eng d
020 $a 9781124096100
035 $a (UMI)AAI3412139
035 $a AAI3412139
040 $a UMI $c UMI
100 1 $a Gonzales, Deborah A. $3 1679521
245 1 4 $a The act and impact of whistle-blowing on the Los Angeles Police Department.
300 $a 168 p.
500 $a Source: Dissertation Abstracts International, Volume: 71-08, Section: A, page: 2951.
500 $a Adviser: Kay Davis.
502 $a Thesis (Ed.D.)--Pepperdine University, 2010.
520 $a Few studies examine whistle-blowing from an organization's self-regulating perspective. The LAPD is one of the few municipal agencies that offer its employees 8 or more misconduct reporting avenues to choose from. Yet, despite this large number of resources, many police officers have opted to file civil lawsuits rather than utilize internal resources to resolve reports of specific types of misconduct. A total of 131 sergeants, detectives, lieutenants, captains and commanders were surveyed in 2009 regarding their likelihood of reporting specific types of organizational misconduct to any one of the internal departmental resources provided. Findings revealed 65% of the police officers were likely to report any 1 of 8 specific types of misconduct allegations to department supervisors, as opposed to any of the more specialized internal investigative options. Over 70% of the officers were likely to report sexual harassment, hostile work environment allegations and receiving disparate treatment due to having a work related disability, to their chain of command.
520 $a Lesser known specialized resources were reported as the least likely to be used. Reasons reported by respondents for not using internal resource options included a lack of trust or confidence in unknown resources, fear of backlash from peers, or that they simply preferred a less time consuming investigative process.
520 $a The study also examined the perceived impacts associated with reporting misconduct. Alienation or silent treatment by peers and harsh treatment by co-workers were rated as the most likely impacts of reporting misconduct.
520 $a The high percentage of police officers who are willing to report misconduct through the LAPD's chain of command is significant in that it assures management that mid level supervisors may have the influential power needed to improve the internal reporting misconduct complaints, enhance compliance with employment discrimination laws, and lessen the incidents of employees preferring external options to report misconduct.
520 $a Recommendations for enhancing LAPD resource options for employees include limiting the number of resources for reports of employment discrimination to one specialized unit, enhancing training for supervisors, periodic quality service audits of reporting resources to determine their effectiveness, and external LAPD oversight of the reporting and investigation of discrimination allegations.
590 $a School code: 6009.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Political Science, Public Administration. $3 1017438
650 4 $a Sociology, Criminology and Penology. $3 1017569
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
690 $a 0454
690 $a 0617
690 $a 0627
690 $a 0629
710 2 $a Pepperdine University. $b Education. $3 1019295
773 0 $t Dissertation Abstracts International $g 71-08A.
790 1 0 $a Davis, Kay, $e advisor
790 1 0 $a Canady, Robert $e committee member
790 1 0 $a Rhodes, Kent $e committee member
790 $a 6009
791 $a Ed.D.
792 $a 2010
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3412139