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Comparative analysis of select scale...

Adam, Benjamin James.

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Comparative analysis of select scales on the M-PULSE Inventory and MMPI-2: Predicting police officer performance from pre-employment psychological evaluations.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Comparative analysis of select scales on the M-PULSE Inventory and MMPI-2: Predicting police officer performance from pre-employment psychological evaluations./
作者:	Adam, Benjamin James.
面頁冊數:	178 p.
附註:	Source: Dissertation Abstracts International, Volume: 74-03(E), Section: B.
Contained By:	Dissertation Abstracts International74-03B(E).
標題:	Psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3541628
ISBN:	9781267681164

Comparative analysis of select scales on the M-PULSE Inventory and MMPI-2: Predicting police officer performance from pre-employment psychological evaluations.
Adam, Benjamin James.

Comparative analysis of select scales on the M-PULSE Inventory and MMPI-2: Predicting police officer performance from pre-employment psychological evaluations. - 178 p.

Source: Dissertation Abstracts International, Volume: 74-03(E), Section: B.

Thesis (Ph.D.)--Alliant International University, 2013.

Due to the often stressful and demanding nature of law enforcement work, it is essential law enforcement officers are mentally and emotionally capable of performing their duties. A review of state statutes shows most states require individuals wishing to become law enforcement officers to undergo a psychological evaluation before they are hired as officers. Though these pre-employment psychological evaluations are mandated by many states statutes or regulations, there is little standardization as to what psychological instruments are used. Federal mandates such as the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990 place limitations on what psychological instruments may be used and when pre-employment psychological evaluations may be conducted. Furthermore, federal and state case law help govern the types of psychological instruments which may be used for pre-employment purposes. Of most importance is a psychological instrument's ability to predict psychological or behavioral constructs related to job performance. Often, this is accomplished by establishing an instrument's predictive validity. Psychological instruments used in law enforcement pre-employment psychological evaluations which have not been shown to relate to the job performance of a law enforcement officer should not be utilized.

ISBN: 9781267681164Subjects--Topical Terms:

519075
Psychology.

Comparative analysis of select scales on the M-PULSE Inventory and MMPI-2: Predicting police officer performance from pre-employment psychological evaluations.
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245 1 0 $a Comparative analysis of select scales on the M-PULSE Inventory and MMPI-2: Predicting police officer performance from pre-employment psychological evaluations.
300 $a 178 p.
500 $a Source: Dissertation Abstracts International, Volume: 74-03(E), Section: B.
500 $a Adviser: Jana Price-Sharps.
502 $a Thesis (Ph.D.)--Alliant International University, 2013.
520 $a Due to the often stressful and demanding nature of law enforcement work, it is essential law enforcement officers are mentally and emotionally capable of performing their duties. A review of state statutes shows most states require individuals wishing to become law enforcement officers to undergo a psychological evaluation before they are hired as officers. Though these pre-employment psychological evaluations are mandated by many states statutes or regulations, there is little standardization as to what psychological instruments are used. Federal mandates such as the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990 place limitations on what psychological instruments may be used and when pre-employment psychological evaluations may be conducted. Furthermore, federal and state case law help govern the types of psychological instruments which may be used for pre-employment purposes. Of most importance is a psychological instrument's ability to predict psychological or behavioral constructs related to job performance. Often, this is accomplished by establishing an instrument's predictive validity. Psychological instruments used in law enforcement pre-employment psychological evaluations which have not been shown to relate to the job performance of a law enforcement officer should not be utilized.
520 $a The current study examined the predictive capacity of scores produced from selected scales of two psychological instruments used in law enforcement pre-employment psychological evaluations - the Minnesota Multiphasic Personality Inventory - 2 (MMPI-2) and the Matrix-Predictive Uniform Law Enforcement Selection Evaluation (M-PULSE) Inventory. Using a data sample of 200 law enforcement officer's pre-employment psychological evaluation results, the Empirical Scale scores from the M- PULSE Inventory and Psychopathic Deviate and Hypomania Clinical Scale scores from the MMPI-2 were used as predictor variables in a discriminant function analysis to predict future officer misconduct. These scales were selected based on their comparable item components designed to measure maladaptive psychosocial and behavioral traits, as well as their frequency in psychological literature. Results from the analyses indicated the M-PULSE Inventory Scale scores were significant predictors of future officer misconduct. Theses scales were also predictors of other job performance errors as well. The MMPI-2 Scale scores were not shown to be predictive of job performance. Findings, limitations, and suggestions for further research are discussed.
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