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The M-PULSE Inventory POST Scales and police officer performance: Liabilities, termination, and resignation.

机译：M-PULSE库存过帐量表和警务人员绩效：负债，解雇和辞职。

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摘要

The selection of officers who will not prove to be a liability on the job is of importance to officers, the agencies they serve, and the community at large. Although the use of psychological testing in officer applicant screening and selection began nearly one hundred years ago, even today, the tests that are used are subject to much criticism and evidence a number of limitations. In order to overcome a number of these criticisms and limitation, Matrix Inc. developed a new test the Matrix-Psychological Uniform Law Enforcement Selection Evaluation (M-PULSE) Inventory. The M-PULSE Inventory was specifically designed for use in officer screening and has demonstrated predictive power of officer performance. The present study examined select M-PULSE Inventory POST Scales and officer performance liabilities, termination, and resignation. The purpose of the study was to investigate where the M-PULSE Inventory POST Scale mean t-scores differed between groups of officers who: (a) evidenced liabilities vs. those who did not evidence liabilities, (b) were terminated vs. those who were not terminated, and (c) resigned vs. those who did not resign. Independent group t-tests were used to compare the group means. A number of statistically significant differences were found on the M-PULSE Inventory POST scales. There are two noteworthy concerns based on the results: first, the group differences were often only one to two t-score points, calling into question the practical utility of the instrument, and second, on some of the scales the termination groups scored lower than the non-terminated groups, the opposite of what was expected. These concerns are addressed, reminding the reader of the actuarial use of the M-PULSE Inventory results, and possible reasons identified. Additional limitations and suggestions for future research are discussed.
机译：选择不会被证明对工作负有责任的军官对军官，他们所服务的机构以及整个社区都很重要。尽管在将近一百年前就开始在官官甄选和甄选中使用心理测验，但直到今天，所使用的测验还是受到了许多批评，并证明了许多局限性。为了克服这些批评和局限性，Matrix Inc.开发了一项新的测试方法-Matrix心理统一执法选择评估（M-PULSE）清单。 M-PULSE清单专门设计用于人员筛选，并显示了人员绩效的预测能力。本研究检查了选定的M-PULSE库存POST量表和人员履约责任，终止和辞职。该研究的目的是调查以下人员之间的M-PULSE库存POST量表的平均t分数在哪些方面不同：（a）有证据责任的人与没有证据责任的人，（b）被终止的人与那些没有被终止，（c）与未辞职的人辞职。使用独立的小组t检验比较小组平均值。在M-PULSE库存POST量表上发现了许多统计学上显着的差异。根据结果​​，有两个值得注意的问题：首先，组间差异通常仅为一到两个t分数，这使该工具的实用性受到质疑；其次，在某些量表上，终止组的得分低于非终止群体，与预期相反。解决了这些问题，使读者想起了M-PULSE清单结果的精算使用以及可能的原因。讨论了其他限制和对未来研究的建议。

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  • 作者

    Werner, Lynette M.;

  • 作者单位

    Alliant International University, San Diego.;

  • 授予单位 Alliant International University, San Diego.;
  • 学科 Political Science Public Administration.; Psychology Industrial.; Sociology Criminology and Penology.; Psychology Psychometrics.
  • 学位 Psy.D.
  • 年度 2008
  • 页码 158 p.
  • 总页数 158
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 政治理论;工业心理学;法学各部门;心理学研究方法;
  • 关键词

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