Popular in Forensic Psychology
Popular in Psychology
This 4 page Study Guide was uploaded by Kirsten Notetaker on Tuesday September 6, 2016. The Study Guide belongs to at Lewis University taught by Dr. Bristow in Fall 2016. Since its upload, it has received 12 views. For similar materials see Forensic Psychology in Psychology at Lewis University.
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Date Created: 09/06/16
Clienteles To whom are forensic psychologists responsible? The public o Police selection o Police corruption The police department o Training programs for police o Stress and the police force o Strategies for combating crime The interview A good means to personally know a person but it is fraught with problems o Not a valid means for making decisions o No standard format for the interview False positives - poor risks who are hired False negatives - those not hired but are good candidates Police selection - psychological testing Mental and aptitude testing o Intelligence tests are used to assess the overall cognitive functioning of the law enforcement officer o It has been found that intelligence tests have been useful in predicting police academy for prediction how well an officer actually performs in the field o Intelligence tests are also used to evaluate the cognitive functioning of candidates entering the law enforcement profession Personality assessment o Personality assessment has two purposes: Screening-out procedures - the purpose was to eliminate those applicants who demonstrate signs of psychopathy Screening-in procedures - the purpose was to identify those attributes that distinguish one candidate from another as being a potentially more effective officer Personality tests used: o Minnesota multiphasic personality inventory (MMPI) o Inwald personality inventory o California psychological inventory o Personality assessment inventory o NEO personality inventory - revised o Sixteen personality factor - 5th edition Minnesota multiphasic personality inventory o The two point code 4-9 (4 paranoia, 9 hypomania) along with an elevated L Scale is a strong predictor for termination o The test is only an adequate predictor for police station California psychological testing o Police officers who had higher scores on the measures of socialization, responsibility, intrapersonal values, and character, along with measures of achievement potential correlated with a better job performance o However, the test is a better indicator of job performance than police academy training variables Inwald personality inventory o Test was developed to measure the suitability of personality attributes and behavior patterns of law enforcement candidates o It measures: stress reaction, deviant behavior patterns, interpersonal difficulties, antisocial behavior, and alcohol and drug use o Research has show that the IPI is a better predictor and discriminator than the MMPI Situational testing o The candidate is placed in a stimulated police situation where he/she is observed and rated on how well he/responds o This mean of evaluation has been found not to be superior in prediction when compared to the psychological tests Personality assessment Personality tests were also used to predict police corruption o The personality tests were poor at predicting corruption o The strongest predictor was post-hire misconduct o Individuals who engaged in misconduct or corruption has the following characteristics: Difficulty getting along with others Delinquent histories Indications of maladjustment, immaturity, irresponsibility, or unreliability Fairness in testing Gender bias Racial bias Training The forensic psychologist can assist police departments by teaching and consulting o Teaching - working with the mentally ill, human relationships, criminal psychology, relationships with authority o Consulting - developing a program, trouble with a police officer, homicide, etc. Working with the mentally ill The office has three choices: o Transport the individual to a psychiatric facility o Arrest the person o Resolve the matter on the spot Post-shooting traumatic reaction Two-thirds of the officers demonstrate moderate to severe psychological problems 70% leave the force within 7 years after the incident 83% reported that they experience a distortion of time during the shooting, time seemed to slow down where everything appeared to be happening in slow motion Psychological reactions - heightened sense of danger, anger, sleep disturbance, isolation/withdrawal, and flashbacks Critical incident stress debriefings (CISD) takes place within 24-72 hours after the critical incident Excessive force Excessive force is the level of force that exceeds the level considered justifiable under the circumstances o Personality patterns that reflect a lack of empathy for others an antisocial, narcissistic, and abusive techniques o Previous job-related experiences, such as involvement in justifiable police shootings o Experience of early career-stage problems having to do with their impressionability, impulsiveness, low tolerance for frustration, and general need for strong supervision o A dominant, heavy-handed patrol style that is particularly sensitive to challenge and provocation o Personal problems such a separation, divorce, or perceived loss of status that caused extreme anxiety and destabilized job functioning Fitness for duty Evaluations are made by a psychologist to determine the psychological stability of individuals to perform their essential job functions Stress management Types of stress: o Organizational Task-related Critical incidents o External stress o Personal stress Police suicide It is assumed that the suicide rate among police officers is one of the highest of any occupational profession The cop code You cover your men: don’t let any officer take a job alone. Keep a cool head. Don’t backdoor it (a prohibition against certain gratuities). Protect your ass Don’t make waves Don’t give them too much activity. Keep out of the way of any boss from outside your precinct. Don’t look for favors just for yourself. Don’t take on the patrol sergeant by yourself. Know your bosses. Don’t do the bosses’ work for them. Don’t trust bosses to look out for your interest. What out for your partner first and then the rest of the guys working that tour. Don’t give up another cop. Show balls Be aggressive when you have to, but don’t be too eager. Don’t get involved in anything in another guy’s sector. Hold up your end of the work. If you get caught off base, don’t implicate anybody else. Make sure the other guys know if another cop is dangerous or crazy. Don’t trust a new guy until you have checked him out. Don’t tell anybody else more than they have to know. Don’t talk too much or too little. Don’t leave work for the next tour.
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