Comparing promotion aspirations among female and male police officers

Archbold, Carol A.; Hassell, Kimberly; Stichman, Amy J.

doi:10.1350/ijps.2010.00.0.175

Cited by 12 publications

(36 citation statements)

References 10 publications

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“…A strategy that encourages women to apply for leadership positions has a risk of backfiring: female police officers have reported that they do not want to apply for leadership positions, because they fear that they will be promoted only because they are women (Archbold et al, 2010). When our main finding is that men and women have very similar aspirations for promotion, lack of motivation is not the main reason why female police officers are less likely to be promoted.…”

Section: Career Preferences and The Recruitment Of Women To Leadershimentioning

confidence: 76%

“…This has been documented in several countries, including the UK (G. Dick & Metcalfe, 2007;Silvestri, 2006), USA (Archbold et al, 2010;Whetstone & Wilson, 1999), Sweden (Österlind & Haake, 2010), Australia and New Zealand (Prenzler, Fleming, & King, 2010). There is also evidence that the salaries of male and female police officers differ (Vuorensyrjä, 2011), as do their career patterns (Dodge, Valcore, & Klinger, 2010;Finstad, 1998, p. 194;Holdaway & Parker, 1998;Vuorensyrjä).…”

Section: Previous Researchmentioning

confidence: 92%

“…Male police officers seem to earn more money (Vuorensyrjä, 2011) and have better chances of promotion (eg, Archbold, Hassell, & Stichman, 2010;G. Dick & Metcalfe, 2007).…”

Section: Introductionmentioning

confidence: 99%

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Promotion Aspirations among Male and Female Police Students

Fekjær¹,

Halrynjo²

2012

International Journal of Police Science & Management

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Section: Career Preferences and The Recruitment Of Women To Leadershimentioning

confidence: 76%

Section: Previous Researchmentioning

confidence: 92%

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Promotion Aspirations among Male and Female Police Students

Fekjær¹,

Halrynjo²

2012

International Journal of Police Science & Management

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“…Women were not allowed into most European police forces until a few decades ago, and still are in a vast numerical minority. Also, in this setting masculine characteristics are strongly valued ( Somvadee and Morash, 2008 ; Archbold et al, 2010 ). Attributes typically associated with being female are seen as not fitting or as incongruent with the attributes associated with being a police officer ( Heilman, 1983 ; Eagly and Karau, 2002 ; Lyness and Heilman, 2006 ).…”

Section: Gender-dissimilarity In the Team And Gender-work Identity Comentioning

confidence: 99%

“…This creates a perceived incongruity or lack of fit between being a woman and the work identity of a police officer. Related to this, negative stereotypes about women in the police force prevail ( Somvadee and Morash, 2008 ; Archbold et al, 2010 ). Thus, being dissimilar from team members in terms of gender makes one’s gender salient and increases the expectation that other team members view you in terms of your gender.…”

Section: Gender-dissimilarity In the Team And Gender-work Identity Comentioning

confidence: 99%

Women (Do Not) Belong Here: Gender-Work Identity Conflict among Female Police Officers

et al. 2017

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The current paper examines antecedents and consequences of perceiving conflict between gender and work identities in male-dominated professions. In a study among 657 employees working in 85 teams in the police force, we investigated the effect of being different from team members in terms of gender on employees’ perception that their team members see their gender identity as conflicting with their work identity. As expected in the police force as a male-dominated field, the results showed that gender-dissimilarity in the team was related to perceived gender-work identity conflict for women, and not for men. In turn, perceiving gender-work identity conflict was related to lower team identification for men and women. Although lowering team identification might enable employees to cope with conflicting social identities and hence protect the self, this may also have its costs, as lower team identification predicted higher turnover intentions, more burn-out symptoms, less extra role behavior, lower job satisfaction, lower work motivation, and lower perceived performance. Additionally, for women, experiencing support from their team members and team leader showed a trend to mitigate the relationship between gender-dissimilarity and perceived gender-work identity conflict, and a positive diversity climate was marginally related to less perceived gender-work identity conflict. The results show the importance of the team context in shaping a climate of (in)compatible identities for numerically underrepresented and historically undervalued social group members in order to hinder or protect their work outcomes.

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Professional development in the Swedish police organization: Police officers' learning pathways

Kohlström

2021

Human Resource Dev Quarterly

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Professional development is important for the improvement of professional work. Particularly relevant to the concept of professional development is an occupation's character and the organizational arrangements for activities endorsing employees' professional development. In this article, police officers' professional development in the Swedish police organization is explored by analyzing officers' learning pathways and their experiences of crucial conditions that contribute to their professional development. Content analysis of interviews with six female and seven male police officers is conducted. The results show that diverging police responsibilities give rise to either self‐directed or information‐oriented learning pathways. Three aspects (i.e., the formal educational arrangement, the facilitation of learning by managers, and scheduled time for workplace learning) are seen as crucial conditions that endorse police officers' professional development in diverging ways due to the assigned responsibilities. These findings show that police officers' professional development is endorsed with differing strategic management patterns that affect the kinds of professional development activities that support different police positions.

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Comparing promotion aspirations among female and male police officers

Cited by 12 publications

References 10 publications

Promotion Aspirations among Male and Female Police Students

Promotion Aspirations among Male and Female Police Students

Women (Do Not) Belong Here: Gender-Work Identity Conflict among Female Police Officers

Professional development in the Swedish police organization: Police officers' learning pathways

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