MMPI Profiles of Problem Peace Officers

Hiatt, Deirdre; Hargrave, George E.

doi:10.1207/s15327752jpa5204_11

Cited by 47 publications

(30 citation statements)

References 4 publications

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“…A close reading of all of the MMPI research, however, suggests that the MMPI is not especially suited to screening law enforcement applicants. Similar conclusions can also be drawn regarding the California Personality Inventory (CPI) (Hargrave;Hiatt & Hargrave, 1988;Hogan, 1971;Pallone, 1992;Pugh, 1985;Sarchione, Muchinsky, Nelson, & Cuttler, 1998).…”

Section: Overview Of Previous Researchsupporting

confidence: 59%

Research Note: Psychological Profiling of Australian Police Officers: A Three-Year Examination of Post-Selection Performance

Lough¹,

Ryan²

2010

International Journal of Police Science & Management

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Jonathan Lough is a psychologist and independent research consultant inMelbourne, Australia. He specialises in research design, analysis and statistics, survey writing and psychological assessment. Over the last ten years he has worked with a range of private and government clients, including ANZ Bank, Clemenger BBDO and the Australian Institute of Forensic Psychology. Prior to establishing Lough Research Services, he was a research psychologist at Monash University, working in the area of public safety and injury prevention. Michael Ryan has been the manager of psychology services in Tasmania Police for over 13 years. Based in Hobart, he is also the clinical consultant to the Tasmanian emergency services critical incident stress management programme. Prior to that, he worked with Queensland Health as a clinical psychologist and director of allied health services for 17 years. ABSTRACTThe current study expands upon the authors' previous work. The performance of two groups of Tasmania Police constables was evaluated after their first three years of employment. Group membership was a function of initial selection process -one group undertook detailed psychological profiling as part of their pre-employment testing, and the other group did not. The screened group consistently outperformed the non-screened group, with three of the differences statistically significant. Additionally, the screened group had a lower dropout rate, and were less likely to make serious on-the-job errors resulting in formal disciplinary action or investigation. Implications for applied practice, and further research and development are also discussed.

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Section: Overview Of Previous Researchsupporting

confidence: 59%

Research Note: Psychological Profiling of Australian Police Officers: A Three-Year Examination of Post-Selection Performance

Lough¹,

Ryan²

2010

International Journal of Police Science & Management

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“…In addition to preselection and selection factors described earlier, the reduced range of scores relative to the general population may also result from underreporting. Indeed, in the current study, the sample produced L-r and K-r scores that were approximately one standard deviation above the population mean, which most likely reflects a combination of having more positive adjustment and being more defensive (i.e., less forthcoming about problems) than the general population (Carpenter & Raza, 1987;Hiatt & Hargrave, 1988).…”

Section: Discussionmentioning

confidence: 62%

Use of Prehire Minnesota Multiphasic Personality Inventory-2–Restructured Form (MMPI-2-RF) Police Candidate Scores to Predict Supervisor Ratings of Posthire Performance

et al. 2014

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We examined associations between prehire Minnesota Multiphasic Personality Inventory-2-Restructured Form (MMPI-2-RF) scores and posthire performance ratings for a sample of 131 male police officers. Substantive scale scores in this sample were meaningfully lower than those obtained by the test's normative sample and substantially range restricted, but scores were consistent with those produced by members of the police candidate comparison group (Corey & Ben-Porath). After applying a statistical correction for range restriction, we found several associations between MMPI-2-RF substantive scale scores and supervisor ratings of job-related performance. Findings for scales from the emotional dysfunction and interpersonal functioning domains of the test were particularly strong. For example, scales assessing low positive emotions and social avoidance were associated with several criteria that may be affected by lack of engagement with one's environment and other people, including problems with routine task performance, decision making, assertiveness, conscientiousness, and social competence. Implications of these findings for assessment science and practice are discussed.

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“…Extensive use of the Minnesota Multiphasic Personality Inventory (MMPI) (Butcher et al, 1989) for police officer selection (e.g., Bartol, 1992, Costello, Schneider, Schoenfeld, 1996, Hiatt & Hargrave, 1988, Lauder & Thomas, 2003 shows that industrial psychologists have long been interested in assessing maladaptive personality traits in occupational settings.…”

Section: Forced Choice Assessment Of Work-related Maladaptive Personamentioning

confidence: 99%

Forced-Choice Assessment of Work-Related Maladaptive Personality Traits: Preliminary Evidence From an Application of Thurstonian Item Response Modeling

2016

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This article describes an investigation of whether Thurstonian item response modeling is a viable method for assessment of maladaptive traits. Forced-choice responses from 420 working adults to a broad-range personality inventory assessing six maladaptive traits were considered. The Thurstonian item response model's fit to the forced-choice data was adequate, while the fit of a counterpart item response model to responses to the same items but arranged in a single-stimulus design was poor. Mono-trait hetero-method correlations indicated corresponding traits in the two formats overlapped substantially, although they did not measure equivalent constructs. A better goodness of fit and higher factor loadings for the Thurstonian item response model, coupled with a clearer conceptual alignment to the theoretical trait definitions, suggested that the single-stimulus item responses were influenced by biases that the independent clusters measurement model did not account for. Researchers may wish to consider forced-choice designs and appropriate item response modeling techniques such as Thurstonian item response modeling for personality questionnaire applications in industrial psychology, especially when assessing maladaptive traits. We recommend further investigation of this approach in actual selection situations and with different assessment instruments.

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MMPI Profiles of Problem Peace Officers

Cited by 47 publications

References 4 publications

Research Note: Psychological Profiling of Australian Police Officers: A Three-Year Examination of Post-Selection Performance

Research Note: Psychological Profiling of Australian Police Officers: A Three-Year Examination of Post-Selection Performance

Use of Prehire Minnesota Multiphasic Personality Inventory-2–Restructured Form (MMPI-2-RF) Police Candidate Scores to Predict Supervisor Ratings of Posthire Performance

Forced-Choice Assessment of Work-Related Maladaptive Personality Traits: Preliminary Evidence From an Application of Thurstonian Item Response Modeling

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