Theoretical Applications of the MODE Model to Law Enforcement Training and Interventions

Abstract

As discussed in the focal article, numerous research studies have supported the existence of automatic or implicit racial bias (Ruggs et al., 2016). In this commentary, we argue that examining implicit bias through the perspective of the motivation and opportunity as determinants (MODE) model (see Fazio & Olson, 2014, for a review) offers a framework for industrial–organizational (I-O) psychologists to design and implement strategies that reduce the number of violent interactions between police and communities. The MODE model has been applied to areas such as interpersonal relationships (McNulty, Olson, Meltzer, & Shaffer, 2013), effective treatment of mental disorders (Vasey, Harbaugh, Buffington, Jones, & Fazio, 2012), and crafting of media messages (Ewoldsen, Rhodes, & Fazio, 2015), as well as racial prejudice (Olson & Fazio, 2004). Below, we elaborate on how the I-O-related strategies and interventions described in the focal article can be captured by the components of the MODE model and highlight which interventions may be most efficacious in reducing discriminatory police officer behavior.

A dual‐process framework for diversity training to reduce discrimination in organizational settings

“…Poor sleep (Reynolds & Banks, 2010) and substance misuse (Loersch et al., 2015) can also decrease motivated processing, resulting in greater bias in judgments and actions. Police officer fatigue may also increase the role of bias in use of force decisions by inhibiting motivated processing (Hope, 2016; see also Zabel et al., 2016).…”

Reducing Black–White Racial Differences on Intelligence Tests Used in Hiring for Public Safety Jobs

“…In particular, it is essential to have police officers that use better judgment on the job and handle decisions effectively when under stress, qualities that might go a long way toward mitigating some of the horrific outcomes Black citizens have suffered when interacting with police. A focus on hiring individuals with strong competencies related to intelligence and decision-making can be part of a multifaceted approach to creating a public safety agency that better serves all communities (Hough 2016;Zabel et al 2016). As it would happen, many in the field of personnel selection already believe that intelligence tests are the best tool we have for making hiring decisions (Murphy et al 2003;Scherbaum et al 2012;Sackett et al 2022;Schmidt and Hunter 1998).…”