Using personality traits to predict police officer performance

Abstract

Purpose -The purpose of this study is to evaluate the usefulness of personality traits, namely the Big Five, as a means of selection in good police officers. Design/methodology/approach -The current study examines a sample of 96 police officers from eight non-urban police departments. Findings -Age and attitude were found to be better predictors of job performance measures than were personality traits. A cynical work attitude was negatively related to ratings of job performance. Officer age was found to have a non-linear relationship to job performance. Research limitations/implications -Difficulties in measuring police performance are discussed, as is the relative importance of individual officer personality versus organizational culture. Originality/value -The study extends the research on police officer selection and issues of job performance and measurement.

Investigation of relationship between personality characteristics and career management of Melli Bank staff, Iran

“…The individual who have this personality feature have a lower tolerance of criticism for bad performance (or earning of credits for good performance) compared with other forces. However, a couple of studies showed that the forces who obtain lower scores in compatibility of personality feature, commit more misbehavior in work environment (Sanders, 2008 …”

“…Personality characteristics recognition, the way of behavior formation and behavior reasons are the issues of psychology management and as a result of its role and importance it could predict human behaviors in organizations (Cohen, Spector, 2001, pp. [16][17][18][19][20]. The effect of personality characteristics on behavior and recognition is sometimes direct and without any mediates, however, sometimes the behavior or recognition is created by impressing mediating factors.…”

Investigating the Impact of Personality Traits on Expanded Model of Organizational Identification

“…Several studies show that extroverts reach higher work statues in long-term (George et al, 2011) and look for more success. They gain higher salaries, more promotions, and have more job satisfaction (Sanders, 2008).…”

“…They accept changes more easily (Williamson et al, 2008) and can help to more person-job fit (Zimmerman, 2008). However, agreeable employees, while performing as a good team player, often have not enough venture to succeed in the workplace (Sanders, 2008). High scores in this factor show adaptability with others; while, low scores relate to competing with others, and being unwilling to participate (Migliore, 2011).…”

“…The fourth factor is neuroticism which is associated with tension, irritability, and higher anxiety levels (Sanders, 2008). Highly neurotic people are worried, depressed, angry, awkward, emotional and unconfident (Erdheim et al, 2006).…”