Simulated Stress in Police Recruit Selection.
NIOSH 1975 Dec:182-194
A simulated stress group method for evaluating recruits to the Cincinnati Police is described in detail, and studies evaluating the method are reviewed. The method has been used since 1962 and includes peer group evaluation and feedback on each other's motivation and qualifications for becoming a police officer and role- playing by pairs involving police-citizen situations such as a loitering scene, a situation involving police corruption and one involving a racist police officer. Recruits are evaluated by four observing psychologists with regard to intellectual effectiveness, personality characteristics, sensitivity to ethnic and social diversity, interpersonal relationships, motivation for police career, previous experience, community service orientation, a Minnesota Multiphasic Personality Inventory test and individual interview. A validation study of 122 patrolmen who had served from 1 to 9 years shows a small positive correlation between the method and success in a police academy and an efficiency job rating. Follow-up studies show that the method is highly predictive of performance in the police academy. The simulated stress group method is recommended for eliminating candidates vulnerable to stress and for aiding in training and diagnosis of maladaptive reaction to job stresses.
NIOSH-Author; Preemployment-examinations; Screening; Tests; Psychological-tests; Psychological-factors; Employment; Law-enforcement-officers; Patrolmen; Psychological-stress; Behavioral-tests; Psychological-responses; Performance-capability;
DHEW (NIOSH) Publication No. 76-187
Job Stress and the Police Officer: Identifying Stress Reduction Techniques, Proceedings of a Symposium, Division of Biomedical and Behavioral Science, NIOSH, Cincinnati, Ohio, HEW Publication No. (NIOSH) 76-187