Policing: A Journal of Policy and Practice, Jan 25, 2019
Despite the noted importance of evidence-based policing (EBP) strategies, police organizations ha... more Despite the noted importance of evidence-based policing (EBP) strategies, police organizations have been slow to adopt them. The present study aims to identify internal and external organizational factors that lead to resistance towards EBP. Qualitative data were obtained through in-depth interviews with 38 executive level police officers and members of police research organizations across Canada. Results reveal that resistance towards EBP is mainly due to organizational factors that arise from within the organization as well as external factors that are political in nature. Although the findings would be helpful for police organizations to reduce resistance to EBP, they must be interpreted with caution given the limited sample size preventing the generalization of results.
Given that there is very little research available – in Canada or elsewhere – on police leadershi... more Given that there is very little research available – in Canada or elsewhere – on police leadership education and training, and police are being challenged to work in increasingly complex decision and task environments, an empirical analysis in this area is both timely and of significance utility for shaping both public policy and police practice. This study answers the following research questions: RQ1. What forms of police leader education and training currently exist for Canadian police leaders? RQ2. Are these courses and/or programs suitable for the needs of police leaders given the demands they face? To answer these questions, we conducted a two-part study. The first part consisted of an environmental scan of training and educational programs for police leaders. This scan helped us by providing a basis for understanding what current program offerings exist for Canadian police leaders – both within Canada and across the globe. The goal of the second part of the study was to devel...
The present research was conducted on a sample of managers from a public sector organization. It ... more The present research was conducted on a sample of managers from a public sector organization. It explores the role of trust in management as a moderator of stress between the fear of loss of job features and affective commitment to change. The research employed Affective Commitment to Change (Herscovitch & Meyer, 2002), Qualitative Job Insecurity (Hellgren, Sverke, & Isaksson, 1999), and Trust in Management (Brockner, Siegel, Daly, Tyler, & Martin, 1997) to measure research variables. Hierachical regression analysis provided support for a negaitve relation between affective commitment to change and qualitative job insecurity and a positive relation with trust in management. Support was also found for a moderating role of trust in management on the negative relationship between qualitative job insecurity and affective commitment to change. The limitations of the study are provided along with managerial implications of the research.
Abstract Some researchers suggest that police professionals see little value in adopting evidence... more Abstract Some researchers suggest that police professionals see little value in adopting evidence based approaches to tackle policing challenges. To examine this issue, 586 Canadian police professionals were surveyed. We explore responses to one particular question, which caused 353 respondents to reflect on whether they think their agencies enact evidence based policing (EBP) principles in daily operations; specifically, the principles of targeting, testing, and tracking the implementation of new policing strategies. Mixed views were expressed by respondents in relation to their agency’s ability to target high priority policing problems and to test strategies for fixing these problems. However, views were overwhelmingly negative when respondents reflected on how well they thought their agencies track the effectiveness of strategies over time. If these views accurately describe how agencies target, test, and track the implementation of policing strategies, they underline potential challenges associated with the adoption of EBP in Canadian police organizations.
Each year colleges and universities market criminology and criminal justice programs to potential... more Each year colleges and universities market criminology and criminal justice programs to potential applicants by suggesting these programs offer a uniquely tailored path for those seeking entry into a policing career. Despite such claims, little empirical research exists to suggest that degree content is a factor in influencing recruitment outcomes. In this paper, we present results from an ongoing, exploratory study into pre-recruitment education to show that program content—in this case, a criminology or criminal justice diploma or degree—has generally little influence on how police agencies evaluate a potential applicant. Drawing on interviews with thirty-two (n = 32) police recruiters and senior officers from police services across the province of Ontario in Canada, we show that, while many agencies prefer candidates with degrees, criminology and criminal justice degree holders are not privileged in the recruiting process over those applicants from other disciplines.
Along with an increasing frequency of organizational change efforts, research has highlighted emp... more Along with an increasing frequency of organizational change efforts, research has highlighted employees’ attitudes towards change as a prerequisite for successful change implementation. This paper presents the findings from an investigation conducted in Pakistan to validate the Herscovitch-Meyer three component model of commitment to change. Results of confirmatory factor analysis, based on data from 172 managers in a recently restructured public sector organization, showed that commitment to organizational change could be represented by three dimensions of affective, continuance and normative commitment to change, even if some items were found to be problematic. As expected, affective commitment, which is based on the realization of the inherent benefits of change, was negatively related to job insecurity and all role stressors, while continuance commitment, which reflects the avoidance of the cost of non-compliance towards change, displayed positive correlations with all stressors...
Policing: A Journal of Policy and Practice, Jan 25, 2019
Despite the noted importance of evidence-based policing (EBP) strategies, police organizations ha... more Despite the noted importance of evidence-based policing (EBP) strategies, police organizations have been slow to adopt them. The present study aims to identify internal and external organizational factors that lead to resistance towards EBP. Qualitative data were obtained through in-depth interviews with 38 executive level police officers and members of police research organizations across Canada. Results reveal that resistance towards EBP is mainly due to organizational factors that arise from within the organization as well as external factors that are political in nature. Although the findings would be helpful for police organizations to reduce resistance to EBP, they must be interpreted with caution given the limited sample size preventing the generalization of results.
Given that there is very little research available – in Canada or elsewhere – on police leadershi... more Given that there is very little research available – in Canada or elsewhere – on police leadership education and training, and police are being challenged to work in increasingly complex decision and task environments, an empirical analysis in this area is both timely and of significance utility for shaping both public policy and police practice. This study answers the following research questions: RQ1. What forms of police leader education and training currently exist for Canadian police leaders? RQ2. Are these courses and/or programs suitable for the needs of police leaders given the demands they face? To answer these questions, we conducted a two-part study. The first part consisted of an environmental scan of training and educational programs for police leaders. This scan helped us by providing a basis for understanding what current program offerings exist for Canadian police leaders – both within Canada and across the globe. The goal of the second part of the study was to devel...
The present research was conducted on a sample of managers from a public sector organization. It ... more The present research was conducted on a sample of managers from a public sector organization. It explores the role of trust in management as a moderator of stress between the fear of loss of job features and affective commitment to change. The research employed Affective Commitment to Change (Herscovitch & Meyer, 2002), Qualitative Job Insecurity (Hellgren, Sverke, & Isaksson, 1999), and Trust in Management (Brockner, Siegel, Daly, Tyler, & Martin, 1997) to measure research variables. Hierachical regression analysis provided support for a negaitve relation between affective commitment to change and qualitative job insecurity and a positive relation with trust in management. Support was also found for a moderating role of trust in management on the negative relationship between qualitative job insecurity and affective commitment to change. The limitations of the study are provided along with managerial implications of the research.
Abstract Some researchers suggest that police professionals see little value in adopting evidence... more Abstract Some researchers suggest that police professionals see little value in adopting evidence based approaches to tackle policing challenges. To examine this issue, 586 Canadian police professionals were surveyed. We explore responses to one particular question, which caused 353 respondents to reflect on whether they think their agencies enact evidence based policing (EBP) principles in daily operations; specifically, the principles of targeting, testing, and tracking the implementation of new policing strategies. Mixed views were expressed by respondents in relation to their agency’s ability to target high priority policing problems and to test strategies for fixing these problems. However, views were overwhelmingly negative when respondents reflected on how well they thought their agencies track the effectiveness of strategies over time. If these views accurately describe how agencies target, test, and track the implementation of policing strategies, they underline potential challenges associated with the adoption of EBP in Canadian police organizations.
Each year colleges and universities market criminology and criminal justice programs to potential... more Each year colleges and universities market criminology and criminal justice programs to potential applicants by suggesting these programs offer a uniquely tailored path for those seeking entry into a policing career. Despite such claims, little empirical research exists to suggest that degree content is a factor in influencing recruitment outcomes. In this paper, we present results from an ongoing, exploratory study into pre-recruitment education to show that program content—in this case, a criminology or criminal justice diploma or degree—has generally little influence on how police agencies evaluate a potential applicant. Drawing on interviews with thirty-two (n = 32) police recruiters and senior officers from police services across the province of Ontario in Canada, we show that, while many agencies prefer candidates with degrees, criminology and criminal justice degree holders are not privileged in the recruiting process over those applicants from other disciplines.
Along with an increasing frequency of organizational change efforts, research has highlighted emp... more Along with an increasing frequency of organizational change efforts, research has highlighted employees’ attitudes towards change as a prerequisite for successful change implementation. This paper presents the findings from an investigation conducted in Pakistan to validate the Herscovitch-Meyer three component model of commitment to change. Results of confirmatory factor analysis, based on data from 172 managers in a recently restructured public sector organization, showed that commitment to organizational change could be represented by three dimensions of affective, continuance and normative commitment to change, even if some items were found to be problematic. As expected, affective commitment, which is based on the realization of the inherent benefits of change, was negatively related to job insecurity and all role stressors, while continuance commitment, which reflects the avoidance of the cost of non-compliance towards change, displayed positive correlations with all stressors...
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