Examining the Relationship Between Work-Related Attitudes of Police and Security Applicants and Behavioural Admissions of Violations as Measured by the Law Enforcement Application Inventory (LEAI)
Because of the disciplinary problems faced by police and security departments, new laws and procedures have emerged encouraging police to be more accountable by abiding by and enforcing policies, practices, behaviours and decisions as well as to ensure and maintain continuous accountability for their actions. Psychological screening tools, such as the LEAl, assess potential officer candidates for psychological fitness for duty and has emerged as one of the most significant changes in police departments. The goal of the current study was to review the validity of various measures as compared to the LEAl in regards to their ability to screen officer candidates. Also, the differences in scores, which may be accounted for by the difference in the way candidates are trained and selected, is also discussed.
Results of this study indicate that, with both populations, Police and Security Applicants, the LEAl was able to screen those candidates who were more likely to be successful long term in their careers in law enforcement. Further implications discussed include the growing number of specialised treatment populations, such as the mentally ill and sex offenders. Because these populations require a higher level of care and more hands on involvement than is traditionally required of officers, screening in officers who are more appropriately fit to work with such populations is extremely important and necessary.
