annonated bibliography
Cochrane, R. E., Tett, R. P., & Vandecreek, L. (2003). Psychological Testing and the Selection of Police Officers: A National Survey. Criminal Justice and Behavior, (30)5, 500-537. doi: 10.1177/0093854803257241
In this article Cochrane et al. identify the selection and psychological assessment practices for potential police offers nowadays, which enable the police department to select police officers with good performance. The authors use data gained through a survey including personnel managers from municipal police agencies to identify selection practices and procedures. The research focuses on examine why police departments utilize different measuring devices to select officer, although psychological testing is widely used. The article is useful to my research as the authors provide some examples of personality testing to show that how psychological testing is valued to predict the job performance. The main limitation of the article is that the survey was restricted to police department personnel managers, psychologists and other persons are not directly participated in the survey completion. As a result, the authors indicate that more research will occur in the field with the assistance of psychologist.
Carless, S. A. (2006). Applicant Reactions to Multiple Selection Procedures for the Police Force. Applied Psychology: an International Review , (55)2，145-167. doi: 10.1111/j.1464-0597.2006.00235.x
In the article Carless examines the impact of selection procedure on the applicant perception of job relatedness. The author uses data collected through surveys at three point times which are pre-selection, after psychological testing and interview. The research focuses on emphasizing applicant perception of three selection procedures involving physical agility tests, psychological tests, and interviews. The article is useful as the author demonstrates that different selection procedures lead to different reactions of the people who is seeking to join the
In this article Cochrane et al. identify the selection and psychological assessment practices for potential police offers nowadays, which enable the police department to select police officers with good performance. The authors use data gained through a survey including personnel managers from municipal police agencies to identify selection practices and procedures. The research focuses on examine why police departments utilize different measuring devices to select officer, although psychological testing is widely used. The article is useful to my research as the authors provide some examples of personality testing to show that how psychological testing is valued to predict the job performance. The main limitation of the article is that the survey was restricted to police department personnel managers, psychologists and other persons are not directly participated in the survey completion. As a result, the authors indicate that more research will occur in the field with the assistance of psychologist.
Carless, S. A. (2006). Applicant Reactions to Multiple Selection Procedures for the Police Force. Applied Psychology: an International Review , (55)2，145-167. doi: 10.1111/j.1464-0597.2006.00235.x
In the article Carless examines the impact of selection procedure on the applicant perception of job relatedness. The author uses data collected through surveys at three point times which are pre-selection, after psychological testing and interview. The research focuses on emphasizing applicant perception of three selection procedures involving physical agility tests, psychological tests, and interviews. The article is useful as the author demonstrates that different selection procedures lead to different reactions of the people who is seeking to join the