Changing a Police Culture of Corruption: Implications for the Police Psychologist

• NCJ Number: 188996
• Journal: Journal of Police and Criminal Psychology Volume: 15 Issue: 2 Dated: Fall 2000 Pages: 21-29
• Author(s): Oscar G. Mink; A. Steven Dietz; Jerri Mink
• Date Published: 2000
• Length: 9 pages
• Publication Format: Article
• Publication Type: Instructional Material
• Language: English
• Country: United States of America

Annotation

This study of the working environment of a large regional police department and its ability to improve the quality of practice focused on the environment for organizational trust, openness, and its readiness for learning; in addition, individual workers' comments were examined in order to identify factors that do and/or do not contribute to healthy organizational being.

Abstract

For the purposes of this study, "high-level values" are those core values that bolster an individual's sense of belongingness and meaning in relationships. Study analysis procedures incorporated both quantitative (statistical) and qualitative (systemic) data generated by nearly 2,000 randomly selected members of a large regional police department over the span of 4 years (1992-95). This information was collected by using the Open Organization Profile Survey. Some of the major findings of the survey show that a mixed and disjointed culture remains intact. This is supported by the finding that the major concerns of the organization's leadership are still the same as 4 years ago, and many of the comments on the survey are almost identical for each of the 4 years. In order to remove the barriers embedded in corruption and to build a collaborative, team environment, high-level values must be bolstered across multiple levels of organizational culture, climate, and task environments. As a counselor/consultant to the organization, the police psychologist must work with the individuals as well as teams from the context of how those individuals and teams fit within the system as a whole. There are five main areas that can be explored: structure, process, performance, technology, and external constraints. Overall, the purpose of the police psychologist is to influence individuals to find purpose in their work, be willing to help fellow officers, to raise their personal core values to a level that will strengthen them against the debilitating effects of corruption, and to contribute positively to their organization's overall well-being and performance. 14 references