Influence of Fit Perceptions, Equal Opportunity Policies, and Social Support Network on Pre-Entry Police Officer Career Commitment and Intentions to Remain

• NCJ Number: 211009
• Journal: Journal of Criminal Justice Volume: 33 Issue: 4 Dated: July/August 2005 Pages: 341-352
• Author(s): Sally A. Carless
• Date Published: July 2005
• Length: 12 pages
• Publication Format: Article
• Publication Type: Report (Study/Research)
• Language: English
• Country: United States of America

Annotation

This longitudinal field study in Australia examined the influence of perceived person-job (PJ) and person-organization (PO) fit, social support network, and equal employment opportunity (EEO) policy on pre-entry career commitment and intention to remain in the police profession.

Abstract

A total of 834 applicants from an Australian State police force were invited to participate in the study, which lasted for 1 year (2000-2001). Of these, 402 completed the first questionnaire (Time 1), which was administered after applications were received and prior to any formal selection procedures. A total of 117 applicants completed a second questionnaire (Time 2), which was administered after selection procedures were completed and an orientation seminar had been attended. With the exception of EEO policy, data on the independent variables were collected at Time 1. These pertained to demographic characteristics, applicant perceptions of PJ and PO fit, and social network support. The second questionnaire (Time 2) collected data on dependent variables: perceptions of EEO policy, career commitment, and intention to remain in the profession. As predicted, perceptions of PJ and PO fit influenced the level of pre-entry career commitment and intention to remain in the profession. Those who expressed a high level of PJ and PO alignment had a higher level of commitment to policing compared to those with lower levels of PJ and PO alignment. An unexpected finding was the high degree of overlap between perceptions of PJ and PO fit, suggesting that applicants did not distinguish between these two elements. There was no evidence that gender moderated the relationship between EEO policy and career commitment and EEO policy and intention to remain in the profession. The hypothesis that social support network would predict career commitment and intention to remain in the profession was partially supported. 2 tables and 96 references