{"id":{"repo_id":"wichita-thes","oai_identifier":"oai:soar.wichita.edu:10057/576"},"canonical_url":"https://search.dev.ndltd.org/etd/wichita-thes/oai:soar.wichita.edu:10057/576","repository":{"repo_id":"wichita-thes","name":"Wichita State University","base_url":"https://soar.wichita.edu/oai/request"},"display":{"title":"Investigation of police officer selection procedures","abstract":"In the current dissertation, the relationship between police officer selection procedures and officer performance during the first year of employment was investigated within a metropolitan law enforcement agency. Ninety-two officers were followed during their first year of employment including the hiring process, academy and field training, and yearly evaluations. Data on education, aptitude, physical agility, personality, academy performance, supervisor ratings, and terminations were collected. The results reveal that the psychologists' recommendations predict whether or not an individual will leave the department before the completion of their first year as an officer. In addition, the aptitude test administered by the municipal human resources department accounted for the most variance in academy scores. Weak predictions were demonstrated for field training ratings and yearly evaluations.","abstract_html":"In the current dissertation, the relationship between police officer selection procedures and officer performance during the first year of employment was investigated within a metropolitan law enforcement agency. Ninety-two officers were followed during their first year of employment including the hiring process, academy and field training, and yearly evaluations. Data on education, aptitude, physical agility, personality, academy performance, supervisor ratings, and terminations were collected. The results reveal that the psychologists' recommendations predict whether or not an individual will leave the department before the completion of their first year as an officer. In addition, the aptitude test administered by the municipal human resources department accounted for the most variance in academy scores. Weak predictions were demonstrated for field training ratings and yearly evaluations.","abstract_has_math":false,"creators":["Provines, Jessica Lynn"],"institution":null,"degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2006,"date_issued":"2006-12","date_published":"2006-12","updated_at":"2026-07-24T06:06:57Z","subjects":["Police officers","Performance evaluation"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["hdl:10057/576"],"render_values":[{"text":"hdl:10057/576","href":null,"code":true}]}]},"links":{"outbound_url":null,"outbound_label":null,"outbound_source":null},"metadata_groups":[{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.issued","label":"Date","values":["2006-12"]},{"key":"dc:type","label":"Dc Type","values":["Dissertation"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Police officers","Performance evaluation"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["hdl:10057/576"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.other","label":"Dc Description Other","values":["In the current dissertation, the relationship between police officer selection procedures and officer performance during the first year of employment was investigated within a metropolitan law enforcement agency. Ninety-two officers were followed during their first year of employment including the hiring process, academy and field training, and yearly evaluations. Data on education, aptitude, physical agility, personality, academy performance, supervisor ratings, and terminations were collected. The results reveal that the psychologists' recommendations predict whether or not an individual will leave the department before the completion of their first year as an officer. In addition, the aptitude test administered by the municipal human resources department accounted for the most variance in academy scores. Weak predictions were demonstrated for field training ratings and yearly evaluations."]},{"key":"dc:title","label":"Title","values":["Investigation of police officer selection procedures"]}]}],"canonical_facts":{"dc:date.issued":["2006-12"],"dc:description.other":["In the current dissertation, the relationship between police officer selection procedures and officer performance during the first year of employment was investigated within a metropolitan law enforcement agency. Ninety-two officers were followed during their first year of employment including the hiring process, academy and field training, and yearly evaluations. Data on education, aptitude, physical agility, personality, academy performance, supervisor ratings, and terminations were collected. The results reveal that the psychologists' recommendations predict whether or not an individual will leave the department before the completion of their first year as an officer. In addition, the aptitude test administered by the municipal human resources department accounted for the most variance in academy scores. Weak predictions were demonstrated for field training ratings and yearly evaluations."],"dc:identifier":["hdl:10057/576"],"dc:subject":["Police officers","Performance evaluation"],"dc:title":["Investigation of police officer selection procedures"],"dc:type":["Dissertation"]},"updated_at":"2026-07-24T06:06:57Z"}