Police trainees have to be prepared for future job demands and challenges. Personality plays an important role in stress management. The first assessment of a longitudinal investigation was conducted among 103 Swedish police trainees to study their personality changes and mental health responses in first two weeks after intake. Fifty-two of these trainees, who participated in the second assessment, were included in the analysis. The Temperament and Character Inventory (TCI) was used to measure personality, and the Symptom Checklist-90-Revised (SCL-90-R) was used to measure mental health. A multiple regression analysis was performed with personality scores from the first assessment as independent variables and SCL-90-R scores as dependent variables. Over two years, minor changes were found in the police trainees’ personality characteristics, which seemingly fit the demands of policing and are potentially valuable in the trainees’ future careers. Personality characteristics are predictors of mental health at the end of university training.
Research has shown that well-functioning whistleblowing within police agencies is important, because these agencies play a key role in society. The perceived risk of retaliation after expressing criticism is the most important factor that an employee considers when deciding whether to act as a whistleblower. Different individuals and different units hold different views about the risk of retaliation after acting as a whistleblower. The police management in general has a lower perception of the risk of retaliation than other employees have. There is a huge difference between the officially presented picture of a favorable climate in the organization in which employees feel free to express criticism, and the perception of the matter that most employees have. The differences are connected to the presence of impression-management strategies that are intended to maximize the good image of the organization, and are the main reason that whistleblowing is not appreciated, despite assurances from the management that it is important.
Casestudien undersøker hvordan samlokalisering av nødmeldingssentralene til politi, brann og helse påvirker læring og utvikling av transaksjonsminnesystem (TMS) på operativt nivå horisontalt mellom etater. Datamaterialet er innhentet fra ni norske nødmeldingssentraler med ulike samarbeidsbetingelser og geografi og er kategorisert i modellene SAMLOK, SPREDT og NÆR. Analysen av kvalitative intervjudata, observasjons- og medlyttdata viser at læring i de ulike etatenes nødmeldingssentraler skjer situert i et praksisfellesskap mellom operatører under og i etterkant av hendelser. Samlokalisering i SAMLOK ga et teknisk-organisatorisk læringsmiljø horisontalt mellom nødmeldingssentralene som utvidet praksisfellesskapet og økte operatørenes TMS relatert til de andre nødetatenes behov, kompetanse og oppgaver. Nødmeldingssentraler som er SPREDT- eller NÆR-lokalisert, har et etatsspesifikk praksisfellesskap og begrensede muligheter til systematisk erfaringslæring og refleksjon på tvers av etatene. Ledere som møtes regelmessig, kan være pådrivere for erfaringsdeling og kunnskapsdeling horisontalt mellom nødmeldingssentraler.
The case study investigates how co-location of police, fire and health emergency coordination centrals (ECCs) affects learning and development of transactional memory systems (TMS) at operational level between agencies. The data come from nine Norwegian ECCs with different cooperation conditions and geography, categorized in the models SAMLOK, SPREDT and NEAR. The analysis of qualitative interview data, observation and compliance data revealed that ECCs are communities of practice where learning takes place between operators during and after events. Co-location in SAMLOK provided a technical organizational learning environment that included the ECCs in an expanded community of practice that increased operators 'TMS on the needs, competencies and tasks of the other agencies’ emergency services. ECCs that are SPREDT or NEAR located have an agency’s practice community and limited opportunities for experience based learning between the agencies. SPREDT and NEAR did not systematic share experiences and reflect for development between agencies.
Like many other public institutions, Danish police is currently part of a movement towards further direct involvement of the so-called civic society. Civic society has long been recognized for its resources that differ from that of authorities as the police. The question of exactly why and how to cooperate effectively with civic society in Danish police forces, is not clearly answered.
The aim of this article is to answer some of these questions by combining research with three cases. There are no context-independent formulas, the article argues. There is, however, a method of contextualizing involvement of civic society within the police force; by transferring ‘policing’ to a societal responsibility, policing becomes something authorities does with and not for civic society.
The article presents a framework on how Danish police can initiate policing processes in local communities: We identified three policing platforms within which the police can navigate the process of policing with civic society and other authorities, institutions or organizations.