Doctoral Dissertation Research: Law Enforcement Recruitment and Training and Their Effects

在这个项目中，调查了招聘和培训与组织人员随后的反应之间的关系，特别是执法人员的招聘和培训以及使用武力。 三个主要问题得到解决：（1）执法部门如何决定雇用谁？(2)如何训练执法人员使用武力？(3)招聘战略和培训做法揭示了执法部门如何将人口特征和武力概念化？ 招募和培训是执法人员使用武力的组成部分，但研究得不够。 通过关注招聘和培训，本研究将增加学术界对它们在解释组织人员的关键行为方面的重要性的理解。 它将帮助学者，执法部门和其他利益相关者更好地了解组织变革可能发生的方式。 其调查结果还将为制定新的征聘和培训办法提供重要的见解。 本项目采用人种志和访谈的方法，对执法部门的征聘和培训进行研究。 人种学活动包括参加招聘和雇用活动、观察课堂教学和参加培训活动，包括在内罗毕进行的培训。 40名受访者包括在训新兵、驻训单位人员、招录用人单位人员和从事正规职务的执法人员。 访谈采用半结构化的形式，向受访者提出关于其背景、职业决定、雇用和培训过程以及他们对使用武力和相关问题的看法的开放式问题。 分析和比较的反应，结合人种学观察，允许发展的理论洞察力的招募和培训的影响，随后使用武力。这个奖项反映了NSF的法定使命，并已被认为是值得通过使用基金会的智力价值和更广泛的影响审查标准进行评估的支持。

In this project, the relationship of recruitment and training to the subsequent responses of organizational personnel is investigated with specific reference to the recruitment and training of law enforcement personnel and the use of force. Three principal questions are addressed: (1) How do law enforcement departments decide whom to hire? (2) How are law enforcement officers trained to use force? (3) What do the recruitment strategies and training practices reveal about how law enforcement departments conceptualize demographic characteristics and force? Recruitment and training are understudied components of the use of force by law enforcement personnel. By focusing on recruitment and training, this study will increase scholarly understanding of their importance in explaining the critical behavior of organizational personnel. It will help scholars, law enforcement departments, and other stakeholders better understand how organizational change may occur. Its findings also will provide important insights into the development of new approaches to recruitment and training. Recruitment and training in law enforcement departments are researched in this project using the methods of ethnography and interviews. The ethnographic activities include attendance at recruiting and hiring events, observation of classroom instruction, and participation in training activities including scenario-based training. The 40 interviewees include recruits in training, personnel in training units, personnel in recruiting and hiring units, and law enforcement personnel engaged in regular duties. Interviews follow a semi-structured format, in which the interviewees are asked open-ended questions about their background, their career decision, the hiring and training process, and their opinions concerning the use of force and related issues. Analysis and comparison of the responses, combined with the ethnographic observation, allow the development of theoretical insight into the effects of recruitment and training on subsequent use of force.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.