Exploring Gendered Environments in Policing: Workplace Incivilities and Fit Perceptions in Men and Women Officers

Research indicates that women are still underrepresented in policing and that police culture is not fully accepting of its sisters in blue. As police organizations strive toward building an inclusive workforce, we must understand how women, already in the field, view their place and experiences within their jobs, organizations, and workgroups. Thus, in the current research, we use a comparative sample (n¼832) of male and female officers to examine perceptions of fit in the job, organization, and workgroup, and how these perceptions relate to reports of workplace incivilities. Findings indicate that women fit in with the job and the broader agency, but they are less likely than men to feel they belong within their workgroup. This relationship was partially mediated by workplace incivilities, indicating that women’s experience of subtle forms of discrimination partially explains their lower levels of fit in their workgroup

Examining police officers’ perceptions of stress: the role of Person−environment fit

Purpose The purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months). Design/methodology/approach The authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes. Findings Perceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation. Research Implications More research is needed to identify predictors of organizational fit perceptions among police officers. Practical implications Findings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes. Originality/value The authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes

Gender, Personality, and Career Motivation in Policing

CPACS Urban Research Awards Part of the mission of the College of Public Affairs and Community Service (CPACS) is to conduct research, especially as it relates to concerns of our local and statewide constituencies. CPACS has always had an urban mission, and one way that mission is served is to preform applied research relevant to urban society in general, and the Omaha metropolitan area and other Nebraska urban communities in particular. Beginning in 2014, the CPACS Dean provided funding for the projects with high relevance to current urban issues, with the potential to apply the findings to practice in Nebraska, Iowa, and beyond

Why Did You Become a Police Officer? Entry-Related Motives and Concerns of Women and Men in Policing

As police agencies in the United States suffer declining applications and struggle to recruit women, the National Institute of Justice has identified workforce development as a priority research area. To recruit more effectively, we must understand what attracts people to policing and what deters them. We surveyed officers in two Midwestern police departments (n = 832) about entry motivations and concerns and examined gender differences. Serve/protect motivations were most important for men and women, though women rated the category significantly higher. Women and non-White officers rated legacy motives higher than did males and White officers. Women reported more concerns overall and scored higher on job demands and acceptance concerns; officers of color also reported more acceptance concerns than White officers. The largest gender differences were associated with gender-related obstacles and stereotypes (e.g., discrimination; being taken seriously; physical demands), indicating recruitment reform necessarily includes improving systemic issues

Who Dreams of Badges? Gendered Self-Concept and Policing Career Aspirations

NIJ’s Policing Research Plan (2017-2022) highlights the need to understand factors that attract diverse candidates. We explored whether college students had ever considered policing and found men were significantly more likely than women to contemplate policing careers. Further, we found higher levels of masculinity were associated with greater odds of policing aspirations; the relationship between gender and aspirations was fully mediated by masculine self-concept. Although men typically reported higher masculinity scores, within-gender analyses indicated that masculinity was important for both men and women. Our findings suggest the continued association of masculinity with policing may undercut efforts to recruit a representative workforce

How Did You Become a Police Officer? Entry-Related Motives and Concerns of Women and Men in Policing

As police agencies in the United States suffer declining applications and struggle to recruit women, the National Institute of Justice has identified workforce development as a priority research area. To recruit more effectively, we must understand what attracts people to policing and what deters them. We surveyed officers in two Midwestern police departments (n = 832) about entry motivations and concerns and examined gender differences. Serve/protect motivations were most important for men and women, though women rated the category significantly higher. Women and non-White officers rated legacy motives higher than did males and White officers. Women reported more concerns overall and scored higher on job demands and acceptance concerns; officers of color also reported more acceptance concerns than White officers. The largest gender differences were associated with gender-related obstacles and stereotypes (e.g., discrimination; being taken seriously; physical demands), indicating recruitment reform necessarily includes improving systemic issues

Unpacking the Influence of Police Unions and Officer Associations on Female Officers’ Experiences

As calls to diversify police departments continue and women and officers of color remain only a small portion of the police population, we must continue to explore their experiences in the field. Research examining women and racial and ethnic minority officers’ experiences has mainly focused on their experiences within the organization. This research has resulted in a fruitful understanding of the challenges and barriers they face including their struggle to feel accepted in the field. However, there remains little known about the role external influences like police employee organizations play in their experiences. In particular, there is not much known about how unions or officer associations (e.g., Black police associations and associations of women in police) affect women and racial and ethnic minority officers’ experiences. Further, there is reason to suspect that women and officers of color do not feel represented by their unions. Specifically, minority officers may not feel represented by a union if union leaders and members ascribe to certain beliefs in the occupational culture. Officer associations like Black police officer associations, on the other hand, may help minority officers feel better represented within their agency and fill this “representation void.” To better understand this dynamic, I conducted semi-structured interviews with female officers (n=13). The officers were asked about their experiences and perceptions of police employee organizations. I analyzed the interviews using a mix of deductive and inductive coding methods

Sometimes a Joke is Not Just a Joke: Examining the Role of Humor on Police Officers’ Workplace Experiences

Masculinity is pervasive in the field of policing, present in both the culture and organizational structure. As women continue to represent a low number of all sworn law enforcement officers, research has begun considering how culture and structural conditions interact with gender to affect women’s experiences in policing. This research suggests that many informal and formal practices in police culture, including the use of gendered jokes or sexist humor, work to exclude women and highlight the importance of gendered aspects of the job. However, little research has explored the extent to which humor and joking behavior explicitly interacts with women’s day-to-day experiences. Thus, the purpose of this paper is to expand upon the understanding of how support of workplace humor interacts with women’s experiences in policing using both philosophy of humor and Aker’s (1990; 1992) theory of gendered organizations. Specifically, the purpose of this paper is to explore the relationship between support of workplace humor and officers’ experiences of workplace incivilities. Preliminary analyses of officer surveys (n = 830) indicate that the extent to which officers endorse the use of humor is associated with the experience of workplace incivilities for females but not for males. Theoretical and practical implications are discussed

Ask the women in blue: Female officers’ thoughts on the recruitment and retention of women in policing

Women bring many benefits to policing but represent only 14% of sworn police in the United States. Researchers have examined different recruitment strategies, yet few have sought insight from women officers themselves. We explored women officers’ perspectives on recruiting and retaining more women in policing. Using semi-structured interviews, we asked 40 current and retired women officers how police agencies can better target women to increase their representation. Responses were analyzed using open coding techniques. Participants noted difficulty hiring amid a larger police staffing crisis. They also discussed the structure and culture of police work as barriers to the recruitment and retention of women and suggested outreach and mentorship as strategies to increase integration. These findings have policy and practice implications related to increasing the integration and entrance of women in policing

Navigating Entry: The Role of Exposure and Career Fit Negotiation in Women’s Pathways to Policing in the United States

Women’s engagement in policing in the United States and other countries has not reached its potential. We interviewed 47 women in law enforcement to learn about their pathways into policing. Two primary themes emerged: career discovery through exposure and negotiating career fit. Exposure through interactions with role models, hands-on experiences, and media portrayals, provided a peek into policing. The assessment and negotiation of career “fit” in our study was an ongoing, dynamic process. As participants faced questions about their own characteristics, values, and belonging, exposure in the form of role models and experiences helped them navigate career fit concerns. Implications for practice highlight the need for policing organizations to create meaningful connections with potential candidates and help them align policing careers with diverse aspirations, values, and personal circumstances. Finally, a continued focus on cultural and structural changes is needed to accept and support diverse integration