module 3 Flashcards
(26 cards)
1
Q
psychological evaluation - canadian psychological association
A
- a measure of ‘normal’ personality characteristics, which includes traits linked to policing
- a measure of ‘abnormal’ psychological and personality traits, which have been linked to policing
- at least one additional source of data (clinical interview, background information)
2
Q
purpose of a psychological assessment
A
- determine ‘fit’
- predict resilience
3
Q
determine ‘fit’ in a psychological assessment
A
- fit with demands of job
- with culture of a service
- congruence between the individual (e.g. abilities, needs, values) and the environment of policing (e.g. job demands, expectations)
- satisfied and safe on the job
4
Q
predict resilience in a psychological assessment
A
- cumulative trauma exposure
- risk and protective factors for psychological disorders
- the ability to effectively cope with, adapt to, and recover from adversity using both internal and external resources
5
Q
selecting for resilience
A
- intention is to identify risk and protective factors predictors of mental health disorder, such as:
- existing psychopathology
- pre-employment trauma
- personality characteristics
- coping strategies
- social factors
- mixed results in the ability to predict future morbidity in high-risk work situations
6
Q
assessment for job-related psychological constructs using measures of:
A
- normal personality
- abnormal psychological or personality characteristics
- additional sources of information
7
Q
pre-existing psychopathology - resilience
A
- predictive of mental health symptoms on the job in 3/20 studies
- sleep disturbance, baseline depression, baseline general psychopathology predictive of posttraumatic stress symptoms
- largely unsupported
8
Q
pre-employment trauma - resilience
A
- predictive of mental health symptoms on the job in 1/17 studies
- largely unsupported
9
Q
personality traits - resilience
A
- associated with vulnerability to posttraumatic stress symptoms in 11/13 studies
- traits such as:
- high hostility
- low self-efficacy
- high trait anger
- trait dissociation
- low positive affect
- high neuroticism
10
Q
coping styles - resilience
A
- associated with negative mental health outcomes in 5/5 studies
- catastrophic thinking
- negative self-appraisals
- poor problem-solving
- rumination
11
Q
positive outcomes of efficient coping styles
A
- ability to identify emotions
- mindfulness
- positive thinking
- higher self-worth
12
Q
social factors - resilience
A
- associated with posttraumatic stress symptoms in 2/3 studies
- social support
- self-rated social adjustment
13
Q
selecting for fit
A
- use measures of:
- normal personality
- abnormal psychological or personality characteristics
- additional sources of information
14
Q
peace officer standards and training POST dimensions
A
- social competence
- teamwork
- adaptability & flexibility
- conscientiousness & dependability
- impulse control
- integrity & ethics
- emotional regulation & stress tolerance
- decision-making and judgment
- assertiveness & persuasiveness
- avoiding substance use and other risk taking behaviours
15
Q
social competence
A
communicates with others in a tactful and respectful manner while showing sensitivity and concern
- ability to read others
- aware of the impact of their words and behaviours on others
- concern for others’ feelings
- tactful and impartial with all members of the community
- comfortable approaching others
- comfort and ability in confronting others and reaching interpersonal conflict
16
Q
teamwork
A
- working effectively with others to accomplish goals, which may require subordination of personal interests
- establishing and maintaining effective, cooperative relationships
- support and recognize team members’ accomplishments
- offer and provide assistance to team members
- welcomes input and assistance from other team members
- supports group efforts
- forges partnerships to accomplish goals
17
Q
adaptability and flexibility
A
- ability to change focus and adjust to different, sometimes sudden and competing, demands
- shift between work roles (e.g. mediator, rule enforcer)
- prioritize and work on different tasks at the same time
- juggle competing demands
- adjust to planned and unplanned work changes
- appropriate judgement and discretion in applying policies and laws
- perform duties without constant supervision
- work in unstructured situations
- adjust to supervisory styles
- adjust to shift work
18
Q
conscientiousness and dependability
A
- diligent and reliable work patterns and timely, logical performance in accordance with rules and regulations
- completing tasks successfully and in timely manner
- punctual and reliable attendance
- persevering when faced with difficulties or adverse working conditions
- organized and detail-orientation
- accountability and improvement in response to prior mistakes
- continually work to achieve or restore trust
19
Q
impulse control and attention to safety
A
- ensuring the safety of oneself and others by taking proper precautions and avoiding impulsive or unnecessarily risky behaviour
- behave within one’s limits and don’t take unnecessary risks
- think things through before acting but also take decisive action when warranted
- careful use and maintenance of equipment
- attention to and awareness of hazards
20
Q
integrity and ethics
A
- maintain high standards of personal conduct, characterized by honesty, impartiality, trustworthiness, and rule-consciousness
- not abusing the system or using their position for personal gain
- not trying to beat the system or bend the rules
- not engaging in illegal or immoral activities
- demonstrate what they are enforcing
21
Q
emotional regulation and stress tolerance
A
- ability to maintain self-control and composure during high stress situations, take negative aspects of the job in stride, and openly accept criticism
- acceptance of mistakes and personal limitations
- ability to perform in dangerous or difficult situations
- maintain positive self-image
- maintain an even temperament
- appropriate use of force
22
Q
decision-making and judgment
A
- ability to analyze situations quickly and determine an appropriate action or response
- ability to identify important information and use it effectively
- practical, efficient judgement and decision-making
- prioritize competing demands
- develop innovative solutions
- decision-making based on collection and consideration of relevant information
- deductive and inductive reasoning
23
Q
assertiveness and persuasiveness
A
- taking control of situations without hesitation, in a calm and assertive way
- confront others when appropriate and in a way that is appropriate
- not being easily intimidated
- use of force when needed
- persuade others to accept ideas and courses of action
- command respect and speak in a way that oozes confidences
- demonstrate a professional demeanour
24
Q
avoiding substance abuse and other risk-taking behaviour
A
- avoiding inappropriate behaviour that is self-destructive and/or can negatively impact the functioning of the Service or public trust
- substance abuse
- domestic violence
- drug trafficking
- gambling
25
psychological testing and POST dimensions
- MMPI-3, a test of ‘abnormal’ personality and psychology with 335 items
- for the police selection report, responses are compared to a norm group of 2036 police applicants, because they can’t be compared to the general public because they may have characteristics like low anxiety that differ from the public
26
examples of MMPI job relevant correlates
- feedback acceptance
- routine taks performance
- emotional control and stress tolerance
- assertiveness
