Despite increasing allegations of misconduct, police organizations continue to overlook the environmental factors that contribute to harassment and other forms of misconduct. Using secondary survey data collected from a Canadian police organization (N = 488), this study explored the specific factors that might contribute to masculinity contest cultures (i.e., cultures akin to a zero-sum competition with rules defined by masculine norms; MCCs). This study also examined whether MCC norms are experienced differently based on level within the organization, occupational role, and employee sex. The study findings suggest that MCC norms may be amplified by a shortage of personnel, and certain policies and practices that pit members against each other. The study also found that MCC norms are not necessarily perceived in the same way. For instance, female and frontline police officers were more likely to perceive their workplace as a MCC. Female officers were also more likely to experience harassing behaviors. This study makes a significant contribution to research and practice as it advances our understanding of MCCs within policing and how they might be changed.

尽管有越来越多的不当行为指控，但警察组织仍然忽略了导致骚扰和其他形式不当行为的环境因素。使用从加拿大警察组织（N = 488），该研究探讨了可能导致男性气概竞赛文化的具体因素（即类似于零和竞赛的文化，其规则由男性规范； MCC）。这项研究还检查了MCC规范在组织内部，职业角色和员工性别方面是否有所不同。研究结果表明，MCC规范可能会因人员短缺以及某些使成员相互抵触的政策和实践而得到放大。研究还发现，MCC规范不一定以相同的方式被理解。例如，女性和前线警察更有可能将其工作场所视为MCC。女警官也更有可能经历骚扰行为。