ABSTRACT

To address police misconduct, law enforcement agencies traditionally have used deterrence-based methods–in the form of ‘external controls’, which monitor and punish unacceptable behaviour. Some scholars, however, claim that ‘internal controls’ are more effective for addressing workplace misconduct and these controls are produced when employees perceive a greater degree of organisational justice within their agencies. Using survey data from 15,807 police officers from 101 agencies, this study tests whether (a) organisational justice impacts officers’ attitudinal support for misconduct, (b) organisational commitment is the mechanism that mediates the relationship, and (c) elements of command-and-control enhance or detract from the power of organisational justice to reduce attitudinal support for misconduct. Results suggest that organisational justice has both a direct and indirect (through organisational commitment) effect on officers’ assessments of misconduct and that elements of command-and-control can enhance the power of organisational justice to reduce attitudinal support for misconduct among police officers.

摘要

为了解决警察的不当行为，执法机构传统上使用基于威慑的方法——以“外部控制”的形式，监控和惩罚不可接受的行为。然而，一些学者声称“内部控制”对于解决工作场所的不当行为更有效，并且当员工在其机构内感知到更大程度的组织公正时，就会产生这些控制。本研究使用来自 101 个机构的 15,807 名警官的调查数据，测试是否 (a) 组织正义会影响警官对不当行为的态度支持，(b) 组织承诺是调解这种关系的机制，以及 (c) -控制增强或削弱组织正义的力量，以减少对不当行为的态度支持。