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On the importance of a procedurally fair organizational climate for openness to change in law enforcement.
Law and Human Behavior ( IF 3.870 ) Pub Date : 2020-10-01 , DOI: 10.1037/lhb0000422
Laure Brimbal,Ben Bradford,Jonathan Jackson,Maria Hartwig,Emily Joseph

OBJECTIVE Drawing on recent work in policing and organizational psychology, we examined factors related to openness to organizational change and to adopting evidence-based interview techniques among law enforcement investigators. HYPOTHESES We hypothesized that a procedurally fair organizational climate would predict outcomes tied to organizational change, mediated by organizational identification and perceived legitimacy. We also predicted that procedural justice factors would be stronger predictors than outcome-oriented factors (i.e., rewards and sanctions). METHOD Study 1 surveyed law enforcement investigators (N = 711) about their attitudes toward and behaviors within their organization (i.e., perceived procedural fairness of one's organization, identification, legitimacy, compliance, empowerment, and extra-role behavior). Study 2 conceptually extended this survey to interviewers (N = 71) trained in a new, evidence-based interviewing approach adding likelihood of future use of the novel interviewing approach as an outcome. RESULTS In Study 1, the more investigators thought their organization had a procedurally fair climate, the more they identified with the organization and perceived it as legitimate. Framing compliance, empowerment and extra-role behavior as associated with openness to change, we found that legitimacy predicted compliance and tendency toward extra-role behavior (i.e., going "above and beyond"), while level of identification predicted feelings of empowerment and extra-role behavior. Study 2 partially replicated findings from Study 1 and found that motivation to attend the training also predicted likelihood of future use. CONCLUSIONS These studies highlight the value of a procedurally just organizational climate framework in understanding law enforcement interrogators' propensity toward implementing new evidence-based interrogation techniques. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译:

在程序上公平的组织氛围对于开放性执法变革的重要性。

目的利用近期在警务和组织心理学方面的工作,我们研究了与组织变革的开放性以及执法调查员之间采用循证访谈技术有关的因素。假设我们假设,程序上公平的组织氛围将预测与组织变革相关的结果,这些结果由组织识别和合法性来介导。我们还预测,程序正义因素比以结果为导向的因素(即奖励和制裁)更强。方法研究1对执法调查员(N = 711)进行了调查,调查了他们对组织的态度和行为(即,组织的程序公平性,认同感,合法性,依从性,授权和角色外行为)。研究2从概念上将这项调查扩展到接受过基于证据的新访谈方法培训的访调员(N = 71),从而增加了将来使用该新颖访谈方法的可能性。结果在研究1中,调查人员越认为他们的组织在程序上具有公平的气氛,他们越会认同该组织并将其视为合法。通过与变革的开放性相关的合规性,授权和角色外行为,我们发现合法性预测了角色的合规性和趋势,即超越角色的行为(即“超越”),而认同水平则预测了授权和额外行为的感觉-角色行为。研究2部分复制了研究1的发现,并发现参加培训的动机也预测了将来使用该产品的可能性。结论这些研究强调了程序公正的组织气候框架在理解执法审讯者实施新的基于证据的审讯技术的倾向方面的价值。(PsycInfo数据库记录(c)2020 APA,保留所有权利)。
更新日期:2020-10-01
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