Search

Police officers, like other professionals, need to develop their competence and skills in correspondence with society. Peer feedback has been proven to significantly affect learning in the educational setting, and colleagues are seen as significant for the learning process in organizations. However, there seems to be little systematic knowledge concerning how verbal peer feedback affects police officers in workplace learning programs, and which elements affect this feedback. This review aims to fill this gap by analyzing 20 studies selected based on Arksey & O'Malley's methodological framework. Findings show that police officers' performance, motivation, and job satisfaction effectively can be improved using verbal peer feedback. It also shows some workplace conditions and factors management and feedback actors should consider when organizing for and conducting feedback. Lastly, it shows that much of the research conducted within the educational sector also is valid for police workplace learning programs. However, further research is needed, especially concerning the relationship between police peers. [ABSTRACT FROM AUTHOR]

Despite a growing body of research, there is no systematic body of evidence that establishes the rigour of existing measures of stress among police. The aim of this scoping review was to investigate (1) the diversity of stress measures used in police research and (2) the psychometric properties of such measures and the ways in which they are utilised. The systematic literature search discovered 16,216 records, which were reduced to 442 records of relevance. A total of 20 qualitative and 422 quantitative studies were found to be relevant, including a total of 129 unique measures, of which the majority showed satisfactory reliability (Cronbach's alpha ≥ 0.80). The identified measures pertain to four main categories: police-specific, perceived stress, psychological and physiological outcomes (including mood and affect changes), and assessment batteries. The measures have a general tendency to emphasise illness, and police-specific stressors pertain mostly to traditional police work. Measures should be chosen based on the aspect of the stress phenomenon that is to be investigated. This study provides detailed recommendations concerning how to use these measures to advance research concerning stress among police. [ABSTRACT FROM AUTHOR]

Does being a sexual minority member heighten the risk of sexual harassment to the same extent for women and men? We compare two perspectives on the interaction between gender and sexual minority status in predicting exposure to sexual harassment: gender and sexual minority status as independent risk factors (additive effects) versus sexual minority status as a stronger risk factor for men (interactive effects). In a representative survey among N = 4386 employees from the Norwegian Police Service, we found support for the additive perspective. Women, OR = 2.46, 95% CI [2.12, 2.89], and sexual minorities, OR = 2.51, 95% CI [1.81, 3.48], had higher odds of being targeted by sexual harassment. We do not find that sexual minority status is a stronger risk factor for men than for women but that sexual minority status increases the odds of being targeted with sexual harassment for both women and men. The effect of the interaction between gender and sexual minority status (OR = 0.80, 95% CI [0.39, 1.63]) was too small to be significant in our sample. We discuss methodological challenges in studying low-frequency events such as sexual harassment from an intersectional perspective. The group most at risk for being sexually harassed at work in the NPS is sexual minority women. Norway is characterized by gender equality and legal protection of sexual minorities. This does not seem to cancel out the effects that violations of gender ideals have on the likelihood of being harassed. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate external whistleblowers' experiences of workplace bullying by superiors and colleagues, and to analyze how the bullying was influenced by factors such as the support they received from government or NGOs, and whether colleagues understood the reasons for the whistleblower's actions. For bullying by colleagues, we also examined to what extent this was influenced by superiors' behavior towards the whistleblower. We reviewed the relevant literature on workplace bullying and whistleblowers' experiences of negative or retaliatory actions and developed three hypotheses, which we tested using data gathered from Korean external whistleblowers. Results revealed that external whistleblowers experienced work-related bullying by superiors and social relation-related and person-related bullying by colleagues more frequently, and found it more distressing, than other types of workplace bullying. Superiors' bullying was a dominant factor affecting bullying by colleagues. Colleagues' understanding of the reason for the whistleblower's actions was significant in reducing bullying frequency while support from government and NGOs was not significant in reducing it. Based on these findings, practical implications are discussed. [ABSTRACT FROM AUTHOR]