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Purpose - This paper aims to outline an exploratory study of how a multi-agency, partnership approach to crime prevention might enable the police more effectively to target their utilisation of resources in order both to reduce lo...
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Purpose - This paper aims to outline an exploratory study of how a multi-agency, partnership approach to crime prevention might enable the police more effectively to target their utilisation of resources in order both to reduce local levels of criminality and to improve public confidence. It is set against a backdrop of major police reforms that will require police commanders to demonstrate high levels of accountability in terms of resource and financial utilisation, and to show continuing improvement in levels of public confidence. Design/methodology/approach - A case study approach is adopted; it draws upon both primary and secondary data sources and is framed within a situational approach to crime prevention. Findings - There has been a drop in the levels of burglary in those areas where the home improvement initiative (Decent Homes Programme) has been carried out. The tenants consulted as part of the research reported that they felt safer in their homes as a result. Also, their general level of satisfaction with the police and other agencies has improved. Research limitations/implications - There has been an overall drop in levels of reported crime in terms of burglaries across the UK. It may be asked whether such improvement in Nottingham has been due to a genuine improvement in police performance or is as a consequence of the home improvements. The present paper is a single case study, with no opportunity for a comparative analysis across other police force areas. This limitation could be overcome by other researchers involved in similar Decent Homes Programmes in other cities in the UK. Practical implications - The research illustrates that multi-agency working may indeed help create an improvement in living conditions for residents. It also identifies the fact that, as a result of successful integrated multi-agency approaches to crime prevention, the police are able to save resources in terms of time spent investigating crime. Originality/value - This paper adds tangible evidence to theoretical discourse on the benefits of multi-agency work in the context of social housing.
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This study examines the perceived ideal leadership behaviour in police organisations. It is based on a survey of 126 police managers from 23 US States who attended the Administrative Officers Course at the Southern Police Institut...
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This study examines the perceived ideal leadership behaviour in police organisations. It is based on a survey of 126 police managers from 23 US States who attended the Administrative Officers Course at the Southern Police Institute during the academic year 2007-2008. The questionnaire used in this investigation includes the Leader Behaviour Description Questionnaire Form XII (Stodgill, 1963). The main objectives of this exploratory analysis are to rank the importance of leadership characteristics based on police officers' perceptions, to create a typology of leadership styles preferred, and to identify the demographic factors that are most likely to influence variations in opinions regarding the behaviour of an ideal police leader. This research shows that individual characteristics can influence not only managerial styles, but also leadership preferences. In particular, results imply that gender and race play an important role in structuring leadership preferences. Female police officers do not appear to differ from men in their preferences for a predominantly task-centred and structured leadership. However, women seem to favour more than men do: (1) a type of leader who can be considered 'transformational'; or (2) a more democratic, worker-oriented leader, who would allow subordinates freedom of action and would respond well to the followers' concerns. Compared with Whites and other racial minorities, African American police officers tend to favour more a structured task-centred leadership orientation or a leadership style described as transformational.
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This introduction, to the following set of four papers, discusses the origins of performance indicators as used as a tool to promote police accountability. It discusses different ways of conceptualising what police officers do and...
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This introduction, to the following set of four papers, discusses the origins of performance indicators as used as a tool to promote police accountability. It discusses different ways of conceptualising what police officers do and how it should be measured. It describes the use of community surveys and other new ways of measuring what the police do and discusses some of the
problems inherent in trying to measure performance. The paper provides some examples of how performance indicators are being used in the developed world, and then transitions to how they are being used in some developing countries as well and introduces the four case studies.
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Despite the remarkable achievements in the development of Mexico's democracy, there is a lack of substantial progress in an essential matter: justice and police reform. This has been aggravated in recent years, following a very vi...
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Despite the remarkable achievements in the development of Mexico's democracy, there is a lack of substantial progress in an essential matter: justice and police reform. This has been aggravated in recent years, following a very violent outbreak of organised crime, which has shown the incapability of, and the extent of the corruption within, these institutions. Although there have been 15 years of increased investment in the sector, it is easy to infer that lots of resources have been wasted and little progress achieved because of the lack of clear objectives and sound evaluation.
The State of Queretaro, Mexico, developed a programme to promote police reform within the municipal police services, based on standards designed to strengthen the institutional capabilities to measure and improve individual and organisation performance. This paper relates the experience of evaluating police agencies in Queretaro where, as in the rest of the country, police institutions have been historically closed to public scrutiny. It shows the expected and unexpected outcomes, some positive and some negative, of a
programme to reform police services through evaluation, with a voluntary, transparent and objective approach.
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Purpose - The purpose of this paper is to examine the use of new public management (NPM) as a major strategy for democratic police reform in transitioning, developing and post-conflict nations. Design/methodology/approach - The pa...
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Purpose - The purpose of this paper is to examine the use of new public management (NPM) as a major strategy for democratic police reform in transitioning, developing and post-conflict nations. Design/methodology/approach - The paper reviews the literature and history of the use of NPM in the public sector and policing in Western nations and considers its use in programs of police reform. Findings - The review identifies that NPM can be used as a strategy in police reform and is able to be used in conjunction with policing approaches such as community-oriented policing. However, the adoption of NPM must be culturally specific and implemented within local capability constraints. Practical implications - Police reform, transparency and accountability are an important concern for all post-conflict and transitioning police agencies; therefore, the findings of this research are useful for implementation or planning of police reform and restructuring programs. Originality/value - With its focus on police management accountability in post-conflict or transitioning nations, this article expands research on strategies of democratic police reform and capacity development.
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This paper examines the impact of equity measures in Australian and New Zealand policing, involving nine police departments, from 2003/4 to 2007/8. The findings were mixed. Overall, the number of sworn female officers in both coun...
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This paper examines the impact of equity measures in Australian and New Zealand policing, involving nine police departments, from 2003/4 to 2007/8. The findings were mixed. Overall, the number of sworn female officers in both countries continued to trend slowly upwards, with an average of 24.3 per cent in Australia and 17.1 per cent in New Zealand in 2007/8. However, recruit numbers appeared to have peaked around 33 per cent and were in decline in most departments where data were available. Women continued to move up the ranks in all departments, but there were still very few women in senior ranks. Although women were not separating at a higher rate than men, they were more likely than men to resign. While more positive than earlier appraisals of equity in Australia, the findings continue to reflect inadequate data collection that would address long-term inequity issues. The labour force participation rate of women in Australia has increased significantly over the last few decades. However, women are not necessarily focusing on traditional career paths but rather see employment opportunities as one of many options that include family and lifestyle balance. Nevertheless, it is argued here that police organisations should remain committed to gender equity. Affirmative action and other gender equity strategies are considered necessary to encourage greater participation by women, for the benefits to women of a policing career and for the wider good of the community and police organisations themselves. Better diagnostic data and visible commitment are required to support this objective.
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Purpose - The purpose of this paper is to explore the contours of the code of silence, as a critical component of the ability to control misconduct and enhance integrity within any police agency, among officers (both line officers...
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Purpose - The purpose of this paper is to explore the contours of the code of silence, as a critical component of the ability to control misconduct and enhance integrity within any police agency, among officers (both line officers and supervisors) of the South African Police Service (SAPS). Design/methodology/approach - In 2005, the authors surveyed police supervisors from seven South African provinces and autonomous provinces. The questionnaire distributed to police supervisors contains 11 vignettes describing various forms of police corruption and one vignette describing the use of excessive force. The sample consists of 379 police supervisors. Findings - Results of the study indicate the existence of a strong code of silence among the SAPS supervisors. The authors report that the code of silence does not protect all misconduct equally; yet, a substantial minority of SAPS supervisors in the sample would protect many forms of police corruption from exposure. It was found that, with the exception of the three most serious scenarios of police corruption, no significant relation exists between the code of silence and the perceptions of disciplinary fairness. The code of silence is strong and it only weakens for the three or four most serious scenarios. Research limitations/implications - The respondents in the study were police supervisors who were attending training at the SAPS training centers. Practical implications - South African police administrators interested in controlling police corruption and curtailing the code of silence should start with their subordinate supervisors first. The strong code of silence among the supervisors prevents them from playing their critical role in the control of police misconduct and the curtailing of the code of silence among the line officers. Originality/value - Empirical studies of police officers in South Africa are rare. Despite the extensive efforts at reforming the SAPS, the SAPS seem to continue to be integrity-challenged. This empirical research focuses on the code of silence, a key element of police integrity, and includes opinions of a nation-wide sample of the SAPS supervisors about the code of silence. In addition, the research explores the relation between the code of silence and perceptions of disciplinary fairness.
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Purpose - As a result of advances in DNA and other forensic technologies, police agencies are showing increased interest in cold-case investigations, with larger departments dedicating staff to conducting these investigations or f...
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Purpose - As a result of advances in DNA and other forensic technologies, police agencies are showing increased interest in cold-case investigations, with larger departments dedicating staff to conducting these investigations or forming cold-case squads. The purpose of this paper is to provide information on how police agencies organize and conduct cold-case investigations.
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This article first introduces the definition of police administrative ethics, puts forward the importance of police administrative ethics construction from the perspective of administrative ethics, and then improves the constructi...
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This article first introduces the definition of police administrative ethics, puts forward the importance of police administrative ethics construction from the perspective of administrative ethics, and then improves the construction of police administrative ethics and legalization, establishes a multi-level administrative supervision mechanism, and strengthens the core values of socialism The four aspects of the police administrative ethics training mechanism and the strengthening of the Chinese publicity system to shape the police public image are four aspects of the practice of explaining the construction direction of Chinese police administrative ethics.
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