Suppr超能文献

论程序性公平的组织氛围对执法开放性的重要性。

On the importance of a procedurally fair organizational climate for openness to change in law enforcement.

机构信息

School of Criminal Justice and Criminology.

Department of Security and Crime Science.

出版信息

Law Hum Behav. 2020 Oct;44(5):394-411. doi: 10.1037/lhb0000422.

Abstract

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).

摘要

目的

借鉴最近在警务和组织心理学方面的研究成果,我们考察了与执法调查员对组织变革的开放性以及采用基于证据的访谈技术相关的因素。

假设

我们假设程序公正的组织氛围将通过组织认同和感知合法性来预测与组织变革相关的结果。我们还预测,程序公正因素将比以结果为导向的因素(即奖励和制裁)更能预测结果。

方法

研究 1 调查了执法调查员(N=711)对其所在组织的态度和行为(即,对组织的程序公正性、认同、合法性、合规性、授权和角色外行为的感知)。研究 2 将这一调查扩展到接受新的基于证据的访谈方法培训的访谈者(N=71),并将未来使用新访谈方法的可能性作为结果。

结果

在研究 1 中,调查员认为他们的组织具有程序公正的氛围,他们对组织的认同度和感知合法性就越高。我们将合规、授权和角色外行为作为与变革开放性相关的因素进行了分析,发现合法性预测了合规性和角色外行为的倾向(即“超越本职工作”),而认同度则预测了授权感和角色外行为。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未来使用的可能性。

结论

这些研究强调了程序公正的组织氛围框架在理解执法审讯员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)。

文献AI研究员

20分钟写一篇综述,助力文献阅读效率提升50倍。

立即体验

用中文搜PubMed

大模型驱动的PubMed中文搜索引擎

马上搜索

文档翻译

学术文献翻译模型,支持多种主流文档格式。

立即体验