“Whoa! They Could’ve Arrested <Emphasis Type="Italic">Me</Emphasis>!”: Unsuccessful Identity Claims of Women During Police Response to Intimate Partner Violence

Many jurisdictions in the U.S. have implemented mandatory arrest policies in an attempt to limit police officers’ discretion in their arrest decisions when responding to intimate partner violence calls. Drawing from semi-structured interviews with female victims of intimate partner violence, I explore the ways in which mandatory arrest policies have influenced the identity work of women during their interactions with police officers. I focus specifically on women’s “unsuccessful” identity claims: situations where women are unable to convince police officers that they are victims and situations where women are unable to convince officers that they are not victims. I examine the strategies that women use during their identity work and explore the consequences of women’s failed self presentations under mandatory arrest policies, the most significant of which is a woman’s arrest. I argue that under mandatory arrest policies, for many women, the risk of failed identity work is even more consequential than before these policies were established.     

Core Self‐Evaluations,Work–Family Conflict,and Burnout

This study investigated how core self‐evaluations relate to work–family (and family–work) conflict and burnout. Drawing from a sample of 289 police officers and civilian staff who were either married or living in a union as common‐law partners, this study advances an empirical integration of work–family and core self‐evaluations research. The results suggested that even when work, nonwork, and demographic variables are controlled for, positive core self‐evaluations (i.e., composite scale, self‐esteem, locus of control, emotional stability) are related to less work–family (and family–work) conflict. The associations between core self‐evaluations and burnout are partially mediated by work–family (and family–work) conflict. Finally, core self‐evaluations moderated the association between work–family conflict and burnout, but not the one between family–work conflict and burnout.     

Sexual Politics in the Workplace: The Interactional World of Policewomen

This paper examines the dynamics of male-female interaction in one work setting—the backstage region of a police department—and explores the variety of ways that policewomen are pressured to “stay in their place” by male coworkers. Policewomen face interpersonal dilemmas because as police officers they are expected to behave like colleagues (i.e. as status equals); as women they are expected to behave as status subordinates. This paper investigates a number of the techniques by which female officers' gender is made salient and male officers assert dominance over female officers. The verbal techniques employed include the use of euphemisms, affectionate terms of address, cursing, joking and putdowns, and gossip. Non-verbal messages are transmitted by the use of personal space, touch, and chivalrous ceremonies. In addition the problems posed by sexuality and sexual harassment in the workplace are discussed. Data are based on nine months of participant observation and 55 interviews with officers in one police district in Washington, D.C.     

Gender,Working Conditions and the Job Satisfaction of Women in a Non-Traditional Occupation: Female Correctional Officers in Men's Prisons*

Despite the recent interest in women working in nontraditional occupations, few analyses have systematically compared the work-related attitudes of such women with those of men holding the same positions. This article presents an exploratory analysis, drawing hypotheses from the “gender” and “job” models described by Feldberg and Glenn (1979), to compare work-related attitudes among male and female correctional officers. Data drawn from a survey of male and female correctional officers working at the same prison facility (three male and one female units) are utilized to contrast the importance of gender, with experiences on the job as determinants of job satisfaction. The results support the job model, which suggests that the attitudes of working women are a function of their position in the organizational structure and immediate working conditions.     

Affirmative action,political representation,unions, and female police employment

Using data from three time periods (1981, 1987, and 1990/91), we analyze the factors that affect the hiring of female officers by municipal police departments. We find that affirmative action litigation significantly increased hiring of new female recruits, but female political representation in the form of female city councilors or mayors did not significantly affect the gender composition of police recruits. Consistent with co-worker discrimination, we find that hiring of female recruits is negatively related to the proportion of males already employed in the department. Furthermore, maledominated departments are more likely to employ fitness exams for recruits (a potential barrier to women) than are more integrated departments. The effect of a police union is mixed; there is some evidence that unions boost the hiring of female officers, yet unions are also associated with an increased likelihood of using fitness exams to screen new recruits.     

Women in the police: Integration or separation?

This study reports on the incorporation of female officers into the Atlanta Bureau of Police Services which until recently had an all-male occupational subculture. Fieldwork techniques included one-year of participant observation and the structured interviewing of 50 police officers.Findings indicated that women have been acculturated into the behavior and attitudes characteristic of the male police group. Specifically, they express increased cynicism and distrust of the public, and their behavior is abrupt with an unsympathetic demeanor. Conversely, women police officers have not been accepted as equally capable as male police officers by the latter. This discriminatory reaction results in a male overprotective attitude which is expressed in male domination of both detective and uniformed officers' work. These findings are congruent with the data from other studies which examined occupations in which women were numerically rare (tokens).The author concludes that because females emulate the male officers' ethos and behavior, and because they have not been accepted as equals in the police group, they have not greatly changed the male subculture of policing.     

Culture influence on educational public relations officers’ ethical judgments: A cross-national study

This paper reports the results of a questionnaire sent to 573 officers practicing public relations in higher education institutions in eight countries–officers from different cultures. The officers were asked to state their opinions on how ethical or unethical were the 25 hypothetical practices used in the study. Based on the findings, difference of culture produced differences in the officers’ ethical judgments. The results of the study enhance the idea of cultural relativism and this is seen as a challenge to globalizing public relations ethics.     

CAT FIGHTS AND GANG FIGHTS

This article uses Joan Acker's (1990) theory of gendered organizations to frame an analysis of the construction of occupational choice. Utilizing interview data collected from correctional officers (N = 36) working in a men's and a women's state prison, I examine these officers' strong preference for work in the men's prison. Reasons for preferring work with men draw on a comparison of male to female inmates in which the latter are seen as emotional and irrational, an ideal typical construction of the men's prison as a "real penitentiary,'and a feeling among officers that supervisors in women's prisons are less able to enforce institutional rules. The article concludes with a discussion of the implications of this case study for a theory of gendered occupational choice and gendered organizations.     

Unpacking Heat: Dueling Identities and Complex Views on Gun Control among Rural Police

Using 20 semistructured interviews with police officers from a rural sheriff's department, we present what we believe is the first in‐depth examination of U.S. rural officers’ views on gun control. We find that officers possess complex views about gun control, reflecting their multiple identities as both gun‐oriented rural citizens and police who seek to control the situations they encounter at work. Specifically, we observed that rural police officers: (1) embrace a rural identity that implies support of gun rights over gun control; (2) report that police work experiences have caused them to embrace their police identity and to distance themselves from some gun‐related aspects of rural identity (e.g., they have lost interest in guns over time and have increasingly dissociated from gun‐enthusiast peers); and (3) have learned to incorporate aspects of both identities into their views on gun control, universally advocating for some gun control measures in the name of community safety, but rejecting others as part of rural ideological views about personal freedom. We discuss research and policy implications and suggest that policymakers must better appreciate the nuances and culture of rural places in order to gain rural citizens’ and rural police officers’ support for gun control legislation.     

Research on Women in Policing: A Look at the Past,Present and Future

There are more women employed by police agencies today than ever before. Their role and workplace experiences have changed significantly from the time that they were first employed as police matrons in the late 1800s‐early 1900s. This article covers the history of women in policing. It provides an overview of past and contemporary research focused on female police officers. A trend found in the contemporary research reveals that there are many similarities among male and female police officers. This trend is interesting as policing has traditionally been a male dominated profession in the United States.     

The Rules of (Dis)engagement: Black Youth and Their Strategies for Navigating Police Contact

Prior work on youth–police relations examines young people's general perceptions of the police, their differential treatment by police officers, and officers' discretion in dealing with youth. Yet researchers have largely neglected the question of how young people attempt to shape these encounters. I address this critical gap, while also incorporating the experiences of “on track” youth and young women—two groups that are not exempt from police contact but traditionally ignored in the youth–police literature. Drawing on semistructured group and individual interviews with 19 black young people in New York City, I investigate the strategies they employ or subscribe to in navigating police contact. Three types of strategies emerged from my analysis: avoidance, management, and symbolic resistance. Avoidance strategies are marked by young people's attempts to preemptively steer clear of officers on the street. Management strategies are employed by young people during police encounters to limit risk or harm, while symbolic resistance is a subtle tactic used by some youth to preserve their dignity in these interactions. This study also considers the gender differences in respondents' approaches and offers new insights into how they assess their police interactions in an era of highly publicized incidents of police brutality.     

Information and Compassion in Crisis Responses: A Test of Their Effects

We used a national survey of 371 public relations officers in 4-year colleges and universities to examine environmental constraints, style of research, and certain personal characteristics to determine if they differentiate female and male practitioners. First, with regard to constraints, female public relations officers are most likely to occupy what we call the conscience of the organization role, whereas their male counterparts characterize a dominant insider position. Second, no differences in use or style of research were found by gender. Although this is encouraging, it is apparent that there remain environmental constraints—notably administrator expectations—that need to be addressed. Higher education was selected as the context to study in part because it is where we educate future practitioners. With regard to gender-related stereotypical expectations, colleges and universities are not practicing in their public relations offices what they are teaching in their classrooms. Findings are framed and discussed from both individual, liberal-feminist and collective, socialist-feminist perspectives.     

Doing Gender,Paying Low: Gender,Class and Work–Life Balance in Aged Care

This article examines how interactions between the doing of gender and class at institutional and organizational levels perpetuate inequality for aged care workers. In particular, it investigates how managers ‘do gender’ and class in relation to their care workers' work–life balance and the unintended consequences of this for aged care workers. The research data comprised interviews with female managers and aged care workers from four case studies in residential aged care in New Zealand. We argue that despite best intentions, the consequences of managers' doing gender and class results in continuing low wages, poor work–life balance and disempowerment at work for aged care workers.     

Accounts of professional and institutional tension in the context of Swedish elderly care

This article describes need assessment dialogues, the circumstances surrounding care, and the provision of residential care and in-home support for the elderly in Sweden, as seen from a communicative perspective. The purpose was to systematically describe and analyse the accounts of welfare officers concerning elderly care. The research questions were: How is the internal care context perceived and constituted through discourse? How do welfare officers manage the daily demands, expectations, tasks, and dilemmas in the encounter with the individual citizen? What significance do the welfare officers give their work and their professional tasks?Eleven interviews with welfare officers from elderly and handicapped care organisation of three municipalities were held, and a discursive analysis was made from the collected data. Four characteristic discursive phenomena in the welfare officers' accounts were observed: (I) the rights of the elderly, (II) living at home, (III) good relations, and (IV) the complaisance. The study shows that the dialogues with elderly contain communicative dilemmas and mixed loyalties. The welfare officers navigate between different perspectives and double approaches. She/he uses the navigating as a strategy and proficiency in their work. However, these proficiencies remain largely unnoticed and unreflected as techniques, strategies, or tools for attaining favourable care.     

The Impact of Mobile Data Terminal (MDT) Information Technology on Communication and Recordkeeping in Patrol Work

The impact of mobile data terminal (MDT) information technology is examined through field research which focuses upon the in-situ uses of the MDT by patrol officers. The impact on patrol officers is reflected in increased proactive work (i.e., traffic) and investigative work not typically the province of patrol, changes in communication patterns between line officers and dispatch and authority relationships with supervisors. The ways in which officers alter and shape their uses of MDT technology to preserve their autonomy, maintain solidarity with their co-workers and manage accountability is analyzed as a form of resistance to the potential of this technology to fragment work assignments and control information.     

Corporate support mechanisms for families: An exploratory study and agenda for research and evaluation

Based on telephone interviews with representatives from 16 corporations in the Baltimore-Washington area, this article explores the awareness of corporate officers of the linkages between work and family systems, their perceived responsibility for implementing policies and services that lend support to the family circumstances of employees, and the types of actions they had initiated in their corporations to help employees better balance work and family demands. Study results demonstrate limited awareness among corporate officers toward the work and family interface, employer uncertainty about corporate responsibilities for the family situation and demands of employees, and limited corporate development of family-oriented policies and services. These results are discussed in the context of recent federal initiatives to encourage greater corporate response to the family circumstances of employees. Implications are suggested for further research and evaluation.     

Applying a US Police Integrity Measurement Tool to the Eritrean Context: Perceptions of Top-Level Eritrean Police Officers Regarding Police Misconduct

Abstract

This article presents an analysis of data from a police integrity measurement survey administered to 107 top-level Eritrean police officers. Respondents were asked for their opinions regarding the seriousness of police misconduct, disciplinary action recommended, and their willingness to report fellow police officers engaged in such misconduct. The surveyed police officers considered some types of misconduct (e.g. off-duty work and accepting gifts) to be significantly less serious than others (e.g. opportunistic thefts from crime scenes and bribery). The findings suggest that the greater the seriousness of the offence, the more likely the officers were to recommend more severe disciplinary action. The survey evidence also indicates that, for six of the ten police misconduct cases, the majority of the respondents revealed they would report the misconduct, which suggests the police code of silence in the context of the Eritrean policing environment is weak.     

An analysis of the barriers to women becoming local union officers

This study examines the importance of barriers to the participation of women in local union activities. Male and female officers of local unions in Canada were surveyed to determine the importance of eight barriers to participation. The results indicate that the most important barriers are that women hold two jobs (at home and at work) and have no time for union activities; child care responsibilities prevent greater participation in unions; and women underestimate their abilities and believe that male employees are better suited to union officer positions. The analysis also explores differences in male and female ratings. Conclusions are reached regarding the importance of overcoming barriers at local levels in reducing the under-representation of women in national union governance. This study was supported by grants from the Canada Department of Labor and the University of Windsor. The authors wish to thank Elizabeth Rutherford for her research assistance.     

Gender,the Work‐Life Interface and Wellbeing: A Study of Hospital Doctors

Long and unsociable hours and intensive work pressure have been dominant features of the medical profession, especially in hospital work. The increased presence of women in medical occupations, however, has stimulated debate about the nature and consequences of such work practices on doctors' wellbeing. Against the backdrop of this debate the article explores how factors relating to the work–lfe interface affect the wellbeing of a sample of hospital doctors. A key aim is to assess whether gender differences are discernible in the pattern of factors associated with perceptions of job burnout and intentions to quit. The research suggests that female doctors were more likely to experience job burnout than male doctors. It also shows that aspects of the work–life interface affect the wellbeing of all doctors but women tend to rely on different forms of social support from men to alleviate burnout and reduce the likelihood of leaving their job.