Why Promotable Female Officers Leave the Army

1993 ◽  
Author(s):  
Alma G. Steinberg ◽  
Beverly C. Harris ◽  
Jacquelyn Scarville
Keyword(s):  
Female Officers

Empowering Women in Blue Uniforms—Gender and Police in South Africa

2020 ◽  
Vol 7 (1) ◽  
Author(s):  
Shanta Singh ◽  
Sultan Khan
Keyword(s):  
South African ◽  
Police Officers ◽  
Police Work ◽  
Police Force ◽  
Police Culture ◽  
The South ◽  
South African Police Service ◽  
Female Police Officers ◽  
South African Police ◽  
Female Officers

Gender in the police force has received scant attention by researchers, although there are complex social dimensions at play in how male and female law enforcement officers relate to each other in the workplace. Given the fact that males predominate in the police force, their female counterparts are often marginalised due to their sexual orientation and certain stereotypes that prevail about their femininity. Male officers perceive female officers as physically weak individuals who cannot go about their duties as this is an area of work deemed more appropriate to men. Based on this perception, female officers are discriminated against in active policing and often confined to administrative duties. This study looks at how female police officers are discriminated against in the global police culture across the globe, the logic of sexism and women’s threat to police work, men’s opposition to female police work, gender representivity in the police force, and the integration and transformation of the South African Police Service to accommodate female police officers. The study highlights that although police officers are discriminated against globally, in the South African context positive steps have been taken to accommodate them through legislative reform.

scholarly journals Fashion’s Final Frontier": The Correlation of Gender Roles and Fashion in Star Trek

2013 ◽  
Vol 5 (4) ◽  
pp. 639-649
Author(s):  
Katharina Andres
Keyword(s):  
Gender Roles ◽  
Pop Art ◽  
Mirror Image ◽  
Star Trek ◽  
Original Series ◽  
Gene Roddenberry ◽  
American Society ◽  
The 1960S ◽  
Female Officers ◽  
Dominant Part

Since its creation in 1966, Star Trek has been a dominant part of popular culture and as thus served as the source for many cultural references. Star Trek’s creator Gene Roddenberry wanted to realize his vision of a utopia but at the same time, he used the futuristic setting of the show to comment on the present time, on ac-tual social and political circumstances. This means that each series can be regarded as a mirror image of the time in which it was created. The clothing of the characters in the different series is one part of that image. The uniforms of The Original Series show influences of the 1960s pop art movement as well as the mini-skirt trend that experienced its peak in that decade. In the course of almost 40 years, however, many things changed. In the 1990s, in Deep Space Nine and Voyager, a unisex uniform replaced the mini-dresses, with few exceptions; the colorful shirts gave way to ones that were mostly black. This trend continues into the new century. This essay interprets the evolution of the female officers’ uniforms from femi-nized dresses to androgynous clothing over the development of the series as a reflection of the change of gender roles in contemporary American society. The general functions of the female characters’ uniforms are the central object of its analysis while the few, but noteworthy exceptions to this pattern are given specific attention. Finally, one of the most intriguing lines of enquiry is, how the prequel series Enterprise, supposed to be set before The Original Series, but produced and aired from 2001 to 2005, fits in the picture.

scholarly journals Predispoziția spre structurare obsesiv-compulsivă la militari

2018 ◽  
Vol 8 (1-2) ◽  
pp. 63-86
Author(s):  
Georgiana Arseni-Trican
Keyword(s):  
Attachment Style ◽  
Combined Effect ◽  
Personality Structure ◽  
Obsessive Compulsive ◽  
Prediction Ability ◽  
Independent Variables ◽  
Parental Relations ◽  
Independent Variable ◽  
Female Officers

The main objective of this paper is to identify the combined effect of the training in the millitary (self-perceived), parental relations (self-perceived) and attachment style on soldier’s obsessive-compulsive personality structure. The secondary objectives are to find the relation between each independent variable – training in the millitary (self-perceived), parental relations (self-perceived) and attachment style – and obsessive-compulsive personality structure. The participants were 82 male officers and 12 female officers. The obtained data supported the hypotheses regarding the differences between officers from land forces academy and those from technical academy. Considering the hypotheses with reference to significant correlations and prediction ability of the independent variables on obssesive-compulsive personality structure, they were partially confirmed. Specifically, significant effects were identified only on some dimensions of obssesive-compulsive personality structure, like: hipercorectness, ritualic tendencies and verifications.

Who Am I? Who Are We? Exploring the Factors That Contribute to Work-Related Identities in Policing†

2020 ◽  
Author(s):  
Angela L Workman-Stark
Keyword(s):  
Social Identity Theory ◽  
Police Officers ◽  
Significant Contribution ◽  
Psychological Safety ◽  
The Body ◽  
Work Related ◽  
Fair Treatment ◽  
Occupational Role ◽  
Secondary Survey ◽  
Female Officers

Abstract Using social identity theory, this study examines the conditions under which police officers become attached (or not) to their organization and to their work, and whether one’s sex influences these relationships. Through an analysis of secondary survey data collected from a large Canadian police organization, the study found that fair treatment and psychological safety were significantly related to officers’ identification with their organization, and in turn, their work. The findings also demonstrated that when officers perceived their workplace as a masculinity contest, they were less likely to identify with their organization. Additionally, perceptions of a masculinity contest were associated with a greater likelihood that officers reported lower levels of psychological safety, and this effect was more significant for female officers. While women overall were no less likely than men to be attached to their organization or their occupational role, women who perceived their workplace as psychologically less safe reported lower levels of identification. The study also found that race and level within the organization may have a greater effect than sex on work-related identification. Overall, the study makes a significant contribution to the nascent literature on work-related identification and policing, as well as to the body of research on women in policing.

Gender and Public Organization: A Quasi-Experimental Examination of Inclusion on Experiencing and Reporting Wrongful Behavior in the Workplace

2019 ◽  
Vol 49 (1) ◽  
pp. 3-28 ◽  
Author(s):  
Helen H. Yu ◽  
David Lee
Keyword(s):  
Organizational Culture ◽  
Sexual Harassment ◽  
Federal Law ◽  
Exact Matching ◽  
Data Set ◽  
Sexual Discrimination ◽  
Significant Difference ◽  
Values And Beliefs ◽  
Quasi Experimental ◽  
Female Officers

Most public organizations share values and beliefs and socially constructed patterns of action that guide the behavior of their employees, resulting in their unique organizational culture. Existing literature on police organizations describes an unmistakable culture that celebrates masculine values and a social structure that exists purposely and specifically to repress female officers. Using a survey data set of 1,114 female federal law enforcement officers, this research employs coarsened exact matching to examine perceived inclusion and its effects on women experiencing disrespect by male colleagues and incidences of sexual harassment and sexual discrimination. In addition, reporting behavior is captured for female officers who experience wrongful conduct. The study finds that women who report working in an inclusive organizational culture are less likely to experience pervasive negative attitudes from their male colleagues or occurrences of sexual harassment and sexual discrimination. However, the existence of an inclusive organizational culture did not show a significant difference in reporting sexual harassment or sexual discrimination if women experienced such wrongful behavior.

Retaining Women Air Force Officers: Work, Family, Career Satisfaction, and Intentions

2019 ◽  
Vol 46 (4) ◽  
pp. 677-695 ◽  
Author(s):  
Erika L. King ◽  
Diana DiNitto ◽  
Christopher Salas-Wright ◽  
David Snowden
Keyword(s):  
Air Force ◽  
Regression Models ◽  
Work And Family ◽  
Family Factors ◽  
Career Intentions ◽  
Factors Associated ◽  
Work Factors ◽  
Family Types ◽  
Work Family ◽  
Female Officers

Despite efforts to improve women’s military representation, mid-career female officers attrit at twice the rate of male peers. Research and theory suggest women’s turnover is influenced by family life including marriage and parenthood. But previous research has grouped women together, failing to extrapolate which factors influence retention of women with different family types. Thus, this study explored a single career point (mid-career) at different family intersections (married, unmarried, with, and without children) to elucidate work and family factors associated with female officers’ retention decisions. Using 2011 Air Force survey data ( n = 1,309), regression models tested four hypotheses regarding work and family factors associated with different subgroups’ military life satisfaction and career intentions. Findings indicate that after accounting for satisfaction, work factors were insignificant for all subgroups, but family factors (as hypothesized) were significantly associated with married women’s career intentions. Results suggest that policies targeting family support/satisfaction may improve retention.

Exploring Gendered Environments in Policing: Workplace Incivilities and Fit Perceptions in Men and Women Officers

2020 ◽  
Vol 23 (4) ◽  
pp. 427-450
Author(s):  
Rachael M. Rief ◽  
Samantha S. Clinkinbeard
Keyword(s):  
Police Culture ◽  
Women Officers ◽  
Men And Women ◽  
Male And Female ◽  
Police Organizations ◽  
Women's Experience ◽  
Female Officers ◽  
Field View

Research indicates that women are still underrepresented in policing and that police culture is not fully accepting of its sisters in blue. As police organizations strive toward building an inclusive workforce, we must understand how women, already in the field, view their place and experiences within their jobs, organizations, and workgroups. Thus, in the current research, we use a comparative sample ( n = 832) of male and female officers to examine perceptions of fit in the job, organization, and workgroup, and how these perceptions relate to reports of workplace incivilities. Findings indicate that women "fit in "with the job and the broader agency, but they are less likely than men to feel they belong within their workgroup. This relationship was partially mediated by workplace incivilities, indicating that women’s experience of subtle forms of discrimination partially explains their lower levels of fit in their workgroup.

scholarly journals A Simple Solution to Policing Problems: Women!

2016 ◽  
Vol 9 (3) ◽  
pp. 590-597 ◽  
Author(s):  
Mindy E. Bergman ◽  
Jessica M. Walker ◽  
Vanessa A. Jean
Keyword(s):  
United States ◽  
Civil Rights ◽  
Police Officer ◽  
Use Of Force ◽  
The United States ◽  
Police Departments ◽  
Civil Rights Act ◽  
Police Organizations ◽  
Female Officers ◽  
Organizational Climates

Ruggs et al. (2016) describe paths through which industrial–organizational (I-O) psychology can make a dent in the ongoing policing problems in the United States. These paths include traditional I-O areas such as improved selection models, increased training, and changed organizational climates. However, there might be one fairly straightforward way in which police organizations can quickly reduce use-of-force problems: women. Because Title VII of the Civil Rights Act prevents selection based on sex, police departments obviously cannot hire women just because they are women. But police departments can and, we argue, should recruit more women to apply for police officer positions, create work practices and experiences that are attractive to and supportive of women (Hassell & Brandl, 2009), and make efforts to retain female officers because of the evidence that female officers use less force when policing (Bolger, 2015). Additionally, police organizations and I-O psychologists should also work together to discover why women are less likely to use force and, subsequently, determine whether these characteristics can be selected or trained for in either sex.

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