| The effective personnel selection can make a significant contribution to the successful functioning of an organization, so that in the police office. Modern society needs not only policemen's muscularity, but also many other capabilities and skills. So the psychological tests are being introduced in the process of the police recruitment. In June 2003, Shanghai Police Service used psychological tests score as an important criteria to screen out the unqualified in the recruitment process, which is the first time of psychological screening of police applicants in China.The paper reviewed literatures about psychological screening of police applicants, discussed which characters are essential for police career, which scales can evaluate those characters, how they can predicted the performance of the policemen, and compared psychological tests with other evaluation techniques. The study produced the predictive validity coefficient of several tests, which can help the latter decision making of recruitment and selection for Shanghai Police ServiceThe results suggest that: 1) Policemen's work experience affected their personality a lot. Veteran policemen's score on MMPI are significantly higher than the entry-level policemen. 2) Experience and different types of police work did not affect policemen's personality significantly. The study did not support using different tests or criteria to recruit different types of policemen. 3) The reliability coefficient of MMPI is 0.475. 4) The validity coefficients of factor 2 and factor 3 of MMPI are between 0.11 and 0.14. 5) The relationship between score of Raven test and score of training performance are not ordinary linear. 6) The validity coefficients of psychological tests are higher than academic tests and interview. 7) MMPI and Raven test are fit for screening out not for screen in. Adopting the minimum cutoff approach, that is, using the score below which an individual could not perform the job, is recommended in psychological screening. |
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