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POLICE OFFICER CANDIDATE MMPI-2 PERFORMANCE:

GENDER, ETHNIC, AND NORMATIVE FACTORS
ALFRED D. KORNFELD
Eastern Connecticut State University

Eighty-four police officer applicants (61 White males, 12 White Females,

and 11 minority males) were administered the MMPI-2 as part of an employ-
ment screening assessment. All the applications showed a defensive style,
low scores on scales 2 and 0, and extreme scores on scale 5 . Implications
of high scale 5 scores for female and low scale 5 scores for male police officer
applicants are discussed.

Reprint requests should be addressed to Alfred Kornfeld, Ph.D., Department of Psychology, Eastern
Connecticut State University, Willimantic, CT 06226.
 Police Oflcer Candidate MMPI-2 537

The employment of the MMPI for personnel selection in occupations that involve
high levels of stress and responsibility, such as nuclear power plant operator, air traffic
controller, and police officer, is an established practice (Butcher, 1979). Graham (1993)
noted that the successful use of the MMPI in screening police officers for psychopathology
is well documented. However, recent social and legal developments call for a reexamina-
tion of the meaning of the MMPI and its revision, the MMPI-2, in assessing law en-
forcement applicants.
Because the MMPI-2 first was published in 1989 (Hathaway & McKinley, 1989),
the normative base for evaluating police officer candidates is based largely upon the
original MMPI. There is a need for new normative data, especially given the arguments
that the MMPI and MMPI-2 may not produce similar results (Chojnacki & Walsh, 1992).
For example, Munley (1991) found that MMPI-2 male scale 5 scores are lowered and
female scale 5 scores are elevated when the original MMPI norms are employed. In ad-
dition, the MMPI normative data for police officers and police officer candidates under-
represent females and minorities. Normative underrepresentation is a cause for con-
cern given the increase in the number of female and minority candidates for police officer
positions.
Federal guidelines based on the landmark ruling of the United States Supreme Court
in the case Griggs et al. v. Duke Power Co. (1971) require that psychological instruments
have specific predictive validity for a job position. Pallone (1992) reported that the K
and Hy(2) scales of the MMPI are correlated positively with police officer performance,
while the L, PD(~),PA(^), and MA(^) scales are correlated negatively with on-the-job
performance. Whether these relationships are also true for the MMPI-2 is an empirical
question that also requires new normative data.
This study reports the results of the MMPI-2 collected over a period of 4 years
in the assessment of police officer candidates who were applying for positions in small
and medium-sized towns. It is concerned specifically with reporting normative patterns
associated with gender and ethnicity.
METHOD
Subjects
The subjects were 84 applicants for police officer positions in four towns that ranged
in size from approximately 15,000 to 60,000. There were 61 White male applicants, 12
White female applicants, and 11 minority male applicants. The minority male group
included 5 Hispanics, four African-Americans, and two Asian-Americans.
Procedure
The MMPI-2 was administered as part of a screening assessment that also included
an interview and the Inwald Personality Inventory (Inwald, 1992). All of the assessments
were conducted in a professional office and took place during 1989 to 1994. Before the
MMPI-2 was administered, the standard instructions found in the MMPI-2 test booklet
(Hathaway & McKinley, 1989) were read to the applicants. The MMPI-2 was admini-
stered individually or in groups of 2 to 3 candidates. The candidates were told that the
MMPI-2 was being used as a screening test and that it was employed commonly in high
responsibility occupations. The candidates were required to complete only the first 370
items because these yield the L, F, K and the 10 clinical scales on the MMPI-2 required
for the screening process. K-corrected scores were used in plotting the MMPI-2 T-scores.

RESULTS
The MMPI-2 T-scores for White male and minority male candidates are presented
in Table 1. These two groups have similar MMPI-2 profiles and present the common
538 Journal of Clinical Psychology, July 1995, Vol. 51, No. 4

job applicant pattern of a high K defensive score (Blau, 1994; Graham, 1993). While
there was a statistically significant difference between White and minority males on scale
1 , t(70) = 3.37, p < .05, there were no statistically significant differences for any of
the other scales. All of the clinical scales T-scores are well below the cutting point of
65, and scales 2, 5 and 0 are low, with T scores for the White males of 42.10, 39.39,
and 38.36 and for minority males of 40.45, 43.00, and 35.64, respectively. Keiller and
Graham (1993) reported that, for a nonclinical sample, individuals with low scores on
scale 2 of the MMPI-2 are less likely to have easily bruised feelings, t o worry, to have
problems in making decisions, and to have concern about being rejected. They are also
more likely to be self-confident and laugh and joke with people. Unfortunately, they
do not report correlates of low scale 5 and 0 scores. However, generalizing from the
MMPI clinical literature, low male 5s are described as presenting themselves as extremely
masculine, as having stereotypical masculine interests, and being action oriented (Butcher,
1990; Graham, 1993). Low scale MMPI 0 descriptors include sociable and outgoing,
extraverted, and friendly (Graham, 1993).

Table 1
Means and Standard Deviations of MMPI-2 T-scale Scores for White Male, Minority Male, and
Female Candidates

White males Minority males White females

( n = 61) (n = 1 1 ) (n = 12)
Scale M SD M SD M SD
L 56.90 11.71 53.45 8.83 60.00 10.50
F 39.19 3.07 38.27 3.54 39.50 5.35
K 62.48 6.23 58.83 8.09 64.60 5.43
1 48.10 6.13 40.18 9.84 44.80 4.40
2 42.10 5.79 40.45 4.16 37.80 4.92
3 49.38 5.61 47.18 4.09 46.50 4.35
4 49.37 7.27 46.09 1.94 49.00 8.52
5 39.39 6.66 43.00 7.80 64.20 4.50
6 41.91 6.86 50.36 6.84 40.80 3.95
7 46.07 6.12 47.00 4.37 44.10 5.65
8 45.21 5.51 44.91 5.98 45.30 4.70
9 46.10 6.28 46.91 9.96 46.40 3.69
0 38.36 5.44 35.64 3.55 38.60 4.38

The White female MMPI-2 profiles, presented in Table 1 show the same high defen-
sive K with the addition of a moderately elevated L scale (60.0). Scale 5 is elevated with
an average T-score of 64.20. Females with high 5 scores are described as typically reject-
ing the traditional female role and as having interests that are stereotypically more
masculine than feminine (Butcher, 1990; Graham, 1993). Like the male applicants, they
present the pattern of low scale scores on 2 (37.80) and 0 (38.60). The interpretation
of the low scale 2 and 0 for females is similar to that of males.

DISCUSSION
The results of this study show that on the MMPI-2, both White and minority male
and white female police officer applicants gave defensive profiles and presented themselves
 Police Oficer Candidate MMPI-2 539

as psychologically healthy individuals who are comfortable with people, free of worry,
and self-confident. White male applicants presented themselves as having stereotypic
male interests and attitudes, while the White female group high scale 5 score suggests
that they rejected traditional feminine roles and stereotyped behaviors as far as they
are measured by the MMPI.
The overall MMPI-2 profiles of White and minority male police officer candidates
were basically similar. While the small minority sample size of 1 1 cautions against any
generalizations, the similar MMPI-2 profile of the White and minority male groups is
consistent with the MMPI literature. For example, Graham (1993) argues that any
differences between Whites and African-American males on the MMPI, and by extrapola-
tion on the MMPI-2, are small and explained by such extra-test variables as
socioeconomic status. He observes that a similar pattern holds for Hispanic males,
although the situation is more complex for Hispanic females. Campo’s (1989) meta-
analysis of Anglo-Hispanic performance on the MMPI also indicates that any apparent
Anglo-Hispanic differences on the MMPI clinical scales are actually artifacts because
such differences covary with socioeconomic status and educational standing.
The most conspicuous finding for the White female group is the elevated scale 5 . The
customary interpretation of high female 5 scores includes aggressiveness, self-confidence,
and assertiveness, and a rejection of traditional female roles (Graham, 1977). Although
the size of the White female samples is small (n = 12), it is tempting to speculate about
the possible relationship between nontraditional behaviors of female high “5s” and male
police officer harassment. Women who enter the historically male-dominated police role
may be subject to a set of stressors that includes sexual harassment, negative attitudes
from male officers, and job isolation (Bartol, Bergen, Volckens, & Knoras, 1992).
Finally, any generalizations made from this research are limited by the small sample
size employed, especially for the minority male and White female groups. The opposite
gender patterns on scale 5 of the MMPI-2 for male and female police officer candidates
is at first glance noteworthy. However, as previously noted, Munley’s (1991) analysis
indicates that elevations on scale 5 of the MMPI-2 are more stable for females than
for males when the older MMPI norms are employed. Ultimately, psychologists involved
in screening job applicants with the MMPI-2 require additional normative data, especially
for female and minority police officer candidates, to ensure fairness in the employment
decision process.

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VALIDITY OF THE CELF-R, TONI, AND SIT FOR CHILDREN

REFERRED FOR AUDITORY PROCESSING PROBLEMS
EMILIO PEREZ, JOHN R. SLATE, RICHARD NEELEY,
MIKE McDANIEL, TERRY BAGGS AND KENT LAYTON
Arkansas State University

Recent changes in legislation for persons with disabilities have led to an in-
creased focus on Central Auditory Processing problems. Test scores from
the Clinical Evaluation of Language Functioning-Revised (CELF-R), Test
of Nonverbal Intelligence (TONI), and the Slosson Intelligence Test (SIT)
obtained from folders of 40 clients referred for auditory processing prob-
lems were analyzed to ascertain the validity of using these tests with a
population on which these tests were not normed. All tests and subscales
were correlated significantly. Even so, mean differences were present, with
one exception, on comparisons of test scores. Moreover, females obtained
significantly higher scores on the TONI than did males. Our findings generally
support the validity of using these tests with a Central Auditory Processing
sample.

Individuals with auditory processing deficits reportedly experience generalized prob-

lems with speech and language development, cognitive development, reading, and learn-
ing (Fodor, Bever, & Garrett, 1974; Sloan, 1980; Tallal, 1980; Willeford, 1985). Though
no assessment package has gained universal acceptance by practitioners in the identifica-
tion of Central Auditory Processing (CAP) disorders, two areas that traditionally are
examined in a CAP assessment battery are cognitive and language functioning.
Though various tests are utilized in the assessment process for CAP, tests chosen
for analysis because of their high frequency of use in the assessment of persons referred
for CAP were the Clinical Evaluation of Language Fundamentals-Revised (CELF-R;
Semel, Wiig, & Secord, 1987), Test of Nonverbal Intelligence (TONI; Brown, Sherbenou,
& Johnson, 1982), and the Slosson Intelligence Test (SIT; Slosson, 1981). The CELF-R
has been described (Semel et al. , 1987) as a global language test used in the identifica-
tion and diagnosis of oral language skills. Although the TONI and the SIT are con-
sidered cognitive screening measures, the TONI may be preferred over the SIT for
children referred for CAP difficulties because the SIT is a predominantly verbal measure

A version of this paper was presented at the annual meeting of the Mid-South Educational Research
Association, November 10-12, 1993, New Orleans.