Evaluating the Impact of Recruiting Practices on Police Officer Behaviour Performance

Abstract

This study sought evaluate the impact of recruiting practices on police officer behaviour performance using Tanzania Police School – Moshi as a case study. The study was guided by specific objectives, including identifying the recruiting practices employed by the institution, examining their relevance to police officer behavior performance, and analyzing the challenges facing recruiting practices at Tanzania Police School - Moshi. Drawing from Social Learning Theory and Job Embeddedness Theory, the case study research design employed a mixed approach and included a population of 3,000 enrolled police officers. To achieve this, the study utilized both simple random and purposive sampling methods, collecting primary data through closed-ended questionnaires and interviews, in addition to secondary data from document reviews. Quantitative data were analyzed using descriptive statistics with the aid of the Statistical Package for the Social Sciences (SPSS) version 26 software, while qualitative data from interview responses were subjected to content analysis. Findings revealed that Tanzania Police School - Moshi employs a transparent and well-defined recruitment process with aligned criteria. Furthermore, the study found that recruiting practices moderately influence police officer behavior performance and moderately align with desired behavior outcomes. Moreover, findings showed that administrative and logistical challenges and limited resources hinder the efficient execution of the recruitment process to a very large extent. As a recommendation, the study suggests that the institution should establish a dedicated committee or task force to address and mitigate these challenges. Also, future research endeavors should explore the relationship between actively seeking candidates from diverse cultural backgrounds and its potential impact on police behavior and community relations.