Dissertation Hearing Defense Delsa R. Bush April 7, 2009

1. Perceived Justice and Barriers and Facilitators to the Attainment of Leadership Positions in Local and County Law Enforcement Organizations in the State of Florida Dissertation Hearing Defense Delsa R. Bush April 7, 2009

2. INTRODUCTION

3. Introduction to the Problem • Women, minorities, increasing within organizations • Women and minorities occupy the lower rungs in leadership positions • 17,000 Law Enforcement Organization • Women in chief executive positions 1% • Glass Ceiling Effect

4. Purposes of the Study • Descriptive: Study sample in terms of all variables, human capital assets, demographic characteristics, perceived procedural justice, distributive justice, barriers and facilitators to career advancement, and attainment of leadership positions according to organizational characteristics

5. Purposes of Study Cont. • Exploratory (Comparative)1: • Exploratory (Comparative)2: Determine differences in all study variables according to race and gender • Explanatory (Correlational): Determine if study variables are significant explanatory variables of attainment of law enforcement positions • Contribute to the Empirical Validity of Cotter et al. (2001) criterion based glass ceiling effect

6. Definition of Terms • Glass ceiling • Human capital assets • Demographic characteristics • Organizational characteristics • Procedural justice • Distributive justice • Perceived barriers and facilitators to career advancement

7. Justification • Significant - contribution to knowledge • Researchable – scientific, measureable, tested • Feasible - participants are available

8. Delimitations and Scope • Setting (geographic) is confined to the State of Florida. • Setting (organizational) 100 or more officers • Target population law enforcement officers only local and county only

9. REVIEW OF THE LITERATURE • Leader label • Self Conceptualization • Tokenism • Brass Ceiling • Equity Theory • Procedural Justice • Distributive Justice • Perceived Barriers and Facilitators • Glass Ceiling

10. Gaps in the Literature • Literature limited to corporate organizations • Effects of race and gender combined is ignored • Glass ceiling effect not synthesized

11. Theoretical Framework • Glass ceiling effect • Equity theory • Procedural justice • Distributive justice • Perceived barriers and facilitators to career advancement (Lyness & Thompson, 2001)

12. Human Capital Assets Demographic Race Gender Organizational Characteristics Procedural Justice Distributive Justice Barriers and Facilitators to Career Advancement H2 H3 H6 H4 H5 H1a H1b Attainment of Leadership Positions H1c Hypothesized Model

13. Research Question 1 • Descriptive • Sample in terms of all variables • Human capital assets • Demographic characteristics • Organizational characteristics • Procedural justice • Distributive justice • Perceived barriers in facilitator to career advancement

14. Research Question 2 • Exploratory (comparative) • Differences according to organizational characteristics

15. Hypothesis 1 • Exploratory (comparative) 2 • Differences according to demographic characteristics • Race and Gender

16. Hypothesis 2-6 • Explanatory (correlational) • Significant • Leadership positions

17. RESEARCH METHODS

18. Research Design • Quantitative • Non-experimental • Descriptive (research question 1) • Exploratory (comparative) research question 2, hypothesis 1 and sub hypothesis • Explanatory (Correlational, hypotheses 2-6) • Self report online survey research

19. Population, Sampling, Sample Size, and Setting • Target population (2500) • Accessible population (entire target population (with e-mail addresses) • No more than 2500 officers • 75 local and state • No sampling plan (entire population)

20. Sample Size • The sample size needed for data analysis • Green’s (1991) estimate sample size n (sample size) = 50 + 8 (m)=258 • m = number of explanatory variables =26 • 286

21. Sample Size Cont. • 428 responses • 286 responses valid (data analysis) • 11.64% response overall

22. Setting • State of Florida • 75 law enforcement agencies • Within Organizations 100 or more • At home or Office

23. Instrumentation • Six-part online Survey • 73 questions self report • Approximately 20 minutes to complete. • Electronically via a website.

24. Instrumentation Cont. • Part 1 - Human capital assets (5) • Leadership attainment (1) • Developed by researcher • Education • Training • Experience • Tenure • Level of Knowledge

25. Instrumentation Cont. • Part 2 - Demographic characteristics (4) • Race • Gender • Age • Ethnicity

26. Instrumentation Cont. • Part 3 - Organizational characteristics (4) • Size • State/local • Union affiliation • Promotional process

27. Instrumentation cont. • Part 4 - Distributive justice (6) • Moorman (1991) • Cronbach’s alpha .94 • Internal consistency acceptable • Above .70 (Nunnally, 1978) • Confirmatory factor analysis .67-.89

28. Instrumentation cont. • Part 5 - Procedural justice (6) • Price and Muller (1996) • Cronbach’s alpha, .82 • Exploratory factor analysis >.80

29. Instrumentation Cont. • Part 6 - Perceived barriers and facilitators to career advancement (47) • Lyness & Thompson (2000) • Perceived Barriers 6a (26) • Six subscales • coefficient alphas .69-.84 • Factor analysis not reported

30. Instrumentation Cont. • Perceived Facilitators 6b (21) • Five sub-scales • Coefficient alphas sub-scale .70-.90 • Validity not reported

31. Data Collection/Ethical Considerations Document preparation • Permission for the use of questionnaires x 4 • SurveyMonkey.com policies and procedures • Online survey • IRB application and protocol • Waiver of signed consent • Placed on website SurveyMonkey.com

32. Data Collection Cont. • Anonymous, group responses, • No e-mail List Management tool • Survey Responses Collected Daily • 31 days • IRB form 8 • The data will be destroyed after one year.

33. Method of Data Analysis • Validity of scales • Principle Component analysis • Internal Consistency Reliability Cronbach’s Alpha • Divergent Validity • Pearson r correlations

34. Data Analysis Cont. • Statistical package for social sciences (SPSS) version 14 • Data coding • Research Question 1:Exploratory data analysis (descriptive statistics) • Research Question 2: Independent t tests, Chi-square, Pearson r

35. Data Analysis Cont. • Data analysis hypotheses testing • H1a: Independent t tests x 14 • H1b: Independent t tests x 14 • H1c:14 ANOVA one way with post hoc comparison • Hypotheses 2-6:Pearson r, Point-biserial, Separate multiple regression analysis (stepwise)

36. RESULTS

37. Results Cont. • Validity and Reliability of Instruments

38. Results Research Question 1 • Human capital assets • Demographic characteristics • Organizational characteristics • Perceptions of Procedural Justice • Perceptions of Distributive Justice • Perceived Barriers • Perceived Facilitators

39. Human Capital Assets

40. Human Capital Assets Cont.

41. Demographic Characteristics • Race

42. Demographic Characteristics Cont.

43. Demographic Characteristics Cont.

44. Research Question 2 Differences in human Capital Assets, demographic characteristics, perceptions of procedural justice, distributive justice, barriers and facilitators to career advancement, according to organizational characteristics

45. Differences According to Organizational Characteristics

46. Research Hypothesis 1 African American women perceive less justice, more Barriers Fewer Facilitators, and attain fewer leadership positions than other racial groups

47. H1a Partially Supported

48. H1b Partially Supported

49. H1c partially supported Hypothesized Order of Perception White Males African American Male White Females African American Females + -

50. H1c Partially Supported