Relationship of measures of the unpredictability scales on the M-PULSE(TM) to the content scales on the MMPI-II

The Minnesota Multiphasic Personality Inventory- 2 nd ed (MMPI-2) has been widely used to screen candidates for law enforcement positions. However, the MMPI-2 was not designed for use in employment evaluations or with this population. The Matrix Predictive Uniform Law Enforcement Selection Evaluation (M-PULSE(TM)) was designed specifically for this purpose, and was normed using law enforcement candidates. Unfortunately, this is a relatively new instrument and very little data exits to support its widespread use in law enforcement selection. This study compares the 3 Unpredictability scales (Unpredictability, Risk-Taking, and Novelty-Seeking) from the M-PULSE(TM) Inventory with 12 of the MMPI-2 Content scales, in an effort to demonstrate the validity of this new instrument for use in selecting candidates for law enforcement positions. Using an ex-post-facto design, this correlational study used archival data collected from 2,866 test protocols from individuals (85% male and 15% female) who were evaluated at Matrix Inc. as part of the routine selection process of law enforcement officer candidates. As part of the standard evaluation process at Matrix, Inc., all participants were administered the MMPI-2 and the M-PULSE(TM) Inventory. Using Pearson product- moment correlations (p ≤ .01), scores on M-PULSE(TM) Unpredictability scales were compared to the select MMPI-2 Content scales. No significant correlations were identified. Despite the initial intent to establish evidence of the construct validity of the M-PULSE(TM) Unpredictability scales by demonstrating its convergent validity in relation to the MMPI-2 Content scales, results showed support for the divergent validity of this instrument. This is an encouraging finding, as the M-PULSE(TM) and MMPI-2 were each designed to measure different traits, thereby maintaining support for construct validity of the M-PULSE(TM). Findings suggest that use of both instruments in the officer selection process might provide a fuller, more dynamic picture of the police officer candidates.