Paljude arvates on politseitöö maskuliinne ainuüksi põhjustel, et tegemist on relvade, vormi ja muu välisega, kuid eeskätt põhjusel, et tegemist on “võitjatega” hea ja kurja võitluses. Võitluse ja võitja metafoorid toetavad domineerimise-allutamise mõttekäike, mis omakorda seostatakse maskuliinsusega. Olgugi, et maskuliinsus on analüütiline kriteerium, siis mingit laadi käitumismustrid loovad tingumusi teatud spetsiifilisteks tulemusteks-tagajärgedeks.

Kontekstist:

In recent years, police organizations have faced increasing allegations of discrimination and harassment. For instance, several reports have documented the negative experiences of female officers in various police organizations across Canada […] Survey studies have shown a high incidence of harassment in male dominated occupations, such as policing (Fitzgerald et al., 1999), that not only value masculinity over femininity, but often define and prize specific forms of masculinity, including “competitiveness, assertiveness, physical strength, aggression, risktaking, courage, heterosexuality, and lack of feminine traits”

Maskuliinsusest:

In these environments, men (and women) are often expected to prove their manhood (i.e., compete in a masculinity contest—a zero-sum competition with rules defined by masculine norms; Berdahl et al., 2018) by behaving in accordance with these desirable forms of masculinity.

Mõõtevahend:

Masculinity Contest Culture (MCC) scale. This scale is comprised of four distinct, but highly correlated dimensions: dog-eat-dog (ruthless competition), put work first (an expectation of total devotion to work over family or other outside obligations), strength and stamina (equating strength and stamina with status), and show no weakness (pressure to avoid vulnerable emotions or uncertainty) (Berdahl et al., 2018).

Autor lubab:

little is known about the environmental factors that may contribute to MCCs (such as internal policies and practices), whether MCC norms are consistent across functions and levels and contribute to negative outcomes over and above other variables (such as climate and personal demographics), and whether they are perceived differently by diverse groups of employees. Using secondary mixed survey data collected from a Canadian police organization, I explore these questions in greater detail. I also seek to replicate findings from prior studies.

Maskuliinsusest politseis:

Silvestri’s (2017) recent review of police culture highlights the centrality of ‘manliness’ to the construction and identity of the ‘ideal’ police worker. Because preserving masculinity has been a central component of the police identity (Corsianos, 2011), male officers are particularly vulnerable to certain expectations of manhood. […] Taken together, this review of the literature illustrates that police organizations promote cultural norms that are representative of a masculinity contest and produce harmful outcomes for organizational members (mainly women), and the communities they are charged to serve and protect.

Vihjed järeldustest:

and above the climate factors of organizational justice and psychological safety. Thus, demonstrating that MCC norms may lead to harmful outcomes in the absence of sufficiently positive aspects of organizational climate. […] The current study also provides the first empirical evidence that MCC norms are related to experiences of harassment within a policing context, and that female officers are more likely to experience harassment than men.

Workman-Stark, A. L. (2021). Exploring Differing Experiences of a Masculinity Contest Culture in Policing and the Impact on Individual and Organizational Outcomes. Police Quarterly, 24(3), 298–324. https://doi.org/10.1177/1098611120976090