Siinviidatu leidis oma koha peamiselt seetõttu, et võimaldab tutvuda n-ö arendatud vaatega politseiorganisatsioonist. Uus-Meremaa politsei loodi 1940. aastal ning tegemist on pika ajalooga organisatsiooniga, kuid ajalugu ei ole siin peamiseks aspektiks. Politseivaldkonna uurimine on Uus-Meremaal olnud mõnevõrra eraldiseisev korporatiivsest Mandri-Euroopa politseiuurimise traditsioonist, kuid pidevalt nähtav ja kõrge kvaliteediga olles selgelt orienteeritud politseiprofessiooni arendamisele Uus-Meremaa perspektiivist. Huvilised on seda kindlasti märganud ning sedalaadi süsteemne ja pühendunud töö võib igaüht rõõmustada. Ka neid riike-organisatsioone, kus isegi politseiline igapäevaleksika on … nagu on.

Kontekstiks:

Detracting people from pursuing police jobs around the globe are the trappings of modern society including terrorist attacks, public backlash, and increased violence, to name a few, making the profession one of the most prominent when it comes to measures of stress, burnout, anxiety, and in some cases, suicide (Grant et al., 2019; Queirós et al., 2020). Police officers often complain that organisational stressors such as job pressure, lack of support, over time, department politics, work–home divides (Can et al., 2018; Purba & Demou, 2019), and regularly being exposed to trauma (Biggs et al., 2021; Velazquez & Hernandez, 2019), can produce disidentification, negative coping strategies (Parkes et al., 2021), compassion fatigue (Papazoglou & Chopko, 2017), and can lead to a desire to leave the police force.

Probleemid ei ilmuta ennast iseenesest, nende otsimise-äratundmisega tegeletakse süsteemselt:

Yet, the NZ Police has been subject to systematic reviews in recent decades where it was found that there were several problems including a macho culture that disadvantaged female police officers, issues in management, policy, and processes, instances of inappropriate behaviour, and a lack of diversity in recruitment (Macaulay & Rowe, 2020).

Autorid fokuseerivad:

Accordingly, this research considers what defines a NZ Police officer by recounting the findings determined by applying thematic analysis (Braun & Clarke, 2006) to 2 NZ police recruitment videos, 15 ‘career path’ videos and 10 ‘bring yourself’ videos that are all available at https://www.chatcops.co.nz/ (New Zealand Police, n.d.b).

Sotsiaalsest identiteedist:

Finally, social identity is a systematic way of defining others that permits comparison and understanding of the self in a social environment (Ashforth & Mael, 1989). Individuals cognitively align with social categories (Brewer & Gardner, 2004; Hogg & Terry, 2000; Stets & Burke, 2000) and can ‘…internalise into their self-concept the culture, beliefs, behaviours & attitudes of the social category’ (Nairn, 2013, p. 42).

Politsei rolli sõnastamine-mõtestamine ei olegi nii kerge:

Defining the role of a police officer is not clear-cut. Scholars have variously argued that police officers are charged with maintaining law and order, protecting the public by detecting and solving crimes, engaging in conflict management, undertaking welfare checks (Charman, 2017) or as Bittner (1990, p. 249) suggests, reacting to ‘something-that-ought-not-be-happeningand-about-which-someone-had-better-do-something-now.’ In essence, being a police officer can include everything from administration to community engagement from anti-terrorism to undercover work (Millie, 2013).

Lugemishuvi suurendamiseks:

Although the recruitment videos have had considerable success in that they have spurred an increase in recruits, the feature videos have been watched upwards of 400,000 times on YouTube (NZPoliceRecruitment, 2018) and led to over 4000 comments on (New Zealand Police, 2018), and the public has had the opportunity to interact with the police and ask further questions though the ChatCops website, the NZ Police continue to struggle under the weight of a lack of government funding, increased workloads and a loss of morale (Smith, 2021). […] Therefore, the recruitment campaign, with its focus on diversity and positive perceptions of the police, endear people to such an organisation, but more needs to be done on translating that interest into tangible outcomes and positive workplace experiences.

Nairn, A., & Roebuck, R. (2022). Promoting the police: A thematic analysis of the New Zealand Police recruitment campaigns and the construction of officers’ identities. Journal of Criminology. https://doi.org/10.1177/26338076221085310