how many articles were cited in this section? Due to the accumulation of traumatic experiences and the high incidence of post-traumatic stress disorder (PTSD) and other related disorders, first responders are widely regarded as a suitable population for routine mental health screening. The promotion of screening is frequently advocated as a strategy to support the maintenance of a mentally sound work environment. Police agencies engage in screening procedures with the aim of identifying initial signs of mental disorders, thereby facilitating timely mental health services. Police departments conduct pre-employment testing to decrease the likelihood of recruiting individuals who may exhibit vulnerability to prospective mental health issues. With the presentation of problematic behaviors, it may be necessary for experienced law enforcement personnel to undergo a fitness for duty evaluation.  Notwithstanding the deployment of screening tools, a substantial prevalence of mental health concerns persists among police officers. RQ 2 included the analysis of 48 articles. 
Predicator of Job Performance
The main finding derived from the examination of 11 studies over the span of 2014-2022 is that the Minnesota Multiphasic Personality Inventory-2 (MMPI-2) has the potential to function as a prognostic instrument for forthcoming occurrences of misconduct by police officers. According to Marshall et al. (2020a), the MMPI-2 scales have been developed with the purpose of evaluating a range of characteristics that have been discovered in research as potential indicators of mental illness and psychopathology. A research investigation was conducted to explore the association between MMPI-2 scores and the particular behaviors that resulted in the cessation of employment within a substantial group of recently enlisted persons in the domain of law enforcement. According to Loya et al. (2022), the results of the study revealed a significant association between certain scores on the MMPI-2 and behaviors that hindered the attainment of successful employment within the police force. A distinct investigation unveiled that police officers who have faced allegations of employing disproportionate force and/or displaying racist conduct demonstrate elevated K scores and diminished F scores when compared to their peers within the sampled police officer population (Borgagna, 2022). Further research provides evidence to support the claim that the MMPI-2 exhibits a notable level of precision in forecasting potential behavioral problems among law enforcement personnel, encompassing mental, ethical, and performance-related difficulties (Sellbom et al., 2007; Weiss et al., 2013). Marshall et al. (2020b) and Marshall et al. (2021) conducted two further studies that yielded results indicating the absence of a statistically significant association between MMPI-2 scores and mental health issues.
According to a study conducted by Kim et al. (2021b), the application of Machine Learning (ML) methods in conjunction with the MMPI-2 has demonstrated reliable and consistent outcomes in accurately classifying and predicting an individual's suicidal ideation and past suicide attempts. The existence of a tool that demonstrates a high level of precision in projecting mental health results is beneficial. However, exercising caution throughout the selection procedure may present notable hazards, especially regarding the progression of cadets to following stages of the recruitment process. A further investigation that centers on the development of an innovative scale inside the MMPI-2 framework. The main purpose of this scale is to identify potential suicide risk in patients receiving assessment, namely those who may display reluctance in expressing clear suicidal thoughts or acts. According to Nichols et al. (2021), the results of this study indicate that the metric utilized is a dependable measure for assessing the probability of suicide.
	Notwithstanding the underlying principle of effectively predicting probable problematic behavior, there exists a proclivity to overlook or minimize unfavorable outcomes in order to progress the cadet to the subsequent phase of the recruitment procedure (Inwald & Thompson, 2021). Over the past year, several departments have implemented changes to their regulations, resulting in the recruitment of persons with questionable qualifications or mental unsuitability (Inwald & Thompson, 2021). Hence, the effectiveness of the screening measures depends on the following compliance with the measured outcomes.
Personality and Psychopathology Interplay
A major theme that emerged from the analysis of 13 articles on the MMPI-2-RF and police officers over the span of 2011 to 2021 is that mental illness can modify cognitive, emotional, and interpersonal inclinations, potentially impacting the behaviors and capabilities of law enforcement officers. The MMPI-2-RF is a comprehensive self-report inventory designed to evaluate a wide range of contemporary psychopathological symptoms and personality traits. The MMPI-2-RF elements are grouped into various scales that assess for clinical significance. The instrument measures criteria by which police candidates demonstrate actions that have the potential to hinder their effectiveness in fulfilling their professional duties.  One study identified the scores related to thought dysfunction are correlated with feelings of isolation and a lack of focus on achieving goals (Roberts et al., 2018).
	Psychopathology can profoundly modify personality, either in a positive or negative manner. For instance, it is possible that enduring a severe mental illness, could permanently influence one's cognitive, emotional, and interpersonal tendencies (Widiger, 2011). This modification of personality does not necessarily indicate just a persistent but mild expression of psychopathology. It may also signify the emergence of new personality traits because of the presence or encounter of psychopathology. The study findings suggest that the MMPI-2-RF spectrum scales show promise validity in evaluating psychopathology associated to personality disorders, in terms of criterion, concept, and incremental measures (Brown & Sellbom, 2020; Sellbom, 2019). It has been established that potential hazardous conduct in law enforcement professionals may be anticipated by analyzing their previous behaviors (Corey et al., 2018; Sellbom et al., 2021). Another study was implemented to explore the correlations between MMPI-2-RF and biodata, as well as post-hire metrics for performance, in a specific group of officers. They were deemed psychologically fit, were later employed, and had accessible records of their performance after being hired. The results suggest that combining MMPI-2-RF scores with biodata can enhance the accuracy of predicting undesirable outcomes (Corey et al., 2018). 
	The MMPI-2-RF had a revision and was subsequently renamed as MMPI-3 (Ben-Porath & Tellegen, 2020). The assessment has more than 300 items that are evaluated using numerous validity measures to detect inconsistent responses, exaggerated reporting, minimized reporting, and other relevant scales. In line with the findings of previous studies on the MMPI-2-RF, a recent investigation revealed a significant correlation between MMPI-3 scores and the post-10 dimensions (Whitman et al., 2021). The research derived exhibited convergent validity for assessing law enforcement officer candidates. However, some contend that the MMPI-2-RF is not without its shortcomings (Balthrop 2018; Corey & Ben-Porath, 2014). In situations when individuals are being assessed for employment, the deliberate deception of symptoms poses a significant challenge, especially when it involves downplaying, omitting, or minimizing pathological traits, emotions, or behavioral abnormalities. An inappropriate cadet may be erroneously sworn in due to false or inaccurate psychiatric reporting (Balthrop 2018; Corey & Ben-Porath, 2014). 
Criterion Validity and Predictive Accuracy
	An important finding based on reviewing 15 studies from 2014 to 2024 regarding the MMPI-3 and its use in pre-employment screening, demonstrates that the instrument is essential for identifying traits that could adversely affect police performance. The Minnesota Multiphasic Personality Inventory (MMPI) has consistently been one of the most extensively utilized psychological instruments in the assessment of police officer applicants during pre-hire screenings. The newest version, the MMPI-3, is a recently revised iteration of the MMPI-2-RF (Ben-Porath & Tellegen, 2020a,b). The MMPI-3 is inclusive of the POST-10 scales created by The California Commission on Peace Officer standards and Training (Spillberg & Corey, 2020).
The California Commission on Peace Officer standards and Training (Spilberg & Corey, 2020) mandates rigorous requirements that necessitate the evaluation of all recruits for law enforcement across various parameters: Emotional Regulation and Stress Tolerance, Avoidance of Substance Use and Other Risk-Taking Behavior, Impulse Control and Attention to Safety, Assertiveness, Social Competence, Teamwork, Decision Making and Judgment, Adaptability and Flexibility, Conscientiousness and Dependability, and Integrity and Ethics. A study examined the correlations between issues identified in pre-hire screenings of public safety candidates using the MMPI-3 assessment. The MMPI-3 scores showed regular and substantial associations with the POST-10 aspects. 
Previous studies have demonstrated that law enforcement professionals endure elevated levels of stress compared to individuals in most other professions and frequently suffer significant mental health issues (Price, 2017). The initial two peer-reviewed research focused on the examination of the MMPI-3 and its application in pre-employment screening for police officer candidates. These studies assessed the accuracy and practicality of using the MMPI-3 in this context (Whitman et al., 2021; Whitman et al., 2022). One study found that the MMPI-3 was not only effective in assessing police candidates but was also unable to find any indication to suggest significant or widespread differences in emotional or interpersonal issues that can be attributed to being subjected to occupational-related stressors (Whitman et al.,2022). The MMPI-3 PCIR identified 16 thresholds that were linked to a higher likelihood of experiencing difficulties in at least part of the POST-10 dimensions (Whitman et al., 2021). These findings of the research support the criterion validity of MMPI-3 scores in the pre-hire screening of police officers (Whitman et al., 2021). 
A recent study contributes to the existing body of literature on the interpretation of MMPI-3 results in pre-hire psychological examinations. It provides information on the frequencies of interpretable examinations, as well as the average scores and validity coefficients for MMPI-3 scores in a sample that includes nearly 2,000 public safety candidates. The findings confirmed the capacity to make accurate conclusions based on MMPI-3 scores across several groups, including police officers, correctional officers, dispatchers, firefighters, and male and female police officer applicants (Whitman et al., 2023). A supplementary analysis of 527 male and female police candidates revealed that there is no substantial disparity in the effectiveness of the MMPI-3 assessment tool between male and female candidates (Talerico et al., 2024). 
The MMPI-3 can detect both under reporting and over reporting as well. Research has demonstrated that both the MMPI-2 RF and MMPI-3 incorporate mechanisms to address the issue of deliberate underreporting within this specific group. This is advantageous, as the majority of applicants desire to present themselves in the most favorable light. The L-r and K-r validity measures have demonstrated use in detecting test takers who intentionally provide inaccurate or incomplete responses (Brown & Sellbom, 2019; Detrick & Chibnall, 2014; Tarescavage, Brewster, et al., 2015; Tarescavage, Fischler, et al., 2015). Another study supports the use of MMPI-3 and has determined that it's possible to detect response bias related to the over reporting of symptoms (Reeves et al., 2022). 
Utility of Neurocognitive Testing
The analysis of 7 papers on neurocognitive assessments reveals that they are widely acknowledged as a valuable tool for assessing the psychological capabilities of law enforcement professionals, particularly in the context of fitness-for-duty evaluations. Research has demonstrated that neurocognitive testing is a reliable method for evaluating psychological well-being, particularly in cases involving head injuries or dubious behavior by law enforcement officials (Berger et al., 2020) Testing of this nature can detect any impairments that may impact an officer's cognitive abilities, logical thinking, and conduct, which is essential for guaranteeing that police are competent in carrying out their responsibilities in a secure and efficient manner (Rimmer, 2022).
Although there is a scarcity of specific research on neurocognitive testing in stressful and demanding scenarios for police officers, a program designed to enhance officer decision-making in such circumstances yielded favorable results, indicating that neurocognitive testing may have advantages in this context (Dube et al., 2023). Nevertheless, further empirical evidence is required to substantiate the significance of neuropsychological testing in these particular situations. Moreover, studies conducted on police officers from various locations have demonstrated that neurocognitive assessments can effectively identify the cognitive skills that are pertinent to their professional responsibilities in ensuring public safety (Rabelo & Mazariolli, 2019). Barko et al. (2020) proposed the utilization of neurocognitive testing as a means to ascertain the attributes and psychological contraindications associated with achieving proficiency in the occupation of a patrol officer (Barko et al., 2020).	
Neurocognitive evaluation holds significant importance within the realm of response unit officers, as it enables the assessment of essential attributes like psychomotor skills, sensory-perceptual abilities, and cognitive processes (Ostapovych et al., 2020). Notwithstanding these findings, further investigation is warranted to have a more comprehensive understanding of the complete ramifications of neurocognitive testing on the performance of police officers, specifically within the Ugandan context (Wagner & Hout, 2019). Ultimately, the existing literature indicates that neurocognitive testing serves as a reliable method for evaluating the aptitude and abilities of police officers. However, additional research is required to investigate the full extent of its influence on performance and determine whether it should be adopted as a customary procedure in law enforcement organizations.
Discussion Research Question Two
Advocates frequently recommend mental health screening as a method to support the maintenance of a psychologically sound work environment. Personality tests are frequently conducted to screen and evaluate the mental well-being of prospective police cadets. Personality assessments are frequently carried out throughout the recruitment process for police officers. The MMPI-2 is extensively used in the process of selecting applicants. It has been employed to project the applicants who are most probable to excel in the role and do not possess personality features that are more vulnerable to mental illness. 
The MMPI-2-RF is another widely utilized mental health screening tool for prospective police officers. The results of the evidence synthesis revealed that the MMPI-2-RF possesses the capability to effectively forecast the susceptibility of police officers to potential behavioral and/or emotional difficulties. In addition, the integration of biodata with the MMPI-2-RF increases the capacity to assess and identify potential emotional and behavioral concerns. Nevertheless, critics argue that the MMPI-2-RF is not devoid of its limitations   During employment evaluations, intentionally deceiving symptoms presents a major obstacle, particularly when it entails minimizing, omitting, or downplaying pathological traits, emotions, or behavioral abnormalities. A cadet who is not suitable for the position may be mistakenly administered the oath of office because of misleading or incorrect scoring. (Balthrop 2018; Corey & Ben-Porath, 2014). 
The theory of constructed emotion incorporates both the physical and mental aspects, as the components of an emotional experience arise from innate bodily rhythms (Barrett & Satpute, 2019). Sleep dysregulation, digestive issues, sicknesses, and changes in consciousness caused by substances influence the perception of internal bodily sensations, emotions, and the body's ability to regulate its resources. Li et al. (2013) found that individuals with depression who died by suicide exhibit dysregulation in clock genes, which control circadian rhythm and indicate abnormalities with controlling energy. Individuals with impaired interoception, affect, and the allostatic or body budgeting system can be identified with the use of the MMPI-2 and MMPI-2-RF.
The theory of constructed emotion, which posits that emotions are constructed by multiple brain networks and are not triggered by dedicated circuits, supports neurocognitive testing by enhancing our understanding of how different neurocognitive processes contribute to emotional experiences. The theory of constructed emotion can provide a framework for defining emotional phenomena in terms of behavioral principles, which enhance cognitive approaches to emotion research (De Houwer & Hughes, 2018). Moreover, neurocognitive testing is informed by the theory through the development of performance-based tests that measure facets of emotion understanding based on componential emotion theory (Schlegel & Scherer, 2018). 
Research has also shown that brains' emotion networks can be identified and linked with various component processes such as valuation, appraisal, hedonic experience, and approach/avoidance tendencies, which are consistent with the theory of constructed emotion (Mohammadi et al., 2020). These neural networks support the identification of functional core processes of emotions, revealing the complexity with which different emotions emerge from coordinated activity across these networks. Recognizing subjective emotional experiences can be intensified by self-focused attention, indicating a dynamic relationship between subjective evaluation and objective neurophysiological data (Ito et al., 2023). Thus, neurocognitive testing methods can align with the theory of constructed emotion by harnessing a combination of subjective and objective data to analyze emotional states. In conclusion, the theory of constructed emotion underpins the process by which neurocognitive testing may assess emotional experiences, supporting the holistic understanding of how cognitive, psychological, and brain mechanisms collectively give rise to emotions.