THE REVIEW COVERS THE TRADITIONAL CONCERNS OF INDUSTRIAL PSYCHOLOGY, SUCH AS PERSONNEL SELECTION, PERFORMANCE APPRAISAL, AND JOB SATISFACTION, AS WELL AS RELATED BUT LESS FREQUENTLY CONSIDERED MATTERS SUCH AS VOCATIONAL CHOICE AND OCCUPATIONAL STATUS. THE STUDIES REVIEWED ENCOMPASS A VARIETY OF LEVELS OF ANALYSIS, INCLUDING INDIVIDUAL PSYCHOLOGICAL, SOCIAL PSYCHOLOGICAL, AND SOCIOLOGICAL. TWO THEMES EMERGE: (1) THE GROWING USE OF BEHAVIORAL AND MANAGEMENT SCIENCES IN POLICING; AND (2) IMPLICATIONS OF AN ORGANIZATIONAL OPEN SYSTEMS THEORY APPROACH FOR ACHIEVING SUCCESSFUL ORGANIZATIONAL TRANSACTIONS WITH THE EXTERNAL ENVIRONMENT (I.E., POLICE AGENCY RELATIONS WITH THE PUBLIC, WITH OTHER AGENCIES AND INSTITUTIONS, AND WITH POTENTIAL EMPLOYEES). THE REVIEW INDICATES THAT SECURITY AND SOCIAL NEEDS AS WELL AS THE NEED FOR A STRUCTURED LEADERSHIP ENVIRONMENT ARE SIGNIFICANT ASPECTS OF OCCUPATIONAL CHOICE FOR POLICE. POLICE REPORT SOMEWHAT LOWER JOB SATISFACTION THAN OTHER OCCUPATIONAL GROUPS. THE PARAMILITARY COMMAND STRUCTURE OF MOST POLICE DEPARTMENTS COINCIDES WITH POLICE OFFICERS' PREFERENCE FOR THAT LEADERSHIP STYLE BUT MASKS THEIR CONSIDERABLE DISCRETIONARY POWER. FEW ADEQUATE MEASURES OF INDIVIDUAL PERFORMANCE OR ORGANIZATIONAL EFFECTIVENESS ARE EMPLOYED IN POLICE PERSONNEL ADMINISTRATION. COLLEGE EDUCATION HAS BEEN OBSERVED TO HAVE BOTH POSITIVE AND NEGATIVE CONSEQUENCES FOR POLICE OFFICERS. PERSONNEL RESEARCH HAS FOCUSED ON THE VALIDATION OF SELECTION TESTS AND OTHER PREDICTORS IN POLICE WORK. THERE HAS BEEN A MOVEMENT AWAY FROM THE SCREENING OUT OF 'UNFIT' CANDIDATES ON A PRIORI STANDARDS. HOWEVER, MANY OF THE VALIDATION STUDIES ARE FLAWED METHODOLOGICALLY AND HAVE NOT CULMINATED IN PRACTICAL SELECTION PROCEDURES. THE ORIGINS OF 'MODAL POLICE PERSONALITY' ATTRIBUTES HAVE NOT BEEN SPECIFIED, ALTHOUGH THEY ARE USUALLY ASCRIBED TO ORGANIZATIONAL SOCIALIZATION. A LIST OF REFERENCES IS INCLUDED. (AUTHOR ABSTRACT MODIFIED --LM).