The authors conducted a comprehensive meta-analysis based on 665 validity coefficients across 576,460 data points to investigate whether integrity test validities are generalizable and to estimate differences in validity due to potential moderating influences. Results indicate that integrity test validities are substantial for predicting job performance and counterproductive behaviors on the job, such as theft, disciplinary problems, and absenteeism. The estimated mean operational predictive validity of integrity tests for predicting supervisory ratings of job performance is.41. Results from predictive validity studies conducted on applicants and using external criterion measures (i.e., excluding self-reports) indicate that integrity tests predict the broad criterion of organizationally disruptive behaviors better than they predict employee theft alone

Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance.

Sackett and M. M. Harris (1984) reviewed published and unpublished literature on the use of commercially available paper-and-pencil integrity tests for employee selection. This paper reviews recent developments in this area. Legal issues related to the use of the polygraph, and integrity tests are discussed. Empirical research on the reliability, criterion-related validity, construct validity, fakability, and adverse impact of integrity tests is reviewed. Major changes since the previous review include (1) the emergence of two distinct types of tests, labeled overt integrity tests and personality-oriented measures, (2) a broadening of the criteria used for test validation to include global performance, absence, turnover, and forms of counterproductivity other than theft, and (3) an increase in the use of external criteria (e.g., detected theft, turnover) rather than self-report criteria (e.g., admissions of theft) in validation research. Difficulties in interpreting research findings and practical constraints on the use of integrity tests are discussed.

Integrity testing for personnel selection: an update

This study examined demographic- and personality-based employee dissimilarities in relation to organizational and interpersonal deviant behaviors. Perceived organizational support (POS), organizational commitment, perceived coworker support, and coworker satisfaction were proposed as mediators. The results revealed that dissimilarities in ethnicity, Agreeableness, and Openness to Experience were significantly related to organizational deviance; dissimilarities in gender, Conscientiousness, and Extraversion were significantly related to interpersonal deviance. In addition, ethnic dissimilarity negatively predicted POS and organizational commitment, age dissimilarity positively predicted perceived coworker support, Extraversion dissimilarity positively predicted coworker satisfaction, Agreeableness dissimilarity negatively predicted POS, and Openness to Experience dissimilarity negatively predicted POS, organizational commitment, perceived coworker support, and coworker satisfaction. Finally, POS partially mediated the relationship between Agreeableness dissimilarity and organizational deviance. Interpretations of results, implications for management, and future research are discussed.

/pdf/sticking-out-like-a-sore-thumb-employee-dissimilarity-and-4w2k3wgtbe.pdf

Sticking out like a sore thumb: Employee dissimilarity and deviance at work

This paper is the fourth in a series of reviews of the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection (see Sackett & Decker, 1979; Sackett & Harris, 1984; Sackett, Burris, & Callahan, 1989). New developments reviewed include an examination of professional and congressional inquiry into this area of testing, rapid growth of the validity data base, new insight into similarities and differences between different tests, and links to the Big Five personality dimensions. Inquiries into relationships with other constructs, including cognitive ability, moral reasoning, and social desirability are reviewed, as are applicant reactions to these tests. The effects of the Civil Rights Act of 1991 and the Americans with Disabilities Act are considered.

New developments in the use of measures of honesty integrity, conscientiousness, dependability trustworthiness, and reliability for personnel selection

The empirical evidence that has accumulated in support of the notion that personality is a valid predictor of employee performance is vast, yet debate on the matter continues. This study investigates frame-of-reference effects as they relate to the validity of self-report measures of personality. Specifically, we compare the validities of general, noncontextualized personality measures and work-specific, contextualized measures. The findings suggest that personality measures are a more valid predictor of performance when the scale items or instructions are framed specifically so as to reference work-specific behaviors. We found that the validities for noncontextualized measures of personality ranged from .02 to .22, with a mean validity of .11. The validities for contextualized measures ranged from .14 to .30, with a mean of .24. Additional moderator analyses were conducted in an effort to examine several alternate explanations for these validity differences. Specifically, we examined differences between the developmental purpose (general use vs. workplace use) and reliabilities of each type of personality measure. We also compared the validities from published studies to those from unpublished studies. Results suggest that these moderators did not have an impact on the validity differences between noncontextualized and contextualized measures.

A matter of context: A meta‐analytic investigation of the relative validity of contextualized and noncontextualized personality measures.

One tool used in the preemployment setting for the prediction of theft is thePersonnel Selection Inventory (PSI) (London House, 1980). The PSI is a paper and pencil measure containing three scales: honesty, violence/emotional instability, and drugs. This paper focussed on the usefulness of the PSI dishonesty scale in the prediction of employee theft. Criterion-related validity data from 1,806 persons across 23 samples were quantitatively summarized. All samples met predetermined decision rules. The data indicated that the validity of the PSI dishonesty scale was dependent on a “severity of consequences” moderator. Validity coefficients are highest when the subject's responses are anonymous, when the theft criteria are self-report measures, when the subjects are students, and when the subjects are aware that the investigator has another source of information on their honesty. In all analyses, the validity of the PSI scale was found to be in useful ranges and showed little variance across studies.

Predicting employee theft: A quantitative review of the validity of a standardized measure of dishonesty

This pilot study was conducted to determine if clinically-oriented test items are judged to be more offensive than job-related test items. Clinical tests typically ask more personal questions while employment tests usually ask job-relevant questions. A random selection of items from three employment tests was analyzed. Two of the tests evolved from clinical-personality tests, while the third test was designed specifically for employment settings. The results suggest that if companies are interested in using employment tests that are perceived as being job-relevant, inoffensive, and non-invasive, then they should consider selecting tests that include job-relevant items as opposed to tests that are derivatives of clinical assessment instruments.

Assessing privacy invasiveness of psychological test items: Job relevant versus clinical measures of integrity

This article summarizes the criterion-related and construct validity evidence for theEmployee Attitude Inventory (EAI) theft scales. These paper-and-pencil measures were designed to help employers gain information about theft among current employees. It is argued that the validity of the theft scales is dependent on the proportion of dishonest employees in the group being screened. Using meta-analysis techniques, the theft scales were shown to have useful levels of validity regardless of the proportion of dishonest employees in the population being screened. Also, the validity coefficients were relatively invariant across organizations and occupations. Thus the available evidence supports the use of the EAI as an effective tool for identifying dishonest employees. However, given that the present analyses are based on a relatively small set of data, the authors' conclusions should be regarded as preliminary. These analyses should be repeated as additional validity data becomes available.

A meta-analysis of the validity of the employee attitude inventory theft scales

This article describes some essential computer skills needed by psychology students seeking careers in business. It is suggested that students become familiar with computer software packages in the following areas: statistical analyses, wordprocessing, spreadsheets, data base managers, and graphics. Discussion is provided.

John W. Jones

Papers

Predicting employee theft: A quantitative review of the validity of a standardized measure of dishonesty

Assessing privacy invasiveness of psychological test items: Job relevant versus clinical measures of integrity

A meta-analysis of the validity of the employee attitude inventory theft scales

Essential computing skills needed by psychology students seeking careers in business