Integrity Test Presentation - PowerPoint Presentation

Slide1

Integrity Test Presentation

By: Heather Lomason, Ashley Frazier & Daniel Ratti

April 22, 2010Slide2

OverviewDefinition of Integrity TestsExamples of Integrity TestsAdvantages of Integrity Tests

Disadvantages of Integrity Tests

Main Controversies Surrounding Integrity Tests

Limitations of the MethodSlide3

Definition of Integrity TestsA paper and pencil, self-report test developed to predict employee theft potential and other counterproductive behaviors (Wanek, 1999).

Used with current employees and/or pre-employment applicant screening (Wanek, 1999).

Two categories of integrity tests

Overt integrity tests

Personality-based integrity testsSlide4

Overt or Personality-based Integrity Tests“What is the dollar amount of money or merchandise you have taken from your current employer?’“Do you believe a person arrested for stealing from their employer should tell co-workers who helped with the theft?”

‘I am more sensible than adventurous’.

‘Have you ever thought of a way to steal something, but then changed your mind and didn’t take it?’

**Note: Questions are cited an article from Wanek, 1999**Slide5

Examples of Integrity Tests

Name

of Methods

Descriptions

Personnel Selection Inventory (PSI)

Measures honesty, tenure, drug avoidance, employee-customer relations, safety, work values and attitude toward supervision (Wanek, 1999).

Application Potential Inventory (API)

Inventory that uses the PSI scale, measuring a variety of job-related attitudes and other characteristics. Used to predict counterproductive work behaviors and hire

high p

erforming employees

(Jones, Brasher, & Huff, 2002)

.

Reid Report

Measures

conscientiousness

,

agreeableness,

and

emotional

stability (Fortmann, Leslie,

& Cunningham, 2002

).

Stanton Survey

Measures conscientiousness, agreeableness and emotional stability. Survey items focus on individual’s history of dishonest behavior, attitudes toward theft and dishonesty; estimates the prevalence of theft

(Connelly, Lilienfeld, & Schmeelk, 2006).

Personnel Reaction

Blank (PRB)

Measures dependability, conscientiousness,

self-restraint, and social conformity. (Wanek, 1999).Slide6

Advantages of Integrity TestsValidity

In a study conducted on three different populations, integrity scores served as

significant predictors of supervisor perception of job performance and admissions of counter productivity

(Cunningham, Fortmann, & Leslie, 2002).

When used as a Situational Judgment Test, this method typically

serves as a good predictor of job performance

(Becker, 2005).

Although developed for predicting theft,

integrity tests are effective also for predicting overall performance

(Ones &

Viswesvaran

, 2001).Slide7

Advantages: Validity (cont.)

A meta-analysis using 655 validity coefficients estimated a true

validity of 0.41

across 7,550 people for supervisory ratings of job performance (Ones, et al.,1993).

For predicting broad counterproductive behaviors, the

mean operational validity of both overt and personality based integrity tests is positive and substantial (0.30´s)

(Ones, et al., 1993)

.

Slide8

Advantages: Validity (Cont.)

A meta-analysis suggested that integrity test scores

are predictive of job training performance (r = .38), production records (r = .28), accidents at work (r = .52), and property damage (r = .69)

(Ones &

Viswesvaran

, 2001).

Has an

incremental validity of 0.14

when combined with cognitive ability tests (Ones &

Viswesvaran

, 2001). The multiple R of combining both is 0.65.Slide9

Advantages of Integrity Testing

Reliability

Little variability across reliability coefficients (0.78 to 0.82) when used across different cultures (Argentina, Mexico, and South Africa) (Cunningham, Fortmann, & Leslie, 2002).

Cross Cultural Considerations

The Reid Scale on data from Argentina, Mexico, and South Africa revealed results suggesting that integrity is a stable construct across cultures (Cunningham, Fortmann, & Leslie, 2002).Slide10

Disadvantages of Integrity TestsAccording to Ones et al. (1993), integrity tests were developed to predict theft, however they are more effective in predicting broad counterproductive behaviors.

Applicants may react negatively to being evaluated on moral grounds.

Personality based tests have no validity estimates for the prediction of theft alone, only for broad counterproductive behaviors (Ones, et al., 1993).

Overt Integrity tests may be more closely related to behaviors than to moral reasoning.Slide11

Main ControversiesWhich type of integrity test provokes more negative reactions in respondents, overt integrity tests or personality-based integrity tests? (Whitney, Diaz, Mineghino, & Powers, 1999).

Attention by critics has been given primarily on how integrity predicts externally measured theft, with disregard for the evidence of test validity for a wide range of counterproductive behaviors and job performance (Ones & Viswesvaran, 2001).Slide12

Main Controversies (cont.)Coaching can increase scores on the unlikely virtues items but little affect on the integrity test score (

Hurtz

&

Alliger

, 2002).

Adverse Impact- women score .16 standard deviations higher on overt integrity tests than men but there is little difference between age differences or different ethnicities. Slide13

Limitations

Lack of availability of validity estimates for prediction of theft when using personality-based integrity tests (Ones &

Viswesvaran

, 2001).

Many studies take place in different business settings, thus comparisons must consider the limitations this implies.Slide14

LimitationsWhen conducting cross-cultural studies the interpretation of translated words can vary thus affecting the validity of the tests.

Many studies take place in different business settings, thus comparisons must consider the limitations this implies.

There is still a lack of clarity as to how respondents´ perceptions of integrity test effects their subsequent performance and general attitudes. Slide15

LimitationsLack of research studying the relationship between job relatedness and integrity test performance (Whitney, Diaz, Mineghino, & Powers, 1999).

Limited research on individual differences such as ethnicity when regarding to perceptions of integrity tests (Whitney, Diaz, Mineghino, & Powers, 1999).Slide16

Citations

Becker, T. (2005). Development and validation of situational judgment test of employee integrity

. International Journal of Selection and Assessment, 13

(3), 225-232.

Connelly, B.S., Lilienfeld, S.O., & Schmeelk, K.M. (2006). Integrity tests and morality: associations with ego development, moral reasoning, and psychopathic personality.

International Journal of Selection and Assessment, 14 (1), 82-86.

Fortmann, K., Leslie, K., & Cunningham, M. (2002). Cross-cultural comparisons of the Reid Integrity Scale in Latin America and South Africa

. International Journal of Selection and Assessment, 10

(1), 98-108.

Hurtz

, G. M. &

Alliger

, G. M. (2002). Influence of coaching on integrity test performance and unlikely virtue scale scores.

Human Performance,

15(3), 255-273.

Jones, J.W., Brasher, E. E., & Huff, J.W. (2002). Innovations in integrity-based personnel selection: Building a technology-friendly assessment.

International Journal of Selection & Assessment,

78 (1/2), 87-97.

Ones, D.S.,

Viswesvaran

, C., & F.L. Schmidt (1993). Comprehensive meta-analysis of Integrity Test Validities: Findings and implications for personnel selection and theories of job performance.

Journal of Applied Psychology,

78 (4), 679-703.Slide17

Citations

Ones, D. S. &

Viswesraran

, C. (1998). Gender, age, and race differences on overt integrity tests: Results across four large-scale job applicant data sets.

Journal of Applied Psychology

, 83(1), 35-42.

Ones, D.S. &

Viswesvaran

, C. (2001). Integrity tests and other criterion-focused occupational personality scales (COPS) used in personnel selection.

International Journal of Selection and Assessment, 9

(1), 31-39.

Mumford, M. D., Connelly, M. S., Helton, W. B., Strange, J. M., &

Osburn

, H. K. (2001). On the construct validity of integrity tests: Individual and situational factors as predictors of test performance.

International Journal of Selection and Assessment,

9(3), 240-257.

Wanek, J.E. (1999). Integrity and honesty testing: What do we know? How do we use it?

Blackwell Publishers Ltd,7 (4), 183-195.

Whitney, D.J., Diaz, J., Mineghino, M.E. & Powers, K. (1999). Perceptions of overt and personality-based integrity tests.

International Journal of Selection and Assessment, 7

(1), 35-45.