Topic
Integrity Inventory
About: Integrity Inventory is a research topic. Over the lifetime, 2 publications have been published within this topic receiving 19 citations.
Papers
TL;DR: In this article, the authors conducted two studies to determine if lay judges could accurately assess another individual's integrity level when using overt and covert integrity inventories, and found that lay judges are fairly accurate in assessing others' integrity levels based upon a very brief 10min interaction with an individual, when using either an overt or covert integrity inventory.
15 citations
TL;DR: McDaniel et al. as mentioned in this paper examined whether the Honesty scale of the Personnel Selection Inventory differentiates a counterproductive group of individuals from a randomly-selected group of employment applicants and found that the counterproductive group scored significantly lower on the honesty scale than the comparison group of applicants.
Abstract: Summary.-This study was conducted to examine whether the Honesty scale of the Personnel Selection Inventory differentiates a counterproductive group of individuals from a randomly-selected group of employment applicants. The Honesty subscale measures appl~cants' attitudes toward theft and counterproductivity. In this study, a group of 100,000 job applicants randomly selected from a normative data base was compared to a group of 1,073 employees from a variety of industries. Each of the latter group of employees had been hired regardless of their Honesty scale scores and had been terminated for acts of counterproductivity including workplace theft. This counterproductive group scored significantly lower on the Honesty scale than the comparison group of applicants. Also, approximately 43% of the counterproductive group admitted to past theft but only 4% of the comparison group did so. This study examined the criterion-related validity of the Personnel Selection Inventory Honesty scale (London House, 1980). The inventory is designed as a preemployment measure of applicants' attitudes related to various job-related constructs. These constructs are measured by the subscales. Such subscales include Honesty, Drug Avoidance, Nonviolence, Safety, and Tenure. An applicant's tendency to respond to the inventory in a socially desirable manner by overstating positive qualities while minimizing any negative traits is measured by a separate validity scale. Although the inventory includes these various subscales, the focus of the present study was only on the Honesty scale. The Honesty scale assesses job applicants' integrity and attitudes toward theft and counterproductivity. It is designed to predict an applicant's resistance to engage in theft and counterproductivity in the workplace. This scale has a mean validity coefficient against various theft criteria equal to 0.50 (McDaniel & Jones, 1988). Reliability coefficients for the Honesty scale tend to range from 0.85 to 0.95, depending on the sample and type of reliability coefficient computed. This study was designed to assess whether the Honesty scale could differentiate a known group of highly counterproductive employees from a comparison group of applicants. Procedure In this study, a comparison group of 100,000 job applicants was ran
6 citations
Performance Metrics
| Year | Papers |
|---|---|
| 2007 | 1 |
| 1991 | 1 |