Counterproductive work behaviors have predominantly been investigated at relatively narrow levels, with the focus limited to subsets of the behavioral domain as well as to specific explanatory approaches. This study took a broader perspective with respect to both dependent and independent variables. A sample of German employees from 2 organizations reported on their levels of general counterproductive behavior (GCB). In predicting GCB, M. R. Gottfredson and T. Hirschi's (1990) theory of self-control as a general explanation for deviant acts was tested and compared with several alternative approaches. Results from simple and moderated hierarchical multiple regression analyses involving 24 predictors of GCB strongly support hypotheses derived from self-control theory. Little support is found for any effects on individual differences in GCB beyond the direct and conditional impact of internal control.

Although the criterion-related validity of integrity tests is well established, there has not been enough research examining which personality constructs contribute to their criterion-related validity. Moreover, evidence of how well findings on integrity tests in North America generalize to non-English speaking countries is virtually absent. This research addressed these issues with data obtained from employees and students in Canada and Germany (total N = 853). Specifically, we tested the hypotheses that (a) Honesty-Humility, as specified in the HEXACO model of personality, is relatively more important than the Big 5 dimensions of personality in accounting for the criterion-related validity of overt integrity tests, whereas (b) the Big 5 are relatively more important in explaining the validity of personality-based integrity tests. These predictions were tested using 2 criteria (counterproductive work behavior and counterproductive academic behavior) as well as 2 overt and 2 personality-based integrity tests. We found evidence of the expected differences between types of integrity tests largely regardless of culture of the sample, specific test, criterion, or population under research, pointing to some degree of generalizability of findings in integrity testing research. Implications include theoretical refinements in research on integrity testing and encouragement of practical applications beyond North America.

This research examined the personality of owners of personal Web sites based on self-reports, visitors' ratings, and the content of the Web sites. The authors compared a large sample of Web site owners with population-wide samples on the Big Five dimensions of personality. Controlling for demographic differences, the average Web site owner reported being slightly less extraverted and more open to experience. Compared with various other samples, Web site owners did not generally differ on narcissism, self-monitoring, or self-esteem, but gender differences on these traits were often smaller in Web site owners. Self-other agreement was highest with Openness to Experience, but valid judgments of all Big Five dimensions were derived from Web sites providing rich information. Visitors made use of quantifiable features of the Web site to infer personality, and the cues they utilized partly corresponded to self-reported traits.

The paper outlines an alternative theoretical perspective on what is most often discussed as 'faking' in the personnel selection literature. The basic premise of the present theory is that, from an applicant's perspective, self-presentational behaviors in selection settings can be understood as attempts to adapt one's projected self-image to situational demands of attracting prospective employers. Self-presentation in selection settings is conceptualized as a process linking four distinguishable motivational and skills sets of individuals acting within context. As opposed to the faking perspective, the present selfpresentation perspective aims to (a) understand applicant behavior from the actor's perspective, (b) does not assume that self-presentation is illegitimate, (c) broadens the scope of the discussion beyond personality testing and interviews, and (d) predicts effects on criterion-related validity that range from negative, to neutral, to positive. Implications for research and practice are also discussed.

The present study contrasts a newly developed measure of self-control as outlined in the General Theory of Crime, the Retrospective Behavioral Self-Control scale (RBS), with the most widespread measure of this construct. The RBS is based exclusively on an assessment of prior behavior with possible long-term negative consequences for the actor, whereas the latter scale is an example of attitudinal measures based on a listing of specific personality traits. By means of confirmatory factor analysis, it is demonstrated that the RBS measured the intended general factor of behavior across three samples, whereas the Grasmick et al. scale did not (only administered in one sample). In addition, the nomological net of self-control is explored by relating both instruments to a comprehensive battery of psychological tests and behavioral indicators. The RBS is included as an appendix.