Covert integrity measures are thought to draw from the Big Five dimensions of conscientiousness, agreeableness, and emotional stability. Using a construct‐based approach, we had subject matter experts identify items from a Big Five personality measure, the Trait Self‐Descriptive Personality Inventory that reflected an operational definition of integrity. The resulting 10 items exhibited a three‐factor structure that corresponded to the three Big five dimensions associated with integrity. Study 1 used primary (N = 388) and archival (N = 429) data sets collected from Canadian Armed Forces recruits to establish the construct validity of the new test. With respect to convergent and discriminant validity, the Integrity scale was related to the Honesty–Humility scale of the HEXACO‐PI and was unrelated to organizational commitment. Hierarchical regression analyses provided evidence that the integrity scale predicted counterproductive work behavior and job performance over and above the Big Five. Study 2 replicated the results of Study 1 using a civilian sample (N = 200). The Integrity scale was related to the Hogan Reliability Index but not to the General Health Questionnaire. It predicted work engagement over and above the Big Five. We also tested the proposition that integrity is a second‐order factor based on conscientiousness, agreeableness, and emotional stability. Structural equation models in both studies confirmed that proposition. We discuss the implications of our results for both theory and practice.

We report on the development of a short measure of the Big Five model of personality. In Study 1, we created three versions (15, 20, and 25 items) of the Trait Self-Descriptive Inventory (TSD), a Big Five personality measure developed by Tupes and Christal (1992). These short measures were confirmed using confirmatory factor analysis in Study 2. Studies 3 and 4 compared the predictive validity of a 75-item TSD against that of the shortened scales. Results suggest that a 20-item version (the OCEAN.20) is a useful, short, and psychometrically sound measure of the Big Five suitable for use in organizational research.

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