Construct‐based approach to developing a short, personality‐based measure of integrity

Abstract

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.

Objections to the HEXACO Model of Personality Structure—and why those Objections Fail

“…Stab.—“Factor Alpha” or “Stability”—than a 6th factor on same level’. In a similar way, Catano, O'Keefe, Francis, and Owens (, p. 90) speculated as to whether Honesty‐Humility ‘is a sixth personality factor … or simply a second‐order factor based on three of the Big Five dimensions’.…”

Personality and Job Performance: Using Innovative Techniques to Improve Predictive Validities

“…The importance of integrity and self-discipline is not surprising as both are facets of conscientiousness, and previous research has consistently shown a relatively strong correlation of conscientiousness with job performance. However, integrity is rarely considered as a unique facet (it is not included as a facet in the FFM) and is sometimes considered a composite of factors (Catano, O'Keefe, Francis, & Owens, 2018) or a behavior to be measured with an integrity test (Schmidt & Hunter, 1998).…”

An empirical approach of identifying subject matter experts (SMEs) for the development of situational judgment tests

“…Integrity. We used a personality-based measure of integrity developed by Catano et al (2018). This measure conceptualizes integrity as a second-order personality construct comprised of agreeable, conscientiousness, and emotional stability.…”