Integrity and Honesty Testing: What Do We Know? How Do We Use It?

Wanek, James E.

doi:10.1111/1468-2389.00118

Cited by 41 publications

(46 citation statements)

References 13 publications

(40 reference statements)

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“…She found that overt and personality-based integrity tests measure different behaviors, but both types of integrity tests load onto a common factor she called conscientiousness. In addition, Wanek (1995) conducted an item-level analysis of integrity tests and found that these tests tend to emphasize the self-control facet of conscientiousness. These studies suggest that measures of integrity are related to measures of conscientiousness and that the two traits may be made up of similar facets.…”

Section: Conscientiousnessmentioning

confidence: 99%

Dishonest Behavior: The Impact of Prior Self‐Regulatory Exertion and Personality

Gotlib¹,

Converse²

2010

J Applied Social Pyschol

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The current study examined how prior self‐regulatory exertion and the personality characteristics of self‐control, integrity, and conscientiousness contribute to dishonest behavior. Participants completed measures of these 3 personality characteristics, followed by either a self‐control typing task or a non‐self‐control version of the task. They were then told to complete a clerical task, for which they were compensated, until the end of the experiment session. Participants were left alone during this task, and had the opportunity to leave before the designated end time. Results indicated that participants who initially completed the self‐control task were more likely to leave the experiment early than were participants who initially completed the non‐self‐control task. In addition, self‐control and integrity were negatively associated with dishonest behavior.

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Section: Conscientiousnessmentioning

confidence: 99%

Dishonest Behavior: The Impact of Prior Self‐Regulatory Exertion and Personality

Gotlib¹,

Converse²

2010

J Applied Social Pyschol

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“…Covert integrity tests are generally personality inventories that contain items or subscales that assess a job applicant's or employee's likely propensity to engage in CWBs. Typical questions found in a personality‐based integrity test include items such as ‘ I am more sensible than adventurous’ or ‘ My home life was always happy’ (Wanek, ; Wanek, Sackett, & Ones, ). Overt integrity tests strive to pinpoint specific deviant behaviors, such as theft; whereas the personality‐based test typically seeks to assess deviant behavior in a general context (Horn, Nelson, & Brannick, ).…”

Section: Development Of a Short Personality‐based Measure Of Integritymentioning

confidence: 99%

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

Catano

O’Keefe

Francis³

et al. 2018

Int J Selection Assessment

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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.

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“…Although overt integrity tests may predict counterproductive behaviors better than personality-based assessments do, researchers generally suggest there is no clear evidence to support the use of one type of integrity test, overt or personality-based, over the other (see also Cullen and Sackett, 2004;Wanek, 1999). Additional research is needed to assess the predictive validity of new personality-based assessments.…”

Section: Criteria For Overt and Personality-based Testsmentioning

confidence: 99%

Assessing the Use of Employment Screening for Sexual Assault Prevention

Matthews¹

2017

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Integrity and Honesty Testing: What Do We Know? How Do We Use It?

Cited by 41 publications

References 13 publications

Dishonest Behavior: The Impact of Prior Self‐Regulatory Exertion and Personality

Dishonest Behavior: The Impact of Prior Self‐Regulatory Exertion and Personality

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

Assessing the Use of Employment Screening for Sexual Assault Prevention

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