New Developments in the Use of Measures of Honesty Integrity, Conscientiousness, Dependability Trustworthiness, and Reliability for Personnel Selection

Abstract

This paper is the fourth in a series of reviews of the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection (see Sackett & Decker, 1979; Sackett & Harris, 1984; Sackett, Burris, & Callahan, 1989). New developments reviewed include an examination of professional and congressional inquiry into this area of testing, rapid growth of the validity data base, new insight into similarities and differences between different tests, and links to the Big Five personality dimensions. Inquiries into relationships with other constructs, including cognitive ability, moral reasoning, and social desirability are reviewed, as are applicant reactions to these tests. The effects of the Civil Rights Act of 1991 and the Americans with Disabilities Act are considered.

Estimating the economic impact of personnel selection tools on counterproductive work behaviors

“…One could also argue that not all theft offenders were reliably measured by the criterion (i.e., unadmitted thefts). Lastly, one could argue that false positives are part-and-parcel of any selection process, and that in the absence of more valid alternatives, tests of this kind will always facilitate more accurate decisions than the alternative of not using them at all (Sackett and Wanek, 1996). Irrespective of the above arguments, however, in terms of utility, researchers and practitioners may wish to consider the potentially lost gains caused by falsely rejecting otherwise productive workers (i.e., the false positives).…”

Etik Liderliğin Belirleyicileri Olarak Kişilik, Örgüt Kültürü ve Dini Yönelim: Antalya’daki Dört ve Beş Yıldızlı Otellerde Bir Uygulama

“…Dollinger ve LaMartina (1998) kişilik boyutlarından sorumluluk ile ahlaki muhakeme becerisi arasında pozitif bir yönde ilişki olduğunu belirtmektedir. Sackett ve Wanek (1996) Özyer ve Azizoğlu (2010) bireylerin dine bağlılık düzeylerindeki artışın etik tutum gösterme düzeyine de pozitif yönde etki ettiğini belirtmiştir. Ayrıca bir yaratıcı güce inanan kişilerin inanamayanlara kıyasla etik tutumlarının daha belirgin olduğu belirtilmektedir.…”

Pre-Employment Integrity Testing in Israel: A Validation Study

“…Overt integrity tests measure opinions towards CWB, such that extreme opinions indicate a greater risk of involvement in CWB, relative to those without such opinions. Although assessing risk in this way may be an effective method to reduce CWB, a significant percentage of low scorers will still not be involved in any form of deviant behaviors (Sackett & Wanek, 1996). While this (i.e., false positives) may be true for any selection device, due to possible stigmatizations that may result from misinterpreting integrity results in this way, practitioners should be especially careful.…”