ABSTRACT:. The ability of a preemployment integrity test to predict future admissions of counterproductive behavior by employees was investigated. Job applicante completed the London House Personnel Selection Inventory (PSI) as part of an overall selection process. Approximately one year later, a survey was sent to applicants at their home addresses. The survey asked for the frequency with which these applicants engaged in a variety of counterproductive behaviors at work. The PSI accurately predicted admissions of cash and merchandise theft, theft of time, behaviors associated with poor job performance, and the frequency with which the theft of other employees was observed.Counterproductive behavior by employees is a serious problem for many organizations. Kuhn (1988) estimated that theft-related business losses were approximately $50 billion in 1986, and growing at a rate of 15% annually. A review of theft frequency studies indicates that 35% of all employees steal from their companies (Jones, Joy, & Rospenda, 1991). Results from an anonymous survey indicated that 7% of supermarket employees engage in violent activity in the workplace, including fights with customers, co-workers, or supervisors (Slora, 1989). The U.S. Department of Labor (1989) reported that among 953,000 employees, the percentage who tested positive for drugs varied by industry from 3 to 20 percent.One way to reduce employee counterproductivity is to improve hiring practices. Research has demonstrated that employee deviance can be substantially reduced by hiring applicants based, in part, on assessments of their attitudes and beliefs regarding counterproductive behav-