The structure of honesty: Factor analysis of the reid report

Integrity Tests

“…Overt tests contain transparent items that clearly indicate to the test-taker that their i ntegrity is being assessed, whereas the personality-based tests (also referred to as disguised purpose tests) attempt to assess integrity by relying on typical personality items. Other factor-analytic studies of individual integrity tests (e.g., Collins & Schmidt, 1993;Cunningham & Ash, 1988;Hakstian, Farrell, & Tweed, 2002;Harris & Sackett, 1987;Hunt, Hansen & Paajanen, 1997) have also supported the latent construct of integrity. Other factor-analytic studies of individual integrity tests (e.g., Collins & Schmidt, 1993;Cunningham & Ash, 1988;Hakstian, Farrell, & Tweed, 2002;Harris & Sackett, 1987;Hunt, Hansen & Paajanen, 1997) have also supported the latent construct of integrity.…”

Work Values, Cognitive Strategies, and Applicant Reactions in a Structured Pre-Employment Interview for Ethical Integrity

“…These components are usually described as admissions of past theft, punitiveness towards dishonest co-workers, ruminations about theft, impulse control, willingness to take advantage of opportunities for deviance, and sometimes orientation to safety (Cunningham & Ash, 1988;Murphy, 1993;Sackett & Harris, 1984). These may reflect a higher order factor, making the tests essentially unidimensional (Harris & Sackett, 1987).…”

The Development of a Structured Ethical Integrity Interview for Pre-Employment Screening

“…Workers who are punitive about thieves are less likely to be thieves themselves. Pre-employment honesty tests often solicit applicants' judgments about how harshly to discipline workers caught stealing, drinking, or violating safety policies (Cunningham & Ash, 1988;Murphy, 1993;Sackett, Burris, & Callahan, 1989). Consequently, some dimensions produced items that examine both personal behavior and attitudes.…”