Testele de integritate în selecţia profesională
Keywords:
integrity tests, overt integrity tests, covert integrity tests, validityAbstract
This paper presents integrity tests in the context of personnel selection, and provides
information about their purpose, typology, and their validity. Whether overt or covert, integrity
tests allow to identify the applicants who might be involved with a high probability in various
counterproductive behaviors, harmful to their employing organizations. The validity of these
psychological tests is supported by data from studies designed to test their relative validity, the
structure of responses to their items or linking test scores of overt integrity tests with the
measurements of individual characteristics or situational factors. The use of such tests in
personnel selection contributes significantly to the estimation of prospective professional
performance and provides an additional validity to the procedure of personnel selection.
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References
Brown, T. S., Jones, J. W., Terris, W. & Steffy, B. D.
(1987). The impact of pre-employment
integrity testing on employee turnover and
inventory shrinkage loss. Journal of
Business and Psychology, 2, 2, 136-149.
Byle, K. A. & Holtgraves, T. M. (2008). Integrity
testing, personality, and design:
Interpreting the Personnel Reaction Blank.
Journal of Business Psychology, 22, 287-
295.
Dalton, D. R. & Metzger, M. B. (1993). „Integrity
testing” for personnel selection: An
unsparing perspective. Journal of Business
Ethics, 12, 147-156.
Hurtz, G. M. & Alliger, G. M. (2002). Influence of
coaching on integrity test performance and
unlikely virtues scale scores. Human
Performance, 15, 3, 255-273.
Kirkpatrick, S.A. & Locke, E.A. (1991). Leadership:
Do traits matter? Academy of Management
Executive, 5, 48-60.
Landy, F.J, Conte, J.M. (2010). Work in the 21st
century. An introduction to industrial and
organizational psychology.(3rd Ed.) New
York: John Wiley & Sons, Inc.
Marcus, B., Lee, K. & Ashton, M. C. (2007).
Personality dimensions explaining
relationships between integrity tests and
counterproductive behavior: big five or one
in addition? Personnel Psychology, 60, 1-
34.
Marcus, B., Höft, S. & Riediger, M. (2006). Integrity
test and the five-factor model of
personality: A review and empirical test of
two alternative positions. International
Journal of Selection and Assessment, 14,
2, 113-130.
Mastragelo, P. M. & Jolton, J. A. (2001). Predicting
on-the-job substance abuse with a written
integrity test. Employee Responsabilities
and Rights Journal, 13, 2, 95-106.
Mumford, M. D., Connelly, M. S., Helton, W.,
Strange, J. M. & Osburn, H. K. (2001). On
the construct validity of integrity tests:
Individual ans situational factors as
predictors of test performance.
International Journal of Selection and
Assessment, 9, 3, 240-257.
Ones, D. S., Wiswesvaran, C. & Schmidt, F. L.
(2003). Personality and Absenteeism: A
meta-analzsis of integrity tests. European
Journal of Personality, 17, S19-S38.
Piotrowski, C. & Armstrong, T. (2006). Current
recruitment and selection practices: A
national survey of Fortune 1000 Firms.
North American Journal of Psychology, 8,
3, 489-496.
Sackett, P. R., Burris, L. R. & Callahan, C. (1989).
Integrity testing for personnel selection: An
update. Personnel Psychology, 42, 491-
529.
Sackett, P. R. (1994). Integrity testing for personnel
selection. Current directions in Psychology
Science, 3, 3, 73-76.
Sackett, P. R. & Wanek, J. E. (1996). New
developments in the use of measures of
honesty, integrity, conscientiousness,
depdendability, trustworthiness, and
reliability for personnel selection.
Personnel Psychology, 49, 787-829.
Schmidt, F.L. and Hunter, J.E. (1998). The validity
and utility of personnel selection methods
in personnel psychology: Practical and
theoretical implications of 85 years of
research findings. Psychological Bulletin,
124, 262–274.
Wiley, C. & Rudley, D. L. (1991). Managerial issues
and responsabilities in the use of integrity
test. Labor Law Journal, 152-159.
Woods, D. R. & Savino, D. M. (2007). Do you blush
often? Questions on integrity and
personality tests that legally embarass
employers. Employee Relations Law
Journal, 33, 1, 1-31.
(1987). The impact of pre-employment
integrity testing on employee turnover and
inventory shrinkage loss. Journal of
Business and Psychology, 2, 2, 136-149.
Byle, K. A. & Holtgraves, T. M. (2008). Integrity
testing, personality, and design:
Interpreting the Personnel Reaction Blank.
Journal of Business Psychology, 22, 287-
295.
Dalton, D. R. & Metzger, M. B. (1993). „Integrity
testing” for personnel selection: An
unsparing perspective. Journal of Business
Ethics, 12, 147-156.
Hurtz, G. M. & Alliger, G. M. (2002). Influence of
coaching on integrity test performance and
unlikely virtues scale scores. Human
Performance, 15, 3, 255-273.
Kirkpatrick, S.A. & Locke, E.A. (1991). Leadership:
Do traits matter? Academy of Management
Executive, 5, 48-60.
Landy, F.J, Conte, J.M. (2010). Work in the 21st
century. An introduction to industrial and
organizational psychology.(3rd Ed.) New
York: John Wiley & Sons, Inc.
Marcus, B., Lee, K. & Ashton, M. C. (2007).
Personality dimensions explaining
relationships between integrity tests and
counterproductive behavior: big five or one
in addition? Personnel Psychology, 60, 1-
34.
Marcus, B., Höft, S. & Riediger, M. (2006). Integrity
test and the five-factor model of
personality: A review and empirical test of
two alternative positions. International
Journal of Selection and Assessment, 14,
2, 113-130.
Mastragelo, P. M. & Jolton, J. A. (2001). Predicting
on-the-job substance abuse with a written
integrity test. Employee Responsabilities
and Rights Journal, 13, 2, 95-106.
Mumford, M. D., Connelly, M. S., Helton, W.,
Strange, J. M. & Osburn, H. K. (2001). On
the construct validity of integrity tests:
Individual ans situational factors as
predictors of test performance.
International Journal of Selection and
Assessment, 9, 3, 240-257.
Ones, D. S., Wiswesvaran, C. & Schmidt, F. L.
(2003). Personality and Absenteeism: A
meta-analzsis of integrity tests. European
Journal of Personality, 17, S19-S38.
Piotrowski, C. & Armstrong, T. (2006). Current
recruitment and selection practices: A
national survey of Fortune 1000 Firms.
North American Journal of Psychology, 8,
3, 489-496.
Sackett, P. R., Burris, L. R. & Callahan, C. (1989).
Integrity testing for personnel selection: An
update. Personnel Psychology, 42, 491-
529.
Sackett, P. R. (1994). Integrity testing for personnel
selection. Current directions in Psychology
Science, 3, 3, 73-76.
Sackett, P. R. & Wanek, J. E. (1996). New
developments in the use of measures of
honesty, integrity, conscientiousness,
depdendability, trustworthiness, and
reliability for personnel selection.
Personnel Psychology, 49, 787-829.
Schmidt, F.L. and Hunter, J.E. (1998). The validity
and utility of personnel selection methods
in personnel psychology: Practical and
theoretical implications of 85 years of
research findings. Psychological Bulletin,
124, 262–274.
Wiley, C. & Rudley, D. L. (1991). Managerial issues
and responsabilities in the use of integrity
test. Labor Law Journal, 152-159.
Woods, D. R. & Savino, D. M. (2007). Do you blush
often? Questions on integrity and
personality tests that legally embarass
employers. Employee Relations Law
Journal, 33, 1, 1-31.
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Published
2020-01-26
How to Cite
Rus, C. L., & Pitariu, H. D. (2020). Testele de integritate în selecţia profesională. Psihologia Resurselor Umane, 8(1), 91–95. Retrieved from https://hrp-journal.com/index.php/pru/article/view/429
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Section
Human resources management in practice
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