Tests of Integrity, HEXACO Personality, and General Mental Ability, as Predictors of Integrity Ratings in the Royal Dutch Military Police (original) (raw)
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International Journal of Selection and Assessment, 2014
ABSTRACT In two studies, we tested whether scores on the general factor of personality (GFP) are associated with other ratings of character and integrity. In Study 1, a total of 3,670 applicants for a military job filled out personality surveys and went through a selection interview. GFPs extracted from two different personality surveys showed meaningful relationships with the job suitability judgments based on the interviews. In Study 2, supervisors rated the integrity of participants (N = 167) who followed a 4-month military training at the Royal Dutch Military Police. GFPs extracted from three different surveys were correlated with integrity. The findings imply that the GFP is associated with behavioral outcomes, and that the GFP is potentially relevant for personnel selection and appraisal.
A psychometric evaluation of the integrity profile
PsycEXTRA Dataset
Integrity is an essential element of orderly co-existance and an important facet of professional policing. The objective of this study was to psychometrically evaluate the Integrity Profile 200 (IP 200), an instrument widely used in South Africa, to assess its utility as an integrity measure for use in the South African Police Service. Although the literature indicates that the constructs measured with the IP 200 are sound, an exploratory investigation in the South African Police Service reveals poor reliability and unacceptable inter-item correlations. This suggests poor factorial validity (model fit). Subsequently an exploratory factor analysis (N = 1457) was done to adapt the scale and improve the model fit. Four factors were extracted and analysed, and satisfactory psychometric properties were found for these factors, including the absence of race-based item bias. The factors are: (i) Integrity restricting orientation; (ii) Moral conscientiousness and accountability; (iii) Organisational/management integrity, and (iv) Lie scale. The results account for a significant deviation and simplification from the original instrument structure. It is recommended that the original IP 200 should not be used in this context but that the adapted scale be used.
Personnel Psychology, 2007
Although the criterion‐related validity of integrity tests is well established, there has not been enough research examining which personality constructs contribute to their criterion‐related validity. Moreover, evidence of how well findings on integrity tests in North America generalize to non‐English speaking countries is virtually absent. This research addressed these issues with data obtained from employees and students in Canada and Germany (total N= 853). Specifically, we tested the hypotheses that (a) Honesty–Humility, as specified in the HEXACO model of personality, is relatively more important than the Big 5 dimensions of personality in accounting for the criterion‐related validity of overt integrity tests, whereas (b) the Big 5 are relatively more important in explaining the validity of personality‐based integrity tests. These predictions were tested using 2 criteria (counterproductive work behavior and counterproductive academic behavior) as well as 2 overt and 2 personal...
International Journal of Selection and Assessment, 2001
This article focuses on personality measures constructed for prediction of individual differences in particular work behaviors of interest (e.g., violence at work, employee theft, customer service). These scales can generically be referred to as criterion-focused occupational personality scales (COPS). Examples include integrity tests (which aim to predict dishonest behaviors at work), violence scales (which aim to predict violent behaviors at work), drug and alcohol avoidance scales (which aim to predict substance abuse at work), stress tolerance scales (which aim to predict handling work pressures well) and customer service scales (which aim to predict serving customers well). We first review the criterion-related validity, construct validity and incremental validity evidence for integrity tests, violence scales, stress tolerance scales, and customer service scales. Specifically, validities for counterproductive work behaviors and overall job performance are summarized as well as relations with the Big Five personality scales (conscientiousness, emotional stability, openness to experience, agreeableness and extraversion). Second, we compare the usefulness of COPS with traditional, general purpose, adult personality scales. We also highlight the theoretical and practical implications of these comparisons and suggest a research agenda in this area.
Integrity is an essential element of orderly co-existance and an important facet of professional policing. The objective of this study was to psychometrically evaluate the Integrity Profile 200 (IP 200), an instrument widely used in South Africa, to assess its utility as an integrity measure for use in the South African Police Service. Although the literature indicates that the constructs measured with the IP 200 are sound, an exploratory investigation in the South African Police Service reveals poor reliability and unacceptable inter-item correlations. This suggests poor factorial validity (model fit). Subsequently an exploratory factor analysis (N=1 457) was done to adapt the scale and improve the model fit. Four factors were extracted and analysed, and satisfactory psychometric properties were found for these factors, including the absence of race-based item bias. The factors are: (i) Integrity restricting orientation; (ii) Moral conscientiousness and accountability; (iii) Organisational/management integrity, and (iv) Lie scale. The results account for a significant deviation and simplification from the original instrument structure. It is recommended that the original IP 200 should not be used in this context but that the adapted scale be used.
Integrity Testing, Personality, and Design: Interpreting the Personnel Reaction Blank
Journal of Business and Psychology, 2008
Companies and organizations use integrity tests to screen job applicants, and the fakability of these tests remains a concern. The present study uses two separate designs to analyze the fakability of the Personnel Reaction Blank (PRB) and the personality constructs related to integrity test scores. The results demonstrate that the PRB can be successfully faked. Moreover, a within-participants design resulted in significantly greater faking than the between-participants design. The personality constructs conscientiousness, agreeableness, and neuroticism were significantly correlated with honest scores on the PRB, and there was a significant negative correlation between conscientiousness and magnitude of faking.
Going Beyond Personality: The Development and Validation of a Multi-Method Integrity Measure
This study summarizes the development and validation of a multi-method integrity measure. The results provide insight into the underlying measurement model of integrity, the role that overt and covert measures play in predicting multiple counterproductive criteria and the value of situational judgment testing for integrity purposes. Estimates of the cost of employee theft range from 10to10 to 10to200 billion dollars annually (" Employee Theft: Legal Aspects-Estimates Of Cost, " n.d.). Very little is known about the true prevalence of employee theft or exactly how costly it is for employers. What we do know is that it is expensive and a key issue for almost all organizations. Personnel psychologists have been helping to identify individuals who are more likely to engage in theft and other counterproductive work behaviors for many years through the use of integrity tests. The predictive value of integrity tests has been established (e.g., Ones, Viswesvaran & Schmidt, 1993) in the ...
Integrity testing and the prediction of counterproductive behaviours in the military
Journal of Occupational and Organizational Psychology, 2015
Gross, Carr, Reichman, Abdul-Nasiru, and Oestereich's (2017) article argues that industrial and organizational (I-O) psychology has a limited perspective that rarely goes beyond the specific professional populations in formal economies of high-income countries-a perspective they refer to as a POSH
Journal of Applied Psychology, 1993
The authors conducted a comprehensive meta-analysis based on 665 validity coefficients across 576,460 data points to investigate whether integrity test validities are generalizable and to estimate differences in validity due to potential moderating influences. Results indicate that integrity test validities are substantial for predicting job performance and counterproductive behaviors on the job, such as theft, disciplinary problems, and absenteeism. The estimated mean operational predictive validity of integrity tests for predicting supervisory ratings of job performance is .41. Results from predictive validity studies conducted on applicants and using external criterion measures (i.e., excluding self-reports) indicate that integrity tests predict the broad criterion of organizationally disruptive behaviors better than they predict employee theft alone. Despite the influence of moderators, integrity test validities are positive across situations and settings.