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Figure 2. Factors Typically
Measured by Integrity Tests
Do integrity tests really work?
The bottom line is whether integrity tests
can effectively predict theft and other
counterproductive work behaviours. The
answer is a resounding ʻyesʼ. Integrity
tests have been under the scrutiny of
academic research for the past two decades,
resulting in hundreds of published
articles and conclusive results. Ones and
Viswesvaran (1998) assert that integrity
tests are perhaps the most researched
scales in the occupational literature. The
wealth of data points to the effectiveness
of such testing.
Four large-scale, meta-analytic studies
(OʼBannon, Goldinger, & Appelby, 1989;
Ones, Viswesvaran, & Schmidt 1993;
Ones, Viswesvaran, & Schmidt, 2003;
Sackett et al., 1989) reviewed hundreds
of pieces of published empirical research
and concluded that integrity tests have
substantial generalisable validities. Figure-
3 summarises the behaviours found to be
strongly predicted by these tests.
Figure 3. Factors Predicted by
Integrity Tests
While the main aim of integrity tests is to
predict counterproductive work behaviours,
research has found them also to be
excellent predictors of job performance,
more so than any other form of broad personality
assessment (Ones & Viswesvaran,
1998). In Australia, it is a common practice
for recruitment companies to use tests
measuring broad personality dimensions
(e.g., 16PF, NEO PI) hoping that these
will predict an individualʼs future job performance.
But whilst personality measures
undoubtedly assist the recruiter in understanding
the broader characteristics of the
job incumbent, research has not substantiated
a strong relationship between
broad personality dimensions and job
performance (see Organ & Ryan, 1995 and
Borman et al., 2001 for major reviews).
However, Ones and Viswesvaran (2001),
after comparing the predictive validities
of some of the commonly used personality
measures with the predictive validities of
integrity tests found integrity tests to be
superior in predicting job performance.
Integrity Tests - Applications
The use of integrity tests is not limited to
specific business sectors or occupations;
ʻintegrityʼ is almost a prerequisite for any
new employee. Having said that, there are
a number of industries that treat the integrity
test as an integral part of their screening
procedure for all new employees.
Integrity tests are most commonly used
when recruiting for entry-level positions
that involve the direct handling of and
responsibility for money and merchandise.
Financial institutions, retail chains, supermarkets,
hospitality and fast-food chains
are good examples (and big consumers) of
the sorts of organisations who extensively
use integrity assessments.
However, the main niche for the use of
integrity tests is in the recruitment of
employees to ʻsensitiveʼ positions where
such testing is combined with industrial
security background checks. These
include, for example, the testing of casino
personnel, bank employees and security
personnel.
A ʻbest practiceʼ recruitment strategy for
more senior positions (e.g., professionals
and middle to senior management) is
to obtain a broad perspective on the job
incumbent. Therefore, the inclusion of
integrity tests within a larger assessment
battery (e.g., together with mental ability
and broad personality evaluations) is
recommended. Integrity tests can then be
used as an additional source of information
to be considered during the recruitment
interview.
Shopping for an Integrity Test?
Page 10.
There are a number of key factors an
organisation should consider when deciding
on the sort of integrity test to adopt.
Niehoff and Paul (2000) suggested that
care must be taken in order to select tests
that have been carefully validated, as there
are many integrity tests, but few have rigorous
reliability and validity. In addition,
tests differ substantially in their degree of
sophistication; some tests use such measures
as ʻlie scalesʼ, internal consistency
analysis, social desirability scales, and
even a measure that detects hesitations in
responding. As professionals, it is important
for organisational and occupational
psychologists to ask more about the testʼs
validation criteria and the internal mechanisms
used to detect dishonest responses.
When applying integrity tests in this country,
it is important that they are configured
to the Australian-English language and
jargon. To date, with the exception of few,
most integrity tests do not offer a version
specifically configured for Australia.
Furthermore, as most integrity tests come
in a computerised form, it is recommended
that the chosen test will have a function
that adapts to the individual literacy level
of the test taker. This quality increases the
accuracy of the test results as it minimises
biases resulting from allowing examineesʼ
too much time to think of the ʻrightʼ
answer.
Another important consideration is the
utility of an internet-based version of the
test, as on-line integrity testing offers
significant advantages. Firstly, it allows
a quick turnaround, which means that
testers or their clients can view the results
immediately after the administration of the
test. Secondly, it requires no downloads,
no implementations and no maintenance
from customers. As such, the internetbased
integrity test can be administered
from anywhere (including remote locations)
at anytime with unlimited locations
being used concurrently, as access to the
test is not limited to the location of the
computer(s) where it has been installed.
Finally, an internet-based version also
means that the price is more cost-effective
because there are no tangible costs such as
printing, data entry, couriers, etc.
A final consideration to take into account
when choosing a test is its track record.
Ask the provider for a list of clientele and
for permission to contact them. It is also
important to ʻfeelʼ the test in a trial run,
ensuring that it is user-friendly and that
the results, reports and narrative make
sense. Figure 4 summarises the requirements
of good integrity tests.