Preemployment Honesty Testing: Current Research and Future Directions

By John W. Jones | Go to book overview
visors' orders, respectively. The Tenure scale informs management if an applicant is likely to quit a job prematurely, thus wasting training dollars and leaving a company understaffed. The Responsibility scale identifies dependable and conscientious applicants without assessing their attitudes toward theft. These additional scales are accurate predictors of the job-related behaviors they purport to predict. Supplemental scales can help companies better contain costs and increase profits in areas other than just theft reduction.
CONCLUSION
There are no simple solutions to controlling employee theft and other forms of counterproductivity; however, theft reduction through personnel selection appears to be an effective strategy for protecting bottom-line profits. Research is needed to determine the extent to which any personnel selection procedure is a valid measurement of job applicants' propensity for on-the-job counterproductivity. Companies should consider the following issues before choosing any selection strategy as an alternative to preemployment polygraph examinations:
1. Companies should only use adequately validated selection procedures. Ideally the validation strategy would include a series of studies in which the selection procedure is validated in many different ways against many different types of counterproductivity. Since each validation approach has different strengths and weaknesses, a multimethod validation approach is best.
2. An adverse impact analysis should be conducted for any selection procedure being considered, performed in accordance with the Equal Employment Opportunity Commission guidelines.
3. Nearly all the existing validation research has been conducted with psychological honesty tests. Companies should attempt to validate any personnel selection procedure that does not have sufficient validation research.

REFERENCES

American Management Association ( 1977). Crimes against business project: Background and recommendations. New York: American Management Association.

Arvey R. ( 1979). "Unfair discrimination in the employment interview: Legal and psychological aspects". Psychological Bulletin, 86, 736-765.

Ash P. ( 1970). "The validation of an instrument to predict the likelihood of employee theft". Proceedings of the 78th Annual Convention of the American Psychological Association. Washington, DC: APA.

Ash P. ( 1971). "Screening employment applicants for attitudes toward theft". Journal of Applied Psychology, 55, 161-164.

Ash P. ( 1972). "Attitudes of work applicants toward theft". Proceedings of the Seventeenth International Congress of Applied Psychology. Liège, Belgium.

Ash P. ( 1976). "The assessment of honesty in employment". South African Journal of Psychology, 6, 68-79.

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