As noted in the Introduction, we have had considerable experience working together in the honesty testing industry. The results of our research are noted at various places in this book to illustrate points we wish to make.
Chapter 3 includes some findings from our research validating the test against a polygraph criterion (see Table 3.1). It also reports on a contrasted group validation study which utilized prisoners in comparison with job applicants (see Figure 3.1). A pilot study looking into comparisons against inventory shrinkage is discussed as well.
Chapter 4 offers data on the extent to which our test results were influenced by the educational level of those who took the tests (see Table 4.1).
Chapter 5 presents information on the test-retest reliability of our measure (see Table 5.1). It also deals with the matter of item selection and how we did it. Data are presented on whether respondents found our questionnaire items to be offensive, and thus potentially invasive of privacy (see Table 5.2). Finally, we provide figures derived from a special scale designed to pick up random responding or distortions of other kinds (see Table 5.3).
Chapter 6 deals with establishing cutting scores and presents data from our research showing how this may be done (see Table 6.1). It also contains a discussion of the false positive issue, illustrated with findings from our validation research.
Chapter 7 considers adverse impact and shows how the four-fifths rule may be applied (see Table 7. 1). It also considers adverse impact as it may manifest itself in company hiring. The passage of the Civil Rights Act of 1991 occasioned a shift in the scoring procedures for our test from one based on scoring differentiated by race and sex to a single undifferentiated score. This change had substantial impact (see Table 7.2).