This book presents some of the most current research on preemployment honesty tests, psychological inventories designed to predict employee theft and other counterproductivity (e.g., illicit drug use, vandalism, accidents). The use of paper-and-pencil honesty tests, also referred to as integrity tests, to select a dependable work force spans more than 40 years. Comprehensive reviews of integrity testing practices are available ( O'Bannon, Goldinger & Appleby, 1989; Sackett, Burris & Callahan, 1989). This book reviews some of the major trends in integrity testing practices.
More research that clearly documents the incidents of employee theft and other counterproductivity is being conducted. For example, although the exact amount of employee theft needs to be confirmed through basic applied research, both security researchers and human resource professionals widely accept the existence of costly amounts of worker theft. Table 1 summarizes some of the major base- rate research, which clearly documents the business necessity of preemployment honesty tests.
Companies interested in purchasing preemployment honesty tests seek to control more than just employee theft. The trend is toward the use of multidimensional integrity test batteries over single-purpose honesty tests. Single-purpose tests measure only job applicants' propensity for theft of company cash, merchandise, property, and information. Multidimensional integrity test batteries typically contain an honesty scale but also test scales that help companies control