8 describes the accuracy of honesty tests and offers suggestions on how to reduce misclassification errors.
Chapter 9 examines job applicants' reactions to taking a preemployment honesty test. The authors conclude that the majority of applicants are not offended by testing, primarily because they readily perceive the business necessity of screening job applicants for theft proneness. Finally, chapter 10 examines the organizational climate of honesty. It suggests that organizations with high levels of turnover, poor profitability, and image problems are staffed with substantially more dishonest employees compared to organizations not experiencing these types of problems.
Part III contains five chapters dealing with future directions in preemployment integrity testing. Chapter 11 describes a personnel selection test designed to predict employee productivity. Chapters 12, 13, and 14 describe personnel tests used to reduce employee drug use, violence, and accidents, respectively. Chapter 15 describes how a personnel selection test that includes a tenure scale can be used to reduce turnover.
The fourth part contains three chapters that can assist companies interested in implementing an integrity testing program. Chapter 16 provides instructions for integrating an integrity test into a company's overall personnel selection process. Chapter 17 shows companies how to use integrity tests for personnel selection without infringing on job applicants' privacy rights.
Finally, chapter 18 summarizes recently developed guidelines for preemployment integrity tests--the Association of Personnel Test Publishers's Model Guidelines for Preemployment Integrity Testing Programs ( APTP, 1990), which help to ensure that both integrity test publishers and test users alike adhere to effective, ethical, and legal testing practices. These guidelines help test users to select, administer, score, interpret, and store integrity tests. They also show test users how to optimally protect job applicants' privacy rights.
American companies need to implement state-of-the-art loss control programs to control employee theft and other counterproductive practices. Employers will always use personnel selection procedures, and to date, a professionally developed integrity test is the most job-relevant, valid, fair, and effective procedure for hiring a high-quality work force. While critics of integrity testing exist, the integrity testing industry is continually striving to offer the highest-quality testing programs that effectively control theft-related losses. This book represents an overview of some of the major research findings that will affect integrity test use in the 1990s and beyond.
Arthur Young, Inc. ( 1988). An ounce of prevention: The tenth annual survey of security and loss prevention in the retail industry. 1988- 1989 Edition. New York: Arthur Young, Inc.