Preemployment Honesty Testing: Current Research and Future Directions

By John W. Jones | Go to book overview

who complete it ( Jones & Joy, 1988). Finally the PSI meets relevant professional standards. It complies with the American Psychological Association's (APA) Primary Standards for Educational and Psychological Testing ( Jones, 1989) and conforms to APA Division 14's Principles for the Validation and Use of Personnel Selection Procedures ( Slora, 1989).

Companies that use selection tests like the PSI generally believe they are effective because they screen out the potential employee thief. Research supports this belief. Theft-prone applicants who score below standards on preemployment integrity tests have a set of attitudes toward theft that are reliably different from the attitudes of more honest applicants who score above standards. By screening out potentially theft-prone job applicants while selecting in highly productive and dependable applicants, companies improve the overall quality of their work force.


REFERENCES

American Medical Association Council on Scientific Affairs ( 1986). "Council Report-- Polygraph". JAMA, 256(9), 1172-1175.

American Psychological Association. "Division of Industrial-Organizational Psychology" ( 1980). Principles for the validation and use of personnel selection procedures. 2d ed. Berkeley, CA: APA.

Baumer T. L., & Rosenbaum D. P. ( 1984). Combating Retail Theft. Boston: Butterworth.

Brown T. S., Jones J. W., Terris W., & Steffy B. ( 1987). The impact of preemployment integrity testing on employee turnover and inventory shrinkage losses. Journal of Business and Psychology, 2(2).

Brown T. S., & Joy D. S. ( 1985). The predictive validity of the Personnel Selection Inventory in the grocery industry. Unpublished technical report. Park Ridge, IL: London House.

Brown T., & Pardue J. ( 1985). "The effectiveness of the Personnel Selection Inventory in reducing drug store theft". Psychological Reports, 56, 875-881.

Campbell D. T., & Fiske D. W. ( 1959). "Convergent and discriminant validation by the Multitrait-Multimethod Matrix". Psychological Bulletin, 56, 81-105.

Campbell D. T., and Stanley J. C. ( 1963). Experimental and quasi-experimental designs for research. Chicago: Rand McNally.

Cook T. D., & Campbell D. T. ( 1979). Quasi-experimentation: Design and analysis issues for field settings. Boston: Houghton Mifflin.

Craig J. R. ( 1985). "Personnel Selection Inventory". In Keyser D. J., & Sweetland R. C. (eds.), Test Critiques. Kansas City: Test Corporation of America.

Cronbach L. J. ( 1971). Test validation. In R. L. Thorndike (ed.), Educational measurement. Washington, DC: American Council on Education.

Equal Employment Opportunity Commission ( 1979). Uniform Guidelines on Employee Selection Procedures. Federal Register, 44(43).

Glass G. V., Wilson V. L., & Gottman J. M. ( 1975). Design and analysis of time series experiments. Boulder, CO: Associated University Press.

Jones J. W. ( 1979). Employee deviance: Attitudinal correlates of theft and on-the-jobalcohol abuse

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