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.
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