In 1989 Michael O'Bannon, Linda Goldinger, and Gavin Appleby concluded their book Honesty and Integrity Testing: A Practical Guide with five predictions of future trends. We will use their framework to consider what has transpired since, and to offer our own predictions.
The O'Bannon, Goldinger, and Appleby prediction was that scales measuring a variety of characteristics would continue to be incorporated in honesty tests. Thus, more and more tests would yield special scores for employee tenure, drug abuse potential, emotional stability, high productivity, service orientation, work values, hostility, violence potential, and the like.
This procedure is promoted by the prospect that honesty tests may be restricted or prohibited by new legislation. The new scales might survive, whereas omnibus, overt tests for overall honesty would not. Personality-based honesty tests also have this characteristic. They, too, produce multiple scores and provide a hedge against future legislation.
What seems to be happening with honesty tests is not unlike what has already happened with mental ability tests. There are many special ability tests measuring numerical, spatial, mechanical, and a variety of verbal abilities, but there still remain a number of widely used general intelligence tests as well. We think much the same thing will happen with honesty testing.
The special scales that constitute the broadening of advertised features will continue to multiply, and they will dovetail into the varied measures of personality-based honesty tests. Yet to be effective, these special scales will have to be long enough to generate good reliabilities and validities. Many special scales