Practical Guidelines for Implementing Preemployment Integrity Tests

This article extends the integrity testing literature by examining relationships between conscientiousness subscales and productive and counterproductive workplace behaviors. Correlational analyses (n = 359 employees) indicated conscientiousness predicted overall performance, supervisors' willingness to rehire and employee attendance, but not integrity/safety ratings. Conscientiousness subscales differentially predicted criteria and were more parsimonious.

The dark side of personality has begun to be studied extensively in the fields of social, personality, and organizational psychology in recent years but little is known about which of the Dark Triad traits is more malevolent in organizational context. Therefore, the present study aims to investigate the effects of dark triad traits on counterproductive work behavior along with the mediating role of burnout. A cross-sectional survey was used to collect data from 208 permanent employees of medical hospitals. A personality-based research model was proposed to test the hypothesis. The questionnaire consisted of a dark triad scale, a counterproductive work behavior scale, and a burnout scale. Different statistical techniques, i.e., correlation, and regression were applied to test the direct effects, and the PROCESS-macro method was applied to test indirect effects (mediation). The findings of the study revealed that dark triad traits and counterproductive work behaviors are significantly correlated (p<0.05). Narcissism is a significant predictor of counterproductive work behavior as compared to Machiavellianism and psychopaths (R2= 0.23). Furthermore, findings reveal that emotional exhaustion significantly mediates the relationship between dark triad and counterproductive work behavior (R2 = 0.66). Policymakers and higher management of public sector institutions especially focus on psychological health and organizational climate to reduce the workplace’s harmful behaviors. Finally, this study theoretically enhances knowledge of personality psychology literature by explaining the negative consequences of negative personalities in the workplace.

The aim of the researchers in conducting research was to see the relationship between Job Satisfaction and Counterproductive Work Behavior with Work Engagement as a mediator during the Covid-19 Pandemic situation. The hypothesis in this research is. Researchers used a quantitative approach method, data was collected through questionnaires distributed online at a certain time. Data processing and analysis techniques were carried out using the Statistical Product and Service Solution (SPSS) program version 25 for Windows and the LISREL program version 8.8 for Windows. The results of this research show that there is a positive and significant mediating role, which means that Work Engagement has a negative and significant mediating role on Counterproductive Work Behavior. This shows that Job Satisfaction will form high Work Engagement so that it will help reduce Counterproductive Work Behavior in employees

The fit between the values of an individual and the work environment (person–organisation fit) is related to organisational citizenship behaviours and counterproductive work behaviours. Research has found that job satisfaction is a predictor of organisational citizenship behaviours and counterproductive work behaviours. Meanwhile, person–organisation fit is highly predictive of job satisfaction; thus, it is unclear if person–organisation fit relates to the use of organisational citizenship behaviours and counterproductive work behaviours beyond its shared relationship with job satisfaction. This study aimed to determine the extent to which person–organisation fit relates to the use of these behaviours outside of relations with job satisfaction. Results from an online sample of 392 employed adults found worker person–organisation fit was related directly to engaging in organisational citizenship behaviours and indirectly through increased job satisfaction. However, engagement in fewer counterproductive work behaviours occurred only as a function of being dissatisfied with one’s job. Implications about the importance of fit are discussed.

Organizations have great interest in controlling counterproductive work behaviors. In an effort to reduce the amount of counterproductivity among employees, professionals have turned to integrity tests – a non-cognitive measure used worldwide for more than 60 years to identify individuals with a higher propensity to engage in counterproductive work behaviors. Integrity tests contain either personality-based items or overt questions inquiring about an applicant's honesty, attitudes toward integrity, and past behaviors. Both types of integrity assessments are strongly related to each other and overlap substantially with a compound personality construct consisting of Big Five factors of conscientiousness, agreeableness, and emotional stability. Integrity tests are able to predict a plethora of counterproductive work behaviors. Interestingly, they also display predictive power for a number of positive behaviors such as training performance and job performance. Thus, organizations can greatly benefit from integrity test use in employee selection.

This research brief examines the cross‐cultural validity of two multi‐dimensional integrity assessments, one for lower‐level jobs and one for higher‐level jobs. Job applicants for a global company completed the assessments as a part of the hiring process in three countries: the United States, South Africa, and Mexico. U.S. applicants tended to score higher (i.e., higher integrity) on these assessments and make fewer admissions of counterproductive work behaviors than applicants from South Africa and Mexico. The overall scores for these assessments (and most of the individual scales) were correlated significantly with, for each country separately and globally, three composites of self‐reported counterproductive work behavior criterion measures (Theft, Counterproductivity, and Overall Risky Behavior). Construct validity evidence was examined with a measure of Collusion Avoidance (tolerance for colluding with external organized criminals). Overall, the results of this research highlight the importance of including an integrity assessment in the hiring processes for lower‐level and higher‐level (i.e., professional and managerial) jobs globally. Integrity assessments appear to have practical value in countries with higher prevalence of crime and corruption. The results also bolster previous research indicating that integrity assessments are valid outside of the U.S. context in which they were initially developed over 60 years ago.

Predicting workers' compensation claims and disciplinary actions using SecureFit®: Further support for integrative models of workplace safety

Integrity tests have become a prominent predictor within the selection literature over the past few decades. However, some researchers have expressed concerns about the criterion-related validity evidence for such tests because of a perceived lack of methodological rigor within this literature, as well as a heavy reliance on unpublished data from test publishers. In response to these concerns, we meta-analyzed 104 studies (representing 134 independent samples), which were authored by a similar proportion of test publishers and non-publishers, whose conduct was consistent with professional standards for test validation, and whose results were relevant to the validity of integrity-specific scales for predicting individual work behavior. Overall mean observed validity estimates and validity estimates corrected for unreliability in the criterion (respectively) were .12 and .15 for job performance, .13 and .16 for training performance, .26 and .32 for counterproductive work behavior, and .07 and .09 for turnover. Although data on restriction of range were sparse, illustrative corrections for indirect range restriction did increase validities slightly (e.g., from .15 to .18 for job performance). Several variables appeared to moderate relations between integrity tests and the criteria. For example, corrected validities for job performance criteria were larger when based on studies authored by integrity test publishers (.27) than when based on studies from non-publishers (.12). In addition, corrected validities for counterproductive work behavior criteria were larger when based on self-reports (.42) than when based on other-reports (.11) or employee records (.15).

Although the use of integrity testing during the application process has become a frequent practice in general business settings, their use has been rather nonexistent in the field of corrections. This limited use may stem from a lack of awareness about integrity tests in corrections, as well as a lack of integrity measures that have been normed and validated for use with correctional applicants. This study outlines the development, reliability, and validity for the Critical Hire®-Screen (CH-S), an overt integrity assessment measure developed for probation, parole, and other correctional officer job applicants. Four separate studies were conducted and provide evidence for the internal consistency, test‒retest reliability, and convergent validity for the CH-S. Results provide initial support for correctional agencies to use the tool to measure various traits of integrity at a pre-offer phase in the hiring process.

Moral disengagement (MD) has been characterized as a uniquely important predictor of counterproductive work behaviors (CWBs). This study describes the development and validation of a situational judgment test (SJT) for measuring MD in the workplace, which offers potential advantages over existing Likert‐type scales. The development/validation efforts involved two independent rounds of subject‐matter expert (SME) review and data collected from three independent samples. The resulting test, labeled the MD‐SJT, displayed high reliability, was related to an established measure of MD as well as hypothesized personality variables, and was incrementally predictive of CWBs above the established measure of MD. This study advances knowledge pertaining to the assessment of MD, which is a critically important construct in the workplace.

Reinforcement sensitivity, impulsivity, and sensation seeking

As an applied social science, business-to-business research is inherently cross-disciplinary. The general theories that provide insight into business relationships, systems, and markets have disciplinary foundations in the economics, psychology, sociology, and management disciplines. When conducting cross-disciplinary research, academic researchers, like their counterparts in industry, must overcome functional silos. Depending on the type of research challenge, a multi-disciplinary approach may be required; however, differences in incentives, culture, terminology and jargon, and so forth all can lead to opportunistic and counterproductive behavior. The purpose of this chapter is to explore how to undertake cross-disciplinary research that advances knowledge and understanding in the domain of business-to-business research. To achieve this purpose, we elaborate on the theorizing processes; we examine how to break cross-disciplinary boundaries; and we provide practical guidelines for undertaking cross-disciplinary research.

Behavioral Finance is an evolving field that studies how psychological factors affect decision making under uncertainty. Herding behavior is one of the psychological factors that instigate investor to mimic the actions of other investors in the market rather than using his personal assessments. This study seeks to find the influence of certain attitudinal factors namely, decision conformity, hasty decision, mood, decision accuracy, and overconfidence, on the individual investor tendency to embrace herd behavior. Primary data for the study are collected using structured questionnaires from a sample of 194 investors who are trading at Islamabad and Lahore branches of Pakistan Stock Exchange. Multiple linear regression analysis is used to test the hypotheses of this study. Findings of this study provide evidence that attitudinal factors have a significant influence on investor’s tendency to take on herd behavior. It is concluded from the results of multiple linear regression that decision conformity, mood, and decision accuracy have a significant impact on individual investor tendency to adopt herd behavior. However, investor hasty decision and overconfidence is insignificant predictors of herd behavior. Keywords: Decision conformity, Hasty decision, Mood, Decision accuracy, Overconfidence, Herd behavior

PT Raja Perkasa, a company operating in the construction sector, faces challenges in managingoperational activities and employee performance. This research aims to develop a web-basedmanagement system as a solution to address these issues. The developed application is designed topresent the company’s portfolio, manage partner data, handle partnership proposals, overseeproject data, manage employee records, facilitate attendance tracking, manage leave requests,resignation submissions, and issue employee warnings. The application development utilizes theLaravel framework and MySQL as the database management system, with the goal of improvingthe efficiency and effectiveness of company information management. The Waterfall method isused for the application development, encompassing the stages of requirements analysis, design,coding, testing, deployment, and maintenance. The application, after successful testing in thedeveloper’s local environment, was then hosted for direct user access. In the maintenance phase,bug fixes were implemented, and user satisfaction data was gathered through questionnairescompleted by 23 respondents representing seven user roles: admin, project manager, owner, HR, employees, clients, and visitors. The Likert scale analysis resulted in an average satisfaction levelof 87.14%. The research findings indicate that the application provides a positive user experience.However, further development is needed to add features such as employee recruitment, financialmanagement, and project scheduling, with a focus on sensitive data security. Therefore, thisapplication is expected to strengthen PT Raja Perkasa’s position in the construction industry andenhance project management and employee productivity

Sutherland et al. recently published the Practical Guidelines for high-sensitivity detection of paroxysmal nocturnal hemoglobinuria (PNH) clones by flow cytometry (FCM), containing concise protocols for PNH testing. Using this approach, we studied the intra- and interlaboratory variability observed in a multicenter study in which fresh blood samples containing three clinically relevant PNH clone sizes within the granulocytic, monocytic, and red blood cell (RBC) populations were shipped to each participating center. Coefficients of variation (CVs) for precision/reproducibility analysis ranged from 0.01%/0.02% to 0.48%/0.45% (big clone), from 0.69%/1.52% to 4.24%/5.80% (small-intermediate clone), from 1.47%/3.91% to 15.01% /17.83% (minor clone) for PNH white blood cells (WBCs) and from 0.24%/0.48% to 1.76%/1.83% (big clone), from 0.80%/1.14% to 2.39%/4.45% (small-intermediate clone), from 1.09%/3.36% to 10.54%/10.23% (minor clone) for PNH RBCs, respectively. Linear regression analysis showed excellent performance correlation between centers (r > 0.99), Wilcoxon rank test revealed no statistically significant differences for PNH granulocytes, monocytes, and RBCs (P > 0.05%), Bland-Altman analysis demonstrated good performance agreement for all target PNH clones (mean bias ranging from -1.47 to 0.71). Our results demonstrate very good intra- and interlaboratory performance characteristics for both precision and reproducibility analyses and excellent correlation and agreement between centers for all target PNH clone sizes. Our data confirm the reliability and robustness of the recently published Practical Guidelines approach for high sensitivity PNH testing by flow cytometry and suggest that such an approach represents an excellent basis for standardization of PNH testing by flow cytometry.