The paper-and-pencil integrity test, which is used in industry as an employee selection device, has been largely developed outside the mainstream of psychological testing. The result has been that some testing programs have inadequately standardized testing conditions and/or other safeguards to ensure valid test results. Studies have shown that response distortion, or faking, is a problem with all types of tests, integrity tests being no exception. A correlation between the construct underlying integrity testing, such as the personality trait of conscientiousness, has yet to be investigated. The primary purpose of the present study was to determine how response distortion on integrity tests is affected by the instructions given by test administrators. Also, the connection between integrity tests and conscientiousness is examined. Finally, comparisons were made between currently published integrity tests/scales. Two hundred and forty-nine college students participated in this study by completing the following three integrity tests and two personality test scales: The London House Personnel Selection Inventory (London House Press, Inc., 1980); The Tescor Survey (Bullard, 1992); The Reid Report (Reid, 1967); The Value Orthodoxy Scale from The Jackson Personality Inventory (Jackson, 1976), and the Work Orientation Scale from the California Personality Inventory (Gough, 1985). The three integrity tests offer a variety of validation studies in support of their scales. Also, all three test publishers participated in a pre-publication review of the 1991 APA Task Force Report on integrity testing (Goldberg, Grenier, Guion, Sechrest, & Wing). Results show that responses were affected by instructions given by the administrator. For example, the analysis shows that in a job application situation, an applicant who believes a prospective employer is using an integrity test to identify undesirable applicants will tend to distort his/her responses on a theft scale to appear more favorable. Also for the theft scales, instructions to deliberately give false responses in a socially desirable way did not differ from a standard job applicant instruction set. Instructions emphasizing the ability of the tests to identify high integrity employees also did not differ from the standard instruction set's results. Results also show that conscientiousness is correlated with integrity test scales. Finally, the integrity tests and personality scales studied here are significantly correlated. Implications of these findings are discussed.

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Dissertation (Ph.D.)--Auburn University, 2006. / Abstract. Vita. Includes bibliographic references.

Thesis (Ph.D.)--Bowling Green State University, 2006. / Document formatted into pages; contains vii, 52 p. Includes bibliographical references.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2006. / Title from title screen (site viewed June 8, 2007). PDF text: vii, 136 p. : ill. (some col.) ; 0.51Mb. UMI publication number: AAT 3243736. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (M.S.)--University of North Texas, May, 2007. / Title from title page display. Includes bibliographical references.

Schmidt and Hunter‟s validity generalization model poses seven sources of error variance affecting validation studies. Of the seven sources of error variance, only four sources have been tested. This study looks at an additional source of error variance, the difference between studies in the amount and kind of criterion contamination and deficiency, as proposed by Schmidt and Hunter. The current study proposes a method of evaluating criterion contamination and deficiency in criterion measures in order to minimize their effects on the relationship between criterion and predictor measures. Two unique criteria are used including a traditional subjective measure of current performance and a non-traditional subjective measure of expandability (future performance). Data from 378 employees from a large international financial institution were used to test the proposed method. Results do not support the hypotheses. Single criteria predicted the same or better than the combined criteria, suggesting that the criterion problem was not addressed. Possible reasons for these findings are discussed. An unexpected finding supports the utility of personality measures compared to cognitive ability measures. The study concludes with a discussion of the implications and limitations of the study as well as directions for future research.

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Thesis (M.A.)--Bowling Green State University, 2009. / Document formatted into pages; contains ix, 46 p. Includes bibliographical references.