This study investigated the relationship of the Personnel Decisions International Employment Inventory scales to criminal behavior by using 796 offenders with criminal records in the Texas Department of Corrections and a random sample of 893 non-offender job applicants. The hypothesis that offenders would score lower in integrity scores than non-offenders only gained mixed support, but consistent evidence showed that there were no mean differences between property offenders and other offenders. The implications of the results for future study were discussed.

Univerzita Karlova 1. lékařská fakulta Studijní program: Psychologie Studijní obor: Lékařská psychologie a psychopatologie Tereza Příhodová, M.A. Měření integrity v klinických podmínkách a v situaci výběru Využití testu integrity v klinické praxi a psychologii práce Integrity measures under clinical conditions and in selection situations The use of integrity test in clinical practice and at work psychology Disertační práce - abstrakt v anglickém jazyce Vedoucí závěrečné práce/Školitel: doc. PhDr. Marek Preiss, Ph.D. Konzultant: PhDr. et PaedDr. Pavel Harsa, Ph.D. et Ph.D. Praha, 2021 ABSTRACT Integrity is a psychological and philosophical construct, which is closely related to the concepts of moral psychology. In different psychological disciplines it is often associated with related constructs including conscientiousness, virtue, honesty or emotional stability. In Czech psychological and psychiatric practice integrity is a variable, which is commonly not measured and evaluated as a personal asset, mainly due to the fact that there is a lack of proper instruments, which would be accessible to clinicians or researchers. The main goal of this dissertation thesis was to introduce newly developed integrity test, which is applicable in clinical and in non-clinical settings. Thus, this thesis summarizes the...

Organizations use pre-employment tests to identify individuals characterized as having a propensity (likelihood) to commit theft with the intent to limit at-risk hires, thereby reducing the risk of fraud. Pre-employment tests were originally designed to identify a broad range of deviant behaviors such as previous violations of laws, and violations of social norms and organizational policies (O'Bannon et al., 1989), not as predictive indicators of deviant behavior and theft. In addition, the test most commonly used to identify high fraud risk applicants, the integrity test, has limited support as a valid predictor of theft (MacLane & Walmsley, 2010; Ones et al., 2003; Sackett et al., 1989; Van Iddekinge et al., 2012) within the literature. This study empirically examined the efficacy of pre-employment tests to elicit a predictive profile of white-collar crime by testing the relationship between deviant behaviors, personality traits, and integrity. The data for this study was obtained through questionnaires and pre-employment tests administered within the Federal prison system. The total sample consisted of twenty (N=20) convicted white-collar inmates. Results of this sample were compared to the general population statistics as provided by the pre-employment test providers. In line with the literature, positive relationships were found between low integrity and deviant behaviors. Contrary to past literature, no significant relationships were found between Agreeableness and Integrity or Emotional Stability/Neuroticism and Integrity. A positive relationship was found between high Conscientiousness and Integrity. Of particular note, this study found that the failure rate of the overt-integrity test was 45% and 100% for personality tests in identifying individuals with traits consistent with deviant behaviors. This study contributes to the existing literature on personality, integrity and deviant behaviors by providing insights into the nature of the relationships as they relate to white-collar crime. This study also expands the theory of deviant behaviors with a thorough definition within the literature results, which helps to define the dimension and constructs of deviant behaviors within the workplace as it relates to white-collar crime. Finally, this study specifies practical implications to be considered by management and pre-employment test providers for the purpose of enhancing fraud prevention and reducing deviant behaviors within the organization.

Counter-productive workplace behavior (CWB) is defined as any intentional behavior on the part of an organization member viewed by the organization as contrary to its legitimate interests. A growing body of literature reveals that individual variables and pre-employment integrity tests can play a strong role in the prediction of CWB. The empirical literature has failed to clarify which type of individual level antecedents, or types of integrity test items, are more predictive of CWB. The current study evaluated data collected from restaurant employees (N=464) that measured items relating to personality tendencies, attitudes toward acceptance of counter-productive behaviors, work and high school background, and admissions of counter-productive behavior. A confirmatory factor analysis revealed a mediocre fit to a typology of CWB (interpersonal CWB vs. organizational CWB). Correlation analysis revealed that only specific attitudinal items and empirically keyed biodata items were significantly related to CWB. Hierarchical regression analysis found that attitudinal items paralleling admissions of CWB contributed variance beyond that of other personality and work and high school background antecedents.