Test-taking motivations and outcomes on a standardized measure of on-the-job integrity

This study examined the test-taking motivation and attitudinal set of employment applicants who completed the Reid Report measure of on-the-job integrity. Applicants who were subsequently found to have received low scores on the Reid Report, decreasing the likelihood that they would be recommended for hiring, were more likely than those who received higher scores, to have believed that they could outguess the test, to have minimized its importance in the hiring decision, and to have regarded dishonest preoccupations as legitimate. Both the Reid Report score and test-taking attitudes of Outguessing and Dishonesty Legitimization also predicted admissions of past defalcations during a pre-employment screening interview.     

Validity Evidence for the Different Item Styles of Overt Honesty Measures

Overt honesty measures have been shown to be multidimensional. The multidimensionality of those tests rests, in part, on the different kinds of item styles that make up the measures such as items referring to admissions of dishonesty, temptations to be dishonest, and rationalizations about dishonest behavior. The purpose of the study presented here was to determine the extent to which these item styles measure the same underlying construct by examining their intercorrelations and their differential ability to predict actual dishonest behaviors. The results suggest that the different item styles found in overt honesty measures may not be measuring the same construct.     

Workplace Integrity: Differences in Perceptions of Behaviors and Situational Factors

Pre-employment integrity tests assume differences between honest and dishonest individuals in their perceptions of the degree of dishonesty of given behaviors. This exploratory study investigated whether individuals classified as dishonest by an overt integrity test had different perceptions of the honesty of behaviors than those classified as honest. Differences in perceptions of situational factors promoting or deterring honesty were also examined. Dishonest individuals had different perceptions of behaviors and situations than honest individuals, suggesting that the relative influence of situational interventions may vary with the general integrity of a workforce.     

The miscommunication of deception: An adaptive perspective

Undergraduates were videotaped as they told lies and truths about their last job. Later, these undergraduates viewed the videotape and tried to guess which of their fellow subject were lying. Monetary incentives had been offered for successful lying and lie detection. Our subjects showed a “demeanor bias”—some looked honest even when they were lying; others looked dishonest even when they were telling the truth. These differences in apparent honesty were the primary determinant of deception judgments; perceivers' detection skills played a lesser role. Honest-looking subjects were predisposed to perceive others as dishonest. In general, our liars used hand gestures, maintained eye contact, and refrained from smiling. Perceivers misconstrued these behaviors as signs of honesty and could not often detect deceit—unless the lie was being told by a subject who had earlier told the truth. We draw on sociobiological concepts and offer an adaptive perspective on human deceit.     

Personality correlates of a measure of honesty

It was hypothesized that screening applicants for theft proneness using the Reid Report might screen in more conservative, more rigid, and less creative candidates, in effect outweighing the benefits of the instrument. A sample of 179 applicants were administered the 16PF and the Reid Report. Sex, minority status, and type of position applied for were shown to be independent of performance on the Reid Report. Applicants passing the Reid Report were shown, at a statistically significant level, to have higher ego strength, to be less anxious, more apt to behave in socially desirable ways, less driven by id impulses, and less inhibited. Furthermore, applicants failing the Reid Report were shown to have total 16PF profiles which were statistically significantly closer (D²) to the 16PF profiles of five pathological groups than were those passing the Reid Report. Higher scores on the Reid Report were related to faking good on the 16PF. Since the relationship between 16PF faking good and the Reid Report may be indicative of real personality variance, distortion variance, or both follow-up research has been suggested.     

The attenuating effect of mortality salience on dishonest behavior

People are easily tempted to engage in dishonest behavior when an incentive is given and when full anonymity is provided. In the present work, we investigated existential threat as a motivational factor that might reduce dishonest behavior. Research based on terror management theory has found that mortality salience increases the motivation to fulfill salient values of one’s cultural worldview. Assuming the concept of honesty is important to human societies, we hypothesized that mortality salience will reduce dishonest behavior when the concept of honesty is salient. In two experiments, we assessed dishonesty under full anonymity by applying a die-under-the-cup paradigm with the expected value serving as a stochastic baseline for honest behavior. Both experiments provided support for our hypothesis. Given an incentive to cheat, when the concept of honesty was cognitively activated by a word-search puzzle (Study 1) or by the name of the dice game (i.e., “honest game”; Study 2), mortality salient participants showed not only less dishonest behavior but actually honest behavior.

     

The Kernel of Truth in Judgments of Deceptiveness

We investigated the relation between appearance-based impressions of honesty and individuals' willingness to engage in deceptive behaviors. The data reveal that people who were thought to look dishonest were more likely to volunteer to participate in research that was described as requiring deception on their part than were individuals who were perceived to look honest. The data are consistent with the predictions of a self-fulfilling prophecy model of social behavior, as well as recent research that documents a kernel of truth in appearance-based impressions. The results further suggest that naive judgments of deception are more accurate than has been supposed.     

Book Review Section

Books reviewed in this article:
B arnes , L ouis B. Organizational Systems and Engineering Groups: A Comparative Study of Two Technical Groups in Industry.
P fiffner , J ohn M., and S herwood , F rank P. Administrative Organization.
B aritz , L oren . The Servants of Power: A History of the Use of Social Science in American Industry.
P urcell , T heodore V. Blue Collar Man: Patterns of Dual Allegiance in Industry.
G ellerman , S aul W. People, Problems and Profits: The Uses of Psychology in Management.
S trauss , G eorge , and S ayles , L eonard R. Personnel: The Human Problems of Management.
W ermel , M ichael , and B eideman , G eraldine M. Industry's Interest in the Older Worker and the Retired Employee: Proceedings of a Conference.
K lopfer , W alter G. The Psychological Report: Use and Communication of Psychological Findings.
F arnsworth , P. R., M c N emar , O., and M c N emar , Q. (Eds.) Annual Review of Psychology, Volume 12, 1961.     

能力社会比较与归因反馈对不诚实行为的影响

社会比较作为认识自我的一种方式,对个体心理与行为的诸多方面产生影响,但对于社会比较如何影响不诚实行为以及归因反馈在其中的作用,目前尚不清楚。在3项实验中操纵了不同方向的能力社会比较,探讨其对不诚实行为的影响(研究1)以及归因反馈在其中的调节作用(研究2)。结果发现:(1)相比于向下比较和无比较,向上比较会增加个体的不诚实行为;(2)归因反馈调节上述影响:向上比较后,相比于给予能力反馈,给予努力反馈可以减少个体的不诚实行为。本研究拓展了社会比较后效研究,对如何减少社会比较引起的不诚实行为具有重要启示。     

建立诚信社会应该有制度性的奖惩安排

诚信不仅是一种美德,而且是做人、做事的基本要求。良好的社会应该是人与人之间相互信任的诚信社会。为了形成诚信文化,社会应该对不诚实行为进行惩罚,而且这种惩罚应该有一种制度性的安排,在这种安排中政府的诚信是关键的环节。     

Toward a hierarchical model of criminal thinking: evidence from item response theory and confirmatory factor analysis

Item response theory (IRT) methods were applied to items from the 80-item Psychological Inventory of Criminal Thinking Styles (PICTS; G. D. Walters, 1995) to determine how well they measure the latent trait of criminal thinking in a group of 2,872 male medium security prison inmates. Preliminary analyses revealed that the 64 PICTS thinking style items, 32 PICTS proactive criminal thinking items, and 24 PICTS reactive criminal thinking items were sufficiently unidimensional to meet the local independence requirements of IRT. The PICTS was fitted to a 2-parameter logistic-graded response IRT model, the results of which showed that the 8 items measuring denial of harm (Sentimentality) displayed weak discrimination (a < 0.5), whereas most of the proactive and reactive items displayed moderate to good discrimination (a > 1.0). Information function analysis revealed that all 3 components of a hierarchical model of criminal thinking--PICTS total scale, PICTS proactive factor, and PICTS reactive factor--displayed greater precision at higher rather than lower levels of the trait dimension. The study findings indicate that items from the PICTS Sentimentality scale do a poor job of measuring general criminal thinking, whereas items from the other 7 PICTS thinking style scales provide their most precise estimates at the upper end of the trait dimension.     

Factor and discriminant analysis of the Bem Sex-Role Inventory

Several studies have recently recommended that items which fail to load substantially (< .40) on one of several primary factors characterizing the Bem Sex-Rote Inventory (BSRI) could be deleted without substantial loss of interpretability. This recommendation is questioned on the basis that the extent of interrelatedness of the items is an insufficient indicator of the contribution each item makes towards the classification (identifying sex-types by Bem's median split technique) efficiency of the inventory. Empirical support of this contention was provided by conducting several discriminant analyses (predicting sex-types) on a sample of 1117 BSRI protocols and excluding the various items suggested by the earlier research. These results were then compared with the results of a discriminant analysis using the 40 masculine and feminine items. The analyses using less. than all 40 items produced substantially poorer discrimination than when all 40 items were included. The results Suggest that decisions to exclude items on the basis of factor analysis may be inappropriate and risk serious loss of power in classifying individuals by sex-type.     

BRIDGING THE GAP BETWEEN OVERT AND PERSONALITY-BASED INTEGRITY TESTS

Overt and personality-based integrity tests are used for the same purposes, but the relationship between the two kinds of measures is unclear. Moreover, although the construct validity of personality-based integrity measures is well understood, the psychological meaning of overt integrity measures is unclear. A sample of applicants ( N = 2,168) for driver, warehouse, and clerical jobs completed an overt integrity test (Reid Report), a personality-based integrity test (Employee Reliability Index) and a measure of normal personality (Hogan Personality Inventory). A principal components analysis of the intercorrelations between the overt and the personality-based integrity item responses revealed four themes: (a) punitive attitudes, (b) admissions of illegal drug use, (c) reliability, and (d) theft admissions. A model testing for a general conscientiousness factor provided a good fit for the overt and personality-based integrity test variables, although item overlap between the two test types was minimal. Finally, the punitive attitudes and theft admissions components of the Reid item pool are most closely related to the Big Five personality factors of conscientiousness and emotional stability; the Reid component of illegal drug use was unrelated to personality measures.     

Validation of the acculturative stress inventory for children

The psychometric properties of the Acculturative Stress Inventory for Children (ASIC) were examined with a sample of 139 Hispanic children. This self-report instrument was studied using the items of the Societal, Attitudinal, Familial, and Environmental Acculturative Stress Scale for Children (SAFE-C; Chavez, Moran, Reid, & Lopez, 1997), which had face validity for acculturative stress. The psychometric properties of the ASIC were examined by conducting an exploratory principal-axis factor analysis, which yielded a two-factor solution. The first factor includes 8 items assessing perceived discrimination and the 4 items of the second factor measure immigration-related experiences. Evidence of internal consistency and test-retest reliability for the 2 factors and the total scale were found to be adequate. In addition, sufficient estimates of convergent, discriminant, and predictive validity were obtained. Implications for future research of acculturative stress in children involving the ASIC are discussed.     

Integrity, conscientiousness, and honesty

Undergraduate volunteers from the Psychology participant pool (N=86, age M=22.7, SD=4.8 yr.; 72 of 86 were female) took two tests, a commercially available integrity test (the Personnel Selection Inventory) and the NEO-Five Factor Inventory. Later in the study, each participant was given an opportunity to report dishonestly the amount of time spent in the laboratory and thus to receive more extra-credit points than earned. An observer recorded participants' actual times in the laboratory to provide an accurate assessment of participants' honesty. Analysis indicated that the Personnel Selection Inventory did not predict whether the participant was honest or dishonest in reporting time spent. Conscientiousness as measured by the NEO-Five Factor Inventory, however, not only predicted behavior, but did so significantly better than did the Personnel Selection Inventory. The study provides new information about the value of integrity tests by comparing integrity and personality tests in the simultaneous prediction of a specific criterion.     

Does the social concerns component of the anxiety sensitivity index belong to the domain of anxiety sensitivity or the domain of negative evaluation sensitivity?

The present study utilized an exploratory factor-analytic approach (i.e. principal-components analysis; PCA) to investigate whether the Social Concerns component of the Anxiety Sensitivity Index (ASI [Peterson, R. A., & Reiss, S. (1992). Anxiety Sensitivity Index manual (2nd ed.). Worthington, OH: International Diagnostic Systems.]) is best conceptualized as belonging to the domain of anxiety sensitivity (AS) and/or the domain of negative evaluation sensitivity (NES). A sample of university students (N = 216) was administered measures of both NES (i.e. Brief Fear of Negative Evaluation scale; Leary, 1983) and AS (i.e. ASI). Participants' responses to the items comprising these measures were subjected to a PCA with oblique rotation. Factors representing the NES construct and the three lower-order AS constructs (i.e. AS Physical, Psychological and Social Concerns) were obtained. Subscales derived from these four factors were positively and significantly correlated with one another and loaded on a single higher-order factor labeled Threat Sensitivity. Thus, the present findings suggest that the AS Social Concerns factor is distinct from NES and the other lower-order components of AS. However, correlational analyses and higher-order PCA indicated that the AS Social Concerns factor taps a blend of AS and NES as well as something unique and distinct from both global AS and NES.