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.     

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.     

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.

     

天气和空气污染对诚信行为的影响：一项校园丢钱包的现场实验

本文通过两个研究探讨天气状况和空气污染对诚信行为的影响。研究1通过重新分析Cohn, Maréchal, Tannenbaum和Zünd (2019)在全球范围内对诚信行为的研究数据, 发现了天气状况和空气污染对诚信行为的影响; 研究2通过准实验的研究方法, 在3所高校进行了丢钱包的实验并记录当天天气和空气污染状况。两项研究共同表明：(1)在非晴朗的天气下, 人们会做出更多的不诚信行为; (2)空气污染越严重, 人们越有可能出现不诚信的 行为。     

Honesty–humility and a person–situation interaction at work

Person–situation interactions have attracted researchers' attention for decades. Likewise, the current work focuses on the interaction of honesty–humility and situational conditions in bringing about counterproductive work behaviour (CWB). As such, we introduce perceptions of organizational politics as a situational construct representing an opportunity for CWB. In a sample of N = 148 employees we found that particularly individuals low in honesty–humility were affected by situational circumstances. By contrast, those high in honesty–humility reported practically the same (lower) amount of CWB independent of the level of perceptions of organizational politics. In other words, employees low in honesty–humility were especially likely to condition their behaviour on environmental factors, a result that mirrors previous findings. Copyright © 2010 John Wiley & Sons, Ltd.     

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.     

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.     

The structure of honesty: Factor analysis of the reid report

The present study conducted principal component factor analyses of the Reid Report honesty test using two large (N=1281, N=3071) samples of applicants for employment. The results, which replicated across samples, strongly supported the existence of four major factors involved in the Reid Report measure of employee honesty. The Self-Punitiveness factor of the Reid Report contains items in which individuals indicate the extent to which they hold themselves to high standards of conduct. The Other-Punitiveness factor involves questions in which individuals indicate whether they are relatively harsh towards other people who commit crimes or act dishonestly. The Self-Projection factor of the Reid Report incorporates items in which individuals admit or deny that they have personal fantasies about dishonest behavior, such as taking company merchandise home with them. Finally, on the Other-Projection factor, respondents indicate the extent to which they see dishonest intentions or behaviors in others. Such results suggest a basis for more detailed assessments of a person's honesty than is provided merely by a single overall honesty score.This study was initiated while Dr. Ash was affiliated with Reid Psychological Systems, and was completed after he moved to London House, Inc. An earlier version of this study was presented by Dr. Ash at the Second Annual Conference of the Society of Industrial and Organizational Psychology, Atlanta, April, 1987. The authors are grateful for the cooperation of Reid Psychological Systems in providing the data used in the present study, and to David Arnold and Paul Brooks for their comments on an earlier draft.     

It is better to smile to women: Gender modifies perception of honesty of smiling individuals across cultures

Social perception studies have revealed that smiling individuals are perceived more favourably on many communion dimensions in comparison to nonsmiling individuals. Research on gender differences in smiling habits showed that women smile more than men. In our study, we investigated this phenomena further and hypothesised that women perceive smiling individuals as more honest than men. An experiment conducted in seven countries (China, Germany, Mexico, Norway, Poland, Republic of South Africa and USA) revealed that gender may influence the perception of honesty in smiling individuals. We compared ratings of honesty made by male and female participants who viewed photos of smiling and nonsmiling people. While men and women did not differ on ratings of honesty in nonsmiling individuals, women assessed smiling individuals as more honest than men did. We discuss these results from a social norms perspective.     

Facial and vocal cues of deception and honesty

Facial expressions and vocal cues (filtered speech) of honest and deceptive messages were examined in posed and spontaneous situations. The question of interest was the degree to which nonverbal cues transmit information about deception. Results indicated that (a) for both the facial and vocal channels, posing (as compared to spontaneous behavior) produced a higher level of communication accuracy; (b) facial expressions of deceptive (as compared to honest) messages were rated as less pleasant, while vocal expressions of deception were rated as less honest, less assertive, and less dominant, particularly in the posed condition; (c) the sender's ability to convey honesty was negatively correlated with his/her ability to convey deception, suggesting the existence of a demeanor bias—individual senders tend to appear and sound consistently honest (or dishonest) regardless of whether they deliver an honest or a deceptive message; (d) in the posing condition, the sender's abilities to convey honesty/deception via facial and vocal cues were positively and significantly correlated, whereas in the spontaneous condition they were not; and (e) senders whose full (unfiltered) speech indicated more involvement with their responses were judged as more honest from both their vocal (filtered speech) and facial cues, in both the honest and deceptive conditions.     

Integrity Testing and Deviance: Construct Validity Issues and the Role of Situational Factors

Two studies were conducted to investigate relationships among several types of preemployment integrity tests and situational factors which could play a role in employee deviance. In one study, three integrity measures were administered to subjects who were told to assume the role of job applicant for a position in either a large, small, or unspecified organization. Moral development stage, social desirability, and demographic data were collected. While there was some construct consistency across the different integrity measures, the expected relation between honesty and moral development was not found. There was also no difference in integrity test scores as a function of the organizational size manipulation. In a second laboratory study in which subjects were asked to play the role of job incumbents, both size and perceived equity of organizational climate were experimentally manipulated. The dependent measure was a scale of likelihood of engaging in organizationally proscribed behaviors. While again no effect was found for organizational size, those individuals who perceived themselves as employed in an organization in which employees are mistreated tended to report greater likelihood of engaging in organizational deviance. Implications for integrity testing in personnel selection are discussed.     

Assessing the Effectiveness of Integrity Tests: A Review

Integrity tests, and other methods of assessing "honesty," are widely used in pre-employment screening, as most employers want to minimize dishonest and counterproductive behavior among their employees. This review applies a structured framework to the research literature to assess the general effectiveness of integrity tests. The framework employed evaluates integrity tests in terms of their scope, accuracy (reliability), relevance (validity), fairness, acceptability, and practicality. Such a framework based on these six aspects allows for an objective and systematic analysis of the qualities of integrity tests, as well as a structure for the evaluation of other methods of assessing honesty and integrity. For both narrow, overt measures of integrity and broader personality-based measures, research has shown favorable evidence of reliability, validity, fairness, and practicality. Even though in terms of acceptability research has indicated that integrity tests are viewed neither positively nor negatively, there is still considerable debate surrounding the issues of false positive rates and labeling. Comparisons with other methods of assessing honesty and integrity are also reviewed.     

Bad Drives Psychological Reactions, but Good Propels Behavior: Responses to Honesty and Deception

ABSTRACT— Research across disciplines suggests that bad is stronger than good and that individuals punish deception more than they reward honesty. However, methodological issues in previous research limit the latter conclusion. Three experiments resolved these issues and consistently found the opposite pattern: Individuals rewarded honesty more frequently and intensely than they punished deception. Experiment 2 extended these counterintuitive findings by revealing a divergence between evaluation and behavior: Evaluative reactions to deception were stronger than those to honesty, but behavioral intentions in response to honesty were stronger than those in response to deception. In addition, individuals wanted to avoid deceivers more than they wanted to approach honest actors. Experiment 3 found that punishment, but not reward, frequencies were sensitive to costs. Moderated-mediation tests revealed the role of different psychological mechanisms: Negative affect drove punishments, whereas perceived trustworthiness drove rewards. Overall, bad appears to be stronger than good in influencing psychological reactions, but good seems to be stronger than bad in influencing behavior.     

College Students’ Perceptions of and Responses to Cheating at Traditional,Modified, and Non-Honor System Institutions

To address growing concerns about academic integrity, college students (n?=?758) at honor system and non-honor system institutions were presented with eight scenarios to determine the influence of an honor system on their perceptions of and responses to academic dishonesty. Main effects for honor code status emerged. Students from traditional honor system schools considered the behaviors to be more dishonest, and were more likely to respond that they would report the incident when compared to students attending modified and non-honor system institutions. Findings suggest traditional honor systems, with specific rules and regulations in place, are more effective at cultivating academic integrity among students; modified honor systems may not be as effective as previous research suggests.     

Student and Staff Understanding and Reaction: Academic Integrity in an Australian University

Academic integrity is becoming increasingly important to managing academic institutions. Accordingly there are efforts to uniformly assess campus attitudes to such issues as cheating in assessments along with the policies and procedures in place to address them. This paper seeks to summarize and understand the attitude of the students and academic staff at an Australian university towards academic integrity, as reflected in the results of a campus-wide survey, using both qualitative and quantitative analysis. The main finding of the quantitative results was the disconnect between academic staff and students belief’s about academic honesty and the reactions of students and academics to dishonest behaviour. Four key themes of academic honesty were identified through qualitative analysis, being those of cheating, student, solutions to cheating and general concerns.     

Behavioral Adaptation,Confidence, and Heuristic-Based Explanations of the Probing Effect

Researchers have found that asking probing questions of message sources does not enhance deception detection accuracy. Probing does, however, increase recipient and observer perceptions of source honesty, a finding we label the probing effect. This project examined 3 potential explanations for the probing effect: behavioral adaptation, confidence bias, and a probing heuristic. In Study 1, respondents (N = 337) viewed videotaped interviews in which probes were present or not present, and in which message source behaviors were controlled. Inconsistent with the behavioral adaptation explanation, respondents perceived probed sources as more honest than nonprobed sources, despite the fact that source behaviors were constant across conditions. The data also were inconsistent with the confidence bias explanation. Studies 2 and 3 investigated the probing heuristic explanation. The data from Study 2 (N = 136) were ambiguous, but the results of third study (N = 143) were consistent with the heuristic processing explanation of the probing effect.     

黑白背景颜色对诚信行为的影响

从诚信的“诚实”和“守信”两个维度来探讨黑白隐喻表征对诚信行为的影响。实验1使用信息传递-接收任务范式,发现任务信息呈现在白色背景上时个体会表现出更多的诚实行为;实验2采用改编的“信任游戏”范式,发现白色背景同样会促进守信行为。本研究从具身认知角度对此进行了深入探讨。     

When children are witnesses: The effects of context,age and gender on adults' perceptions of cognitive ability and honesty

The goals of the present study were to examine how context impacts perceptions of children, and the extent to which context interacts with a child's age and gender to alter adults perceptions of children. Specifically, we examine how perceptions of honesty (i.e. knowing the difference between truth and lie, being trusted by adults, being reliable, and honest) and cognitive ability (i.e. having a good memory for events and being able to attend and concentrate) are the same or different in the context of a child sexual abuse case (CSA) than when no context is provided. First, the results revealed few significant findings with regard to either juror or child gender. The analyses did reveal several context effects, with attention, trusted, reliable and honesty each producing higher ratings, and therefore better perceived memories, in the CSA condition than the no context condition. Also, ratings of all the dependent variables varied by age and 4 out of the 5 higher order interactions involved child age. Importantly, we found that ratings of honesty and cognitive abilities were not linear with age but, typically, ratings increased with age but then leveled out or started decreasing after 8 years‐of‐age. Copyright © 2010 John Wiley & Sons, Ltd.