THE SUSCEPTIBILITY OF OVERT AND COVERT INTEGRITY TESTS TO COACHING AND FAKING

Abstract— Although previous research has indicated that faking can affect integrity test scores, the effects of coaching on integrity test scores have never been examined We conducted a between-subjects experiment to assess the effects of coaching and faking instructions on an overt and a covert integrity test Coaching provided simple rules to follow when answering test items and instructions on how to avoid elevated validity scale scores There were five instruction conditions "just take,""fake good,""coach overt,""coach covert," and coach both All subjects completed both overt and covert tests and a measure of intelligence Results provided strong evidence for the coachability of the overt integrity test, over and above the much smaller elevation in the faking condition The covert test apparently could be neither coached nor faked successfully Scores on both integrity tests tended to be positively correlated with intelligence in the coaching and faking conditions We discuss the generalizability of these results to other samples and other integrity tests, and the relevance of the coachability of integrity tests to the ongoing debate concerning the prediction of counterproductive behavior     

The accuracy of lay integrity assessments in simulated employment interviews

Two studies were conducted to determine if lay judges could accurately assess another individual’s integrity level when using overt and covert integrity inventories. In Study 1, participants took part in simulated employment interviews and then both the participants and lay interviewers completed an overt integrity test comparable to the Reid Report integrity survey [Reid London House. (2004). Abbreviated Reid Report. Minneapolis, MN: NCS Pearson]. Self-lay judge agreement and peer-lay judge agreement were used as the criteria for accuracy. In Study 2, participants took part in either a simulated structured, unstructured or informal employment interview format and completed both overt and covert integrity inventories. The results suggest that lay judges (as well as acquaintances) are fairly accurate in assessing others’ integrity levels based upon a very brief 10-min interaction with an individual, when using either an overt or covert integrity inventory. The findings also suggest that the informal interview format can significantly enhance the accuracy of a lay-judge’s assessment of the participant’s integrity level when a covert measure of integrity is used.     

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.     

Personality and drug testing: An exploration of the perceived fairness of alternatives to urinalysis

Paper-and-pencil inventories have been suggested as a less invasive alternative to urinalysis drug testing. Using 702 students in three experiments, an overt integrity test, a personality inventory, an interest inventory and a no-testing control condition were compared. Subjects reacted most positively when no testing was required. When drug testing was required, subjects were most satisfied with either overt tests or urinalysis, and least satisfied with the personality inventory. Attempts to increase the acceptability of personality testing by providing explanations and rationale had no effect on subjects' attitudes.We wish to express our appreciation to Andrew Colfelt for his assistance in research design and data collection, and to Kevin Murphy and Terry Stecher for their comments on previous drafts of this paper.     

On the Construct Validity of Integrity Tests: Individual and Situational Factors as Predictors of Test Performance

Although integrity tests are widely applied in screening job applicants, there is a need for research for examining the construct validity of these tests. In the present study, a theoretical model examining the causes of destructive behavior in organizational settings was used to develop background data measures of individual and situational variables that might be related to integrity test scores. Subsequently, 692 undergraduates were asked to complete these background data scales along with (a) two overt integrity tests – the Reid Report and the Personnel Selection Inventory, and (b) two personality‐based measures – the delinquency and socialization scales of the California Psychological Inventory. When scores of these measures were correlated with and regressed on the background data scales, it was found that relevant individual variables, such as narcissism and power motives, and relevant situational variables, such as alienation and exposure to negative peer groups, were related to scores on both types of integrity tests. However, a stronger pattern of validity evidence was obtained for the personality‐based measures and, in all cases, situational variables were found to be better predictors than individual variables. The implications of these findings for the validity of inferences drawn from overt and personality‐based integrity tests are discussed.     

The deterrent value of drug and integrity testing

Numerous studies have shown that job applicants may react negatively to drug, integrity, and personality testing and that these negative reactions can affect their attitudes and job search behavior. However, it is not clear if these negative reactions are equally strong among users and non-users of drugs. Using a sample of 509 subjects responding to a hypothetical employer, results showed that drug users had more negative reactions than non-users to urinalysis, overt integrity tests and personality inventories. Drug users responded equally negatively to all forms of testing, while non-users were especially negative towards personality tests.     

Integrity Tests and Morality: Associations with Ego Development,Moral Reasoning,and Psychopathic Personality

Although past research has shown links between integrity tests and the Big Five personality traits, little is known about the relationship between integrity and other individual difference constructs used to predict moral behavior. The present study expands this research by examining the relationships between ego development, moral reasoning, psychopathic personality, and three commonly used integrity tests. Both overt and personality‐based integrity tests showed the strongest (negative) correlations with psychopathic personality but only modest correlations with ego development and moral reasoning. On the whole, these findings suggest that integrity tests may be more closely related to overt moral behavior than to moral reasoning.     

Integrity Tests and the Five‐Factor Model of Personality: A Review and Empirical Test of Two Alternative Positions

The psychological meaning of integrity test scores has been explored predominantly in relation to the five‐factor model of personality (FFM). Two alternative positions on this topic can be identified in the literature which state, respectively, that integrity tests measure (a) a higher‐order factor of personality covering three FFM dimensions or (b) a linear composite of numerous facets from various domains within the FFM. An empirical test of these alternative positions, using structural equation modeling, revealed that the value of both views depended on the type of integrity test examined. With a personality‐based integrity test, position (a) had to be refuted, whereas position (b) was strongly supported. There was also more supportive evidence for position (b) with an overt test, but the difference was far less pronounced than for the personality‐based measure. Possible consequences for theories on the role of personality in personnel selection are discussed.     

PERSONALITY DIMENSIONS EXPLAINING RELATIONSHIPS BETWEEN INTEGRITY TESTS AND COUNTERPRODUCTIVE BEHAVIOR: BIG FIVE,OR ONE IN ADDITION?

Although the criterion-related validity of integrity tests is well established, there has not been enough research examining which personality constructs contribute to their criterion-related validity. Moreover, evidence of how well findings on integrity tests in North America generalize to non-English speaking countries is virtually absent. This research addressed these issues with data obtained from employees and students in Canada and Germany (total N = 853). Specifically, we tested the hypotheses that (a) Honesty–Humility, as specified in the HEXACO model of personality, is relatively more important than the Big 5 dimensions of personality in accounting for the criterion-related validity of overt integrity tests, whereas (b) the Big 5 are relatively more important in explaining the validity of personality-based integrity tests. These predictions were tested using 2 criteria (counterproductive work behavior and counterproductive academic behavior) as well as 2 overt and 2 personality-based integrity tests. We found evidence of the expected differences between types of integrity tests largely regardless of culture of the sample, specific test, criterion, or population under research, pointing to some degree of generalizability of findings in integrity testing research. Implications include theoretical refinements in research on integrity testing and encouragement of practical applications beyond North America.     

Narcissism and Adult Attachment: A Multivariate Approach

The primary purpose of this study was to examine the relationship between maladaptive narcissism, attachment anxiety, and attachment avoidance. The secondary objective of the present research was to explore further the differences between overt and covert forms of narcissistic vulnerability. Female participants (N = 171) completed measures of adult attachment, overt narcissism, and covert narcissism. Canonical correlation analysis (CCA) explored the multivariate relationship between overt and covert narcissism, on one hand, and adult attachment dimensions of anxiety and avoidance, on the other hand. CCA indicated the two linear combinations of variables overlapped significantly and shared about a quarter of their variance in common. The most important variable within the narcissism set was covert narcissism; and within the adult attachment set, both anxiety and avoidance were important, but the former more than the latter. The implications of the present findings are discussed in the context of past and future research on personality, attachment, and the experience of emotions.     

Perceptions of Overt and Personality-based Integrity Tests

Differences in test-taker perceptions between overt and personality-based integrity tests were examined. Following administration of both types of integrity tests, 255 undergraduate students provided ratings of perceived face validity and perceived predictive validity. Following receipt of actual test scores, 126 test takers participated in a second phase of the study in which they reported perceptions of distributive justice. Test takers perceived overt integrity tests as having greater face validity and predictive validity than personality-based integrity tests. Perceptions of job-relatedness were not strongly related to test performance on either test type. Distributive justice perceptions were related to test performance, but not type of integrity test.     

Does response mode affect amount recalled or the magnitude of the testing effect?

The testing effect is the finding that retrieval practice can enhance recall on future tests. One unanswered question is whether first-test response mode (writing or speaking the answer) affects final-test performance (and whether final-test response mode itself matters). An additional unsettled issue is whether written and oral recall lead to differences in the amount recalled. In three experiments, we examined these issues: whether subjects can recall more via typing or speaking; whether typing or speaking answers on a first test can lead to better final-test performance (and whether an interaction occurs with final-test response mode) and whether any form of overt response leads to better final-test performance as compared to covert retrieval (thinking of the answer but not producing it). Subjects studied paired associates; took a first test by typing, speaking, or thinking about responses; and then took a second test in which the answers were either spoken or typed. The results revealed few differences between typing and speaking during recall, and no difference in the size of the testing effect on the second test. Furthermore, an initial covert retrieval yielded roughly the same benefit to future test performance as did overt retrieval. Thus, the testing effect was quite robust across these manipulations. The practical implication for learning is that covert retrieval provides as much benefit to later retention as does overt retrieval and that both can be effective study strategies.     

How crucial is the response format for the testing effect?

Combining study and test trials during learning is more beneficial for long-term retention than repeated study without testing (i.e., the testing effect). Less is known about the relative efficacy of different response formats during testing. We tested the hypothesis that overt testing (typing responses on a keyboard) during a practice phase benefits later memory more than covert testing (only pressing a button to indicate successful retrieval). In Experiment 1, three groups learned 40 word pairs either by repeatedly studying them, by studying and overtly testing them, or by studying and covertly testing them. In Experiment 2, only the two testing conditions were manipulated in a within-subjects design. In both experiments, participants received cued recall tests after a short (~19 min) and a long (1 week) retention interval. In Experiment 1, all groups performed equally well at the short retention interval. The overt testing group reliably outperformed the repeated study group after 1 week, whereas the covert testing group performed insignificantly different from both these groups. Hence, the testing effect was demonstrated for overt, but failed to show for covert testing. In Experiment 2, overtly tested items were better and more quickly retrieved than those covertly tested. Further, this does not seem to be due to any differences in retrieval effort during learning. To conclude, overt testing was more beneficial for later retention than covert testing, but the effect size was small. Possible explanations are discussed.     

Theft reduction through personnel selection: A control group design in the supermarket industry

A quasi-experimental design was used to compare the effectiveness of preemployment integrity tests at six supermarket chains. Two of the supermarket chains had used some type of overt integrity test and four had not. Responses to an anonymous survey of 234 employees at these six chains were analyzed. Respondents from the chains that did not use preemployment integrity tests perceived significantly higher dollar amounts of employee theft than did respondents for the test-using companies. Implications for the usefulness of preemployment integrity tests are discussed.     

Relations between self-serving cognitive distortions and overt vs. covert antisocial behavior in adolescents

The present study addressed the relations between cognitive distortions (inaccurate thoughts, attitudes, or beliefs) and antisocial behavior that is either overt/confrontational (e.g., fighting) or covert/nonconfrontational (e.g., stealing). A controlled analysis of 52 male delinquents and a comparison sample of 51 high school students aged 14–18 years found the delinquents to be higher in both cognitive distortions and self-reported antisocial behavior. Furthermore, cognitive distortion related specifically to overt and covert antisocial behavior in both samples. In particular, cognitive distortion having overt antisocial behavior as its referent (e.g., “People need to be roughed up once in a while”) evidenced a significant path to overt but not covert antisocial behavior. Conversely, covert-referential cognitive distortion (e.g, “If someone is careless enough to lose a wallet, they deserve to have it stolen”) evidenced a significant path to covert but not overt antisocial behavior. The theoretical and treatment implications of the findings are discussed. Aggr. Behav. 24:335–346, 1998. © 1998 Wiley-Liss, Inc.     

Implications of college-age narcissism for psychosocial functioning at midlife: Findings from a longitudinal study of women

Positive and negative implications of two types of college-age narcissism on psychosocial functioning at midlife were studied in a longitudinal sample of women. Both types were scored with self-report measures when the women were, on the average, age 21. Throughout the first half of their adult life, high scorers on covert narcissism presented themselves as lacking in confidence and having low morale; high scorers on overt narcissism described themselves as wanting admiration, being independent, and being forceful. Positive outcomes associated with covert narcissism included the development of insight and of a differentiated sense of the self and, in the case of overt narcissism, entailed an involvement in high-status and creative work careers. At midlife, high scorers on covert narcissism experienced negative affect and feelings of being neglected, whereas high scorers on overt narcissism experienced family conflict and problems with impulse control. The personality characteristics associated with both types of narcissism remained stable from the early 20s to early 50s.     

Overt integrity tests versus personality-based measures of delinquency: An empirical comparison

This study examined the ability of both an overt integrity test and a personality-based measure of delinquency to predict on-the-job theft and counterproductivity. A heterogeneous sample of 105 employees anonymously completed both tests and a criterion checklist that included a 9-item theft subscale and a 12-item counterproductivity subscale. Results indicated that the overt integrity test was a superior predictor of both on-the-job theft and drug abuse compared to the personality-based measure. The overt integrity test was also a slightly better predictor of general counterproductivity. These findings and their implications are discussed.     

驾驶经验和危险类型对年轻驾驶员危险知觉的影响

结合反应时和眼动测量方法,采用驾驶经验分组2（年轻新手驾驶员,年轻有经验驾驶员）× 危险类型2（明显危险,隐藏危险）的混合实验设计,探索年轻驾驶员危险知觉的经验优势是否随着危险类型的不同而变化。使用一个基于真实交通情境视频的驾驶员危险知觉任务,对27名年轻新手驾驶员和22名年轻有经验驾驶员进行测试,并使用Tobbi T120记录眼动数据。结果发现,总体上,年轻新手驾驶员对潜在道路危险的反应次数比年轻有经验驾驶员更少,反应时间也更慢。两组驾驶员反应时间的差异,随着危险类型的不同而来源于不同的加工阶段。具体来说：一方面,年轻新手驾驶员对明显危险的反应时间慢,是因为他们对该类危险的评估时间长。另一方面,年轻新手驾驶员对隐藏危险的反应时间慢,是因为他们对该类危险的识别时间长。两组驾驶员对危险的平均注视时间受测试中危险类型的影响但不受驾驶经验的影响。这些研究结果表明,在对年轻新手驾驶员进行危险知觉训练或测试时,应重视危险类型对他们危险知觉的影响。     

显性自恋与隐性自恋:自恋人格的心理学探析

自恋是一种形式多样化的综合性人格构造,它具有两种不同的形式,即显性自恋和隐性自恋。本研究在文献综述、开放式问卷调查和个别访谈的基础上,编制了自恋人格问卷。经对大学生被试进行测查,结果表明：（1）自编的自恋人格问卷具有较好的信度和效度。（2）因素分析得出显性自恋的四个维度是：权欲、优越感、特权感和自我钦羡;隐性自恋的三个维度是：易感质、特权感和自我钦羡。（3）显性自恋和隐性自恋与心理健康有着不同的关联：前者与心理异常症状不存在显著相关,而后者存在显著正相关。     

Surveying the extent of, and attitudes towards, the use of prayer as a spiritual intervention among British mainstream counsellors

A questionnaire was sent to 578 BACP Accredited Counsellors and 122 CMCS Approved Counsellors to survey the use, and attitudes to the use, of prayer as a spiritual intervention in British mainstream counselling. The data reveal that prayer influences the practice of a significant number of mainstream counsellors at a philosophical, a covert and an overt level. More research needs to be conducted into the value and limitations of this phenomenon.