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.