Comparison of two integrity tests based upon youthful or adult attitudes and experiences

To assess the effects on selection of two different approaches to the measurement of employment applicants' integrity, score data from two integrity tests were compared. A sample of 225 applicants to a drug supply company were administered both the Life Experience Inventory-Revised (LEI-R) and the Personnel Selection Inventory (PSI-3). The LEI-R items were largely derived from Freudian theory about the effects of childhood and youthful experiences on adult attitudes and behavior; the PSI-3 items were based upon the hypothesis that direct questions about deviant criminal and delinquent behavior and attitudes will yield responses predictive of employee integrity. Both the subscale scores and the total scores of the two inventories exhibited positive and moderately high intercorrelations. A principal (or common) factors analysis yielded two factors: one apparently a general deviance factor and the other a two-cluster LEI/PSI factor. Similar selection strategies (same cut-off score rules) yielded hit (agreement) rates from 71 to 82 percent. Implications for applicant integrity testing are discussed.