The authors indicated that one of use of integrity tests is to predict counterproductive work behaviors. Do most organizations formally measure/document counterproductive work behaviors? Are they incorporated into job performance or performance appraisal measures? If not, why are we using these tests as predictors of job performance?
What types of jobs would most likely use this measure to predict performance and counterproductive work behaviors? I am thinking back to my past jobs and I remember internal theft was a big issue within Express at the mall. I think a sales and clothing company would value greatly in having this measure for selection.
Do you think the HH variable is an appropriate way to characterize another personality trait or do you think the constructs it covers are too diverse to be covered by one name?
It would seem integrity and counterproductive workplace behaviors are situational aspects of employee behavior. That is, no one is inherently counterproductive, but given the right situation, they will behave as such. How can we take into account the situational variables surrounding the behaviors?
The authors surmised that the part of integrity not explained by personality may be explained by H-H or cognitive ability. Why might cognitive ability predict integrity?
Cross cultural issues and integrity – Seems to be an interesting issue because integrity seems to be a construct that is similarly valued across cultures (i.e., presumably everyone values honesty and no one wants to be robbed). Despite this presumption, how do you think we should approach the issue of integrity in cross cultural research? What do you think, besides the obvious issue or language, are some of our biggest barriers?
Regarding cross-cultural integrity test-use, I thought it was interesting that it is unclear which is better, to translate existing measures or develop new ones. Both require lots of time and resources. Perhaps applicant acceptance could be hire with the development of new ones, but then they might be country or culture or even religion-specific. This is challenging!
The authors indicated that one of use of integrity tests is to predict counterproductive work behaviors. Do most organizations formally measure/document counterproductive work behaviors? Are they incorporated into job performance or performance appraisal measures? If not, why are we using these tests as predictors of job performance?
ReplyDeleteWhat types of jobs would most likely use this measure to predict performance and counterproductive work behaviors? I am thinking back to my past jobs and I remember internal theft was a big issue within Express at the mall. I think a sales and clothing company would value greatly in having this measure for selection.
ReplyDeleteDo you think the HH variable is an appropriate way to characterize another personality trait or do you think the constructs it covers are too diverse to be covered by one name?
ReplyDeleteIt would seem integrity and counterproductive workplace behaviors are situational aspects of employee behavior. That is, no one is inherently counterproductive, but given the right situation, they will behave as such. How can we take into account the situational variables surrounding the behaviors?
ReplyDeleteThe authors surmised that the part of integrity not explained by personality may be explained by H-H or cognitive ability. Why might cognitive ability predict integrity?
ReplyDeleteCross cultural issues and integrity – Seems to be an interesting issue because integrity seems to be a construct that is similarly valued across cultures (i.e., presumably everyone values honesty and no one wants to be robbed). Despite this presumption, how do you think we should approach the issue of integrity in cross cultural research? What do you think, besides the obvious issue or language, are some of our biggest barriers?
ReplyDeleteRegarding cross-cultural integrity test-use, I thought it was interesting that it is unclear which is better, to translate existing measures or develop new ones. Both require lots of time and resources. Perhaps applicant acceptance could be hire with the development of new ones, but then they might be country or culture or even religion-specific. This is challenging!
ReplyDelete