It seems that we keep finding group (e.g. ethnic, racial, gender) differences in almost every predictor construct we have read about. Are there any constructs that don’t seem to generate any major group differences? What explanations might we provide for group differences in integrity scores, given that the group differences are real?
How might the findings that there are group differences in integrity testing combined with negative stereotypes we often hold about minority groups affect organizations view of hiring minorities?
Integrity as defined by basic moral behavior seems important in nearly all if not all jobs. Do you think integrity as a construct has been adequately defined and refined?
I really think there is a huge need to more experimental research to better learn what integrity tests are telling us. For example, I would like to compare whether companies who use integrity tests actually reporting less CWB than those who do not? What do you think are some other areas that need to be better examined when it comes to integrity tests?
Interesting comments and questions ya'all. I am glad to get exposed to this active are of research. I think research is coming along in terms of construct understanding and criterion-related validity. I think the link to situational variables is one I would like to learn more about.
It seems that we keep finding group (e.g. ethnic, racial, gender) differences in almost every predictor construct we have read about. Are there any constructs that don’t seem to generate any major group differences? What explanations might we provide for group differences in integrity scores, given that the group differences are real?
ReplyDelete•Adverse impact is possible with integrity testing, so how likely are companies to consider taking a risk with using this type of personality test?
ReplyDeleteHow might the findings that there are group differences in integrity testing combined with negative stereotypes we often hold about minority groups affect organizations view of hiring minorities?
ReplyDeleteAre counterproductive workplace behaviors the opposite of organizational citizenship behaviors? Do we test for OCB's in selection?
ReplyDeleteIntegrity as defined by basic moral behavior seems important in nearly all if not all jobs. Do you think integrity as a construct has been adequately defined and refined?
ReplyDeleteI really think there is a huge need to more experimental research to better learn what integrity tests are telling us. For example, I would like to compare whether companies who use integrity tests actually reporting less CWB than those who do not? What do you think are some other areas that need to be better examined when it comes to integrity tests?
ReplyDeleteInteresting comments and questions ya'all. I am glad to get exposed to this active are of research. I think research is coming along in terms of construct understanding and criterion-related validity. I think the link to situational variables is one I would like to learn more about.
ReplyDelete