Although the authors suggest that the factor structure and results of this study generalize across cultures, what other cultural differences (e.g. power distance, collectivism) might influence applicant perceptions and general cultural responses to overt and covert integrity tests?
•How much do we rely too much on the Big 5 personality dimensions? This article showed that more than just the Big 5 gave unique contribution to the overt integrity test in predicting performance. Should we be couscous in overusing the Big 5 versus other personality traits?
I like that these authors included culture into their look at personality and integrity. It would seem that this is often an overlooked part of personality and integrity. There are considerable differences in appropriate behavior given the culture of a society. How would this affect the use of personality measures and integrity tests in multinational corporations? How do they select from an applicant pool they might be unfamiliar with?
The authors state that, “As opposed to task-related traits like organization or self-discipline defining FFM-C, H-H primarily refers to moral conscience.” I wonder if these various traits might relate differently to different facets of CWBs?
It was mentioned that applicant reactions to integrity tests tend to be pretty negative. Do you think that people who respond negatively to integrity tests have something to hide? That is, do you think reactions to integrity tests are telling us something about the actual applicant?
I appreciated the recommendation that a further need for cross-cultural testing is to research beyond Western cultural groups. Another individual difference that could be considered is religious belief and practice in western and non-western cultural groups and the impact CWB and relationship with integrity measures.
Although the authors suggest that the factor structure and results of this study generalize across cultures, what other cultural differences (e.g. power distance, collectivism) might influence applicant perceptions and general cultural responses to overt and covert integrity tests?
ReplyDelete•How much do we rely too much on the Big 5 personality dimensions? This article showed that more than just the Big 5 gave unique contribution to the overt integrity test in predicting performance. Should we be couscous in overusing the Big 5 versus other personality traits?
ReplyDeleteDo you think there would be differences in feelings of procedural justice for overt types of integrity tests and personality-based integrity tests?
ReplyDeleteI like that these authors included culture into their look at personality and integrity. It would seem that this is often an overlooked part of personality and integrity. There are considerable differences in appropriate behavior given the culture of a society. How would this affect the use of personality measures and integrity tests in multinational corporations? How do they select from an applicant pool they might be unfamiliar with?
ReplyDeleteThe authors state that, “As opposed to task-related traits like organization or self-discipline defining FFM-C, H-H primarily refers to moral conscience.” I wonder if these various traits might relate differently to different facets of CWBs?
ReplyDeleteIt was mentioned that applicant reactions to integrity tests tend to be pretty negative. Do you think that people who respond negatively to integrity tests have something to hide? That is, do you think reactions to integrity tests are telling us something about the actual applicant?
ReplyDeleteI appreciated the recommendation that a further need for cross-cultural testing is to research beyond Western cultural groups. Another individual difference that could be considered is religious belief and practice in western and non-western cultural groups and the impact CWB and relationship with integrity measures.
ReplyDelete