Abstract
This chapter explores the history of moral integrity constructs in the working environment, which commenced in the United States in the beginning of the twentieth century with the aim to optimise the recruitment process and decrease economic losses caused by counterproductive work behaviour. It introduces overt and covert moral integrity assessment tools, discussing their psychometric properties, as well as general utility, acceptability, and limitations given by their mostly commercial purposes, ad hoc created operational definitions, and research bias. Using an example of Robinson and Bennet’s concept of Work Deviance, it shows the methodology of integrity tests construction, which could be eventually seized also in ethical research; it is re-emphasised, though, that the current conceptions defining integrity as adherence to the employer’s rules cannot capture the person’s morality as such, and, moreover, can be utterly confusing should the rules be unethical.
This is a preview of subscription content, log in via an institution to check access.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
Alliger, G. M., & Dwight, S. A. (2000). A Metaanalytic Investigation of the Susceptibility of Integrity Tests to Faking and Coaching. Educational and Psychological Measurement, 60, 59–72.
Ashton, M. C., & Lee, K. (2008). The Prediction of Honesty-Humility-Related Criteria by the HEXACO and Five-Factor Models of Personality. Journal of Research in Personality, 42(5), 1216–1228.
Bailey, N., Copperwaite, P., & Munro, M. (Ed.). (2008). Dictionary of Unfamiliar Words by Diagram Group. London: Diagram Visual Information Limited.
Byle, K. A., & Holtgraves, T. M. (2008). Integrity Testing, Personality, and Design: Interpreting the Personnel Reaction Blank. Journal of Business and Psychology, 22, 287–295.
Carnahan, T., & McFarland, S. (2007). Revisiting the Stanford Prison Experiment: Could Participant Self-Selection Have Led to the Cruelty? Personality and Social Psychology Bulletin, 33(5), 603–614.
Christie, R., & Geis, F. (1970). Studies in Machiavellianism. New York: Academic Press.
Collins, D. (2009). Doing Well and Good: The Human Face of the New Capitalism. Charlotte, NC: Information Age Publishing.
Connelly, B. S., Lilienfeld, S. O., & Schmeelk, K. M. (2006). Integrity Tests and Morality: Associations with Ego Development, Moral Reasoning, and Psychopathic Personality. International Journal of Selection and Assessment, 14(1), 82–86.
Coyne, I., & Bartram, D. (2002). Assessing the Effectivenss of Integrity Tests: A Review. International Journal of Testing, 2(1), 15–34.
Cribb, A. (2011). Integrity at Work: Managing Routine Moral Stress in Professional Roles. Nursing Philosophy, 12, 119–127.
De Vaus, D. A. (2002). Surveys in Social Research. Crows Nest: Allen & Unwin.
Digman, J. M. (1997). Higher-Order Factors of the Big Five. Journal of Personality and Social Psychology, 73, 1246–1256.
Feldman, D. C. (1984). The Development and Enforcement of Group Norms. Academy of Management Review, 9, 47–53.
Forsyth, D. R. (1980). A Taxonomy of Ethical Ideologies. Journal of Personality and Social Psychology, 39(1), 175–184.
Goldberg, L. R., Grenier, J. R., Guion, R. M., Sechrest, L. B., & Wing, H. (1991). Questionnaires Used in the Prediction of Trustworthiness in Preemployment Selection Decisions. APA Task Force Report. Washington, DC: American Psychological Association.
Haney, C., Banks, W. C., & Zimbardo, P. G. (1973). Study of Prisoners and Guards in a Simulated Prison. Naval Research Reviews, 9, 1–17.
Hogan, R., & Hogan, J. (1995). Hogan Personality Inventory Manual (2nd ed.). Tulsa, OK: Hogan Assessment Systems.
Hollinger, R. C., & Clark, J. P. (1982). Formal and Informal Social Controls of Employee Deviance. The Sociological Quarterly, 23, 333–343.
Hooijberg, R., & Lane, N. (2005). Leader Effectiveness and Integrity: Wishful Thinking? International Journal of Organizational Analysis, 18(1), 59–75.
Jones, J. W., & Terris, W. (1983). Predicting Employee’s Theft in Home Improvement Centers. Psychological Reports, 52, 187–201.
Jones, J. W., & Joy, D. S. (1991). Empirical Investigation of Job Applicants’ Reactions to Taking a Preemployment Honesty Test. In J. W. Jones (Ed.), Preemployment Honesty Testing: Current Research and Future Directions (pp. 121–131). Westport, Canada: Quorum Books.
Kaiser, R. B., & Hogan, R. (2010). How to (and How Not to) Assess the Integrity of Managers. Consulting Psychology Journal: Practice and Research, 62(4), 216–234.
Kaplan, H. B. (1975). Self-Attitudes and Deviant Behavior. Pacific Palisades, CA: Goodyear.
König, C. J., Melchers, K. G., Kleinmann, M., Richter, G. M., & Klehe, U. C. (2006). The Relationship Between the Ability to Identify Evaluation Criteria and Integrity Test Scores. Psychology Science, 48(3), 369–377.
Lehman, W., & Simpson, D. (1992). Employee Substance Abuse and On-The-Job Behaviors. Journal of Applied Psychology, 77, 309–321.
Lewis, P. V. (1985). Defining “Business Ethics”: Like Nailing Jello to a Wall. Journal of Business Ethics, 4, 377–383.
Lilienfeld, S. O. (1993). Do, Honesty’ Tests Really Measure Honesty? Skeptical Inquirer, 18, 3241.
Lilienfeld, S., Andrews, B., & StoneRomero, R. (1994). The Relationship Between a Selfreport Honesty Test and Personality Measures in Prison and College Samples. Journal of Research into Personality, 28, 154–169.
Logan, T. G., Koettel, R. C., & Moore, R. W. (1986). Personality Correlates of a Test of Honesty. Psychological Reports, 59, 1015–1018.
Milgram, S. (1974). Obedience to Authority: An Experimental View. New York: Harper & Row.
Moore, R., & Stewart, R. (1989). Evaluating Employee Integrity: Moral and Methodological Problems. Employees Responsibilities and Rights Journal, 2, 203–215.
Murphy, K. R. (1993). Honesty in the Workplace. Belmont, CA: Brooks/Cole Publishing Company.
Ones, D. S., & Viswesvaran, C. (1998). Gender, Age, and Race Differences on Overt Integrity Tests: Results Across Four Largescale Job Applicant Data Sets. Journal of Applied Psychology, 83, 35–42.
Ones, D. S., & Viswesvaran, C. (2001). Personality at Work: Criterion-Focused Occupational Personality Scales used in Personnel Selecction. In B. W. Roberts & R. Hogen (Eds.), Personality Psychology in the Workplace (pp. 63–92). Washington, DC: American Psychological Association.
Ones, D. S., Viswesvaran, C. H., & Schmidt, F. L. (1993). Comprehensive Meta-Analysis of Integrity Test Validities: Findings and Implications for Personnel Selection and Theories of Job Performance. Journal of Applied Psychology, 78(4), 679–703.
Preiss, M., Mejzlíková, T., Rudá, A., Krámský, D., & Pitáková, J. (2015). Testing the Level of Social Desirability During Job Interview on White-Collar Profession. Frontiers in Psychology, 6, 1886.
Robertson, D. C. (1993). Empiricism in Business Ethics: Suggested Research Directions. Journal of Business Ethics, 12, 585–599.
Robertson, I. T., Baron, H., Gibbons, P., MacIver, R., & Nyfield, G. (2000). Conscientiousness and Managerial Performance. Journal of Occupational and Organizational Psychology, 73, 171–180.
Robinson, S. L., & Bennett, R. J. (1995). A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study. Academy of Management Journal, 38(2), 555–572.
Robinson, S. L., & Bennett, R. J. (2000). Development of a Measure of Workplace Deviance. Journal of Applied Psychology, 85(3), 349–360.
Ryan, A. M., & Sackett, P. R. (1987). Preemployment Honesty Testing: Fakability, Reactions of Testtakers & Company Image. Journal of Business and Psychology, 1, 248–256.
Sackett, P. R., & Harris, M. M. (1984). Honesty Testing for Personnel Selection: A Review and Critique. Personnel Psychology, 37(2), 221–245.
Sackett, P. R., Burris, L. R., & Callahan, C. (1989). Integrity Testing for Personnel Selection: An Update. Personnel Psychology, 42, 491–529.
Steiner, D. D., & Gilliland, S. W. (1996). Fairness Reactions to Personnel Selection Techniques in France and the United States. Journal of Applied Psychology, 81, 134–141.
Wanek, J. E. (1999). Integrity and Honesty Testing? What Do We Know? How Do We Use It? International Journal of Selection and Assessment, 7(4), 183–195.
Whitney, D. J., Diaz, J., Mineghino, M. E., & Powers, K. (1999). Perceptions of Overt and Personality Based Integrity Tests. Personnel Psychology, 7, 35–45.
Woolley, R. M., & Hakstian, A. R. (1992). An Examination of the Construct Validity of Personality Based and Overt Measures of Integrity. Educational and Psychological Measurement, 52, 475–489.
Author information
Authors and Affiliations
Corresponding author
Rights and permissions
Copyright information
© 2018 The Author(s)
About this chapter
Cite this chapter
Šamánková, D., Preiss, M., Příhodová, T. (2018). Integrity in the Workplace. In: The Contextual Character of Moral Integrity. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-89536-9_7
Download citation
DOI: https://doi.org/10.1007/978-3-319-89536-9_7
Published:
Publisher Name: Palgrave Macmillan, Cham
Print ISBN: 978-3-319-89535-2
Online ISBN: 978-3-319-89536-9
eBook Packages: Behavioral Science and PsychologyBehavioral Science and Psychology (R0)