Saif Khan

10/11/2016

Ones, Deniz S., Chockalingam Viswesvaran, and Frank L. Schmidt. "Comprehensive

Meta-analysis of Integrity Test Validities: Findings and Implications for Personnel
Selection and Theories of Job Performance." Journal of Applied Psychology 78.4 (1993):
679-703. Web. 10 Oct. 2016

This source is written by Deniz S. Ones, a professor from the Florida International
University, Chockalingam Viswesvaran, a professor from the University of Minnesota,
and Frank L. Schmidt, a university from the University of Iowa, all of whom conducted a
comprehensive meta-analysis based on 576,460 data points to investigate the validity of
their research.

I found this source on Google Scholar.

The intended audience of this source are the people who conduct interviews to hire
individuals for a corporation.

If corporations utilize personality-based integrity tests, it could reduce the amount of

absenteeism. By examining research between personality tests and the big five
personality dimensions, research has shown that there was a strong correlation with
conscientiousness, agreeableness, and emotional stability. Additionally, there are two
main types of integrity exams: over integrity tests and personality based tests. The overt
integrity tests assess the attitudes towards dishonest activities such as theft or tardiness.
Whereas, the personality based exams predict the counterproductive activities of
employees such as violence on the job. All in all, these two exams are a good predictor
of the amount of work an individual will do as an employee.

Quotes:

The meta-analysis by Ones et al. (1993) of the validity of integrity tests for
predicting composites of counterproductive behaviours indicated that in the
noncognitive domain of personality traits concurrent validity may overestimate
predictive validities. However, results were varied depending on the criterion
studied. For example, the validity of integrity tests for predicting supervisory
ratings of overall job performance was found to be highest in predictive studies
conducted using job applicants. Hence, in the present investigation, we sought to
examine the impact of validation strategy (predictive versus concurrent) on
criterion-related validities of integrity tests for predicting absenteeism.

Ones et al. (1993) found that integrity tests predict overall job performance
better than theft, the criterion they were designed to predict. In our study, we
found that overt tests predict absenteeism at a validity level of 0.09, much lower
than their validity for overall job performance (0.41). The implication seems to be
that overt tests focus on attitudes and traits which are good determinants of a
broad criterion such as overall job performance.

Moreover, past absenteeism has been found to predict subsequent absenteeism

even in the presence of substantial job design changes (Ivancevich, 1985).
Stability of absenteeism over time and across changing environments may in part
be due to its enduring, personality based determinants (Ferris, Bergin, & Wayne,
1988; Froggatt, 1970a, 1970b).