Meta-Analysis of Integrity Tests: A Critical Examination of Validity Generalization and Moderator Variables.
Final rept. 28 Sep 91-30 Jun 92,
IOWA UNIV IOWA CITY COLL OF BUSINESS ADMINISTRATION
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A comprehensive meta-analysis was conducted to investigate whether integrity test validities are generalizable and to estimate differences in validity due to potential moderating influences. The database included 665 validity coefficients across 576,464 data points. Results indicate that integrity test validities are positive and in many cases substantial for predicting both job performance and counterproductive behaviors on the job such as theft, disciplinary problems, and absenteeism. Validities were found to be generalizable. The estimated mean operational predictive validity of integrity tests for supervisory ratings of job performance is .41. For the criterion of counterproductive behaviors, results indicate that use of concurrent validation study designs may overestimate the predictive criterion-related validity applicable in selection situations. Our results based on external criterion measures i.e., excluding self reports and predictive validity studies using applicants indicate that integrity tests Personnel selection personnel integrity and reliability personnel security meta-analysis selection validity.
- Personnel Management and Labor Relations