Integrity Tests Predict Counterproductive Work Behaviors and Job Performance Well: Comment on Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012)

• 成果类型: Editorial Material
• 署名作者: Ones, Deniz S.; Viswesvaran, Chockalingam; Schmidt, Frank L.
• 署名单位: University of Minnesota System; University of Minnesota Twin Cities; State University System of Florida; Florida International University; University of Iowa
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/a0024825
• 发表日期: 2012
• 页码: 537-542
• 关键词: integrity tests; honesty scales; organizational deviance; personality testing; personnel selection

摘要

Examination of the Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012) meta-analysis reveals a number of problems. They meta-analyzed a partial database of integrity test validities. An examination of their coded database revealed that measures coded as integrity tests and meta-analyzed as such often included scales that are not in fact integrity tests. In addition, there were important deficiencies in their analytic approach relating to application of range restriction corrections and identification of moderators. We found the absence of fully hierarchical moderator analyses to be a serious weakness. We also explain why empirical comparisons between test publishers versus non-publishers cannot unambiguously lead to inferences of bias, as alternate explanations are possible, even likely. In light of the problems identified, it appears that the conclusions about integrity test validity drawn by Van Iddekinge et al. cannot be considered accurate or reliable.