Comprehensive Meta-Analysis of Integrity Test Validities

Findings and Implications for Personnel Selection and Theories of Job Performance

Deniz S. Ones, Chockalingam Viswesvaran, Frank L. Schmidt

Research output: Contribution to journalArticle

636 Citations (Scopus)

Abstract

The authors conducted a comprehensive meta-analysis based on 665 validity coefficients across 576,460 data points to investigate whether integrity test validities are generalizable and to estimate differences in validity due to potential moderating influences. Results indicate that integrity test validities are substantial for predicting job performance and counterproductive behaviors on the job, such as theft, disciplinary problems, and absenteeism. The estimated mean operational predictive validity of integrity tests for predicting supervisory ratings of job performance is .41. Results from predictive validity studies conducted on applicants and using external criterion measures (i.e., excluding self-reports) indicate that integrity tests predict the broad criterion of organizationally disruptive behaviors better than they predict employee theft alone. Despite the influence of moderators, integrity test validities are positive across situations and settings.

Original languageEnglish (US)
Pages (from-to)679-703
Number of pages25
JournalJournal of Applied Psychology
Volume78
Issue number4
DOIs
StatePublished - Jan 1 1993

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Personnel Selection
Theft
Meta-Analysis
Absenteeism
Reproducibility of Results
Self Report
Work Performance
Problem Behavior

Cite this

Comprehensive Meta-Analysis of Integrity Test Validities : Findings and Implications for Personnel Selection and Theories of Job Performance. / Ones, Deniz S.; Viswesvaran, Chockalingam; Schmidt, Frank L.

In: Journal of Applied Psychology, Vol. 78, No. 4, 01.01.1993, p. 679-703.

Research output: Contribution to journalArticle

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