HONESTY TESTING FOR PERSONNEL SELECTION: A REVIEW AND CRITIQUE

PAUL R. SACKETT, MICHAEL M. HARRIS

Research output: Contribution to journalArticlepeer-review

121 Scopus citations

Abstract

Paper and pencil predictors of employee theft are described and studies of validity, reliability, and adverse impact of these tests are examined. Validity studies for 10 tests were grouped into 5 categories: comparisons with polygraph examination results, correlations with admissions of past theft, predictive studies using future job behaviors as criteria, comparisons of shrinkage rates before and after the introduction of a testing program, and comparisons of test scores of groups known to be dishonest with groups representing the general population. While positive correlations were consistently found, a variety of methodological differences between studies were identified which make the direct comparison of test validities suspect. High reliabilities are consistently reported, and test score comparisons by race and sex generally report no differences. Ethical issues in honesty test usage are considered and future research needs are identified.

Original languageEnglish (US)
Pages (from-to)221-245
Number of pages25
JournalPersonnel Psychology
Volume37
Issue number2
DOIs
StatePublished - Jun 1984

Fingerprint Dive into the research topics of 'HONESTY TESTING FOR PERSONNEL SELECTION: A REVIEW AND CRITIQUE'. Together they form a unique fingerprint.

Cite this