New developments in the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection

Paul R Sackett, James E. Wanek

Research output: Contribution to journalReview articlepeer-review

169 Scopus citations

Abstract

This paper is the fourth in a series of reviews of the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection (see Sackett & Decker, 1979; Sackett & Harris, 1984; Sackett, Burris, & Callahan, 1989). New developments reviewed include an examination of professional and congressional inquiry into this area of testing, rapid growth of the validity data base, new insight into similarities and differences between different tests, and links to the Big Five personality dimensions. Inquiries into relationships with other constructs, including cognitive ability, moral reasoning, and social desirability are reviewed, as are applicant reactions to these tests. The effects of the Civil Rights Act of 1991 and the Americans with Disabilities Act are considered.

Original languageEnglish (US)
Pages (from-to)787-829
Number of pages43
JournalPersonnel Psychology
Volume49
Issue number4
DOIs
StatePublished - Jan 1 1996

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