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Conditional reasoning tests (CRT) were proposed as an innovative approach to implicitly measure the rationalizations toward counterproductive work behaviors (CWB) often associated with overt integrity tests. The authors first set out to map a typology of justification mechanisms for general CWB, and to then validate a new integrity‐based CRT in both honest and faking testing conditions. Unfortunately, while demonstrating encouraging construct and criterion validity in the honest testing condition, the test was less resistant to faking than originally anticipated, and ceased to be valid in the faking condition. Overall, the results provide theoretical insight toward understanding how employees justify CWB, but raise concerns regarding the potential operational limitations of at least some CRTs.

Integrity tests have been well researched in recent decades and have consistently been found to be effective predictors of counterproductive behaviors in a variety of occupational settings. In practice, however, the unique nature of integrity tests and their constructs have made their integration into organizations’ recruitment processes somewhat challenging. In light of this situation, the present article outlines a number of practical guidelines that organizations can follow to help ensure successful integrity testing procedures. These guidelines are based on best practice standards for preemployment testing and describe the fundamental need for carefully planned and well-communicated implementation stages, which may include an initial audit of the organization’s counterproductive behaviors, setting realistic and measurable objectives for the test’s use, choosing the appropriate test, correctly positioning the test within the recruitment process, training the organization’s staff and piloting the test, making accurate hiring decisions and providing appropriate candidate feedback, and finally monitoring the test’s performance and employees’ behaviors over time.

Purpose: The purpose of this study was to examine the usefulness of pre-employment integrity testing in culturally distinct samples. Design/methodology/approach: Integrity test scores from a total of 1,632 job applicants from three large banking corporations in Colombia, Israel, and Ukraine were studied and matched against a standard criterion of self-reported counterproductive work behaviors. Findings: Mean test scores differed significantly across the countries, as hypothesized, while no evidence of adverse impact was found for age or gender in any of the samples. In addition, consistently significant validities were maintained in each country, resulting in the potential utility for mitigating counterproductive work behaviors among employees. Research limitations/implications: The results of this study are believed to make theoretical and practical contributions to our current understanding of integrity testing in personnel selection in cross-cultural settings. As such, the findings may be of particular importance to the numerous organizations and practitioners around the world administering integrity tests today. These results notwithstanding, future cross-cultural studies of this kind should include external performance measures in order to investigate possible method biases related to the use of self-reported criteria. Originality/value: Despite extensive research on integrity testing in recent decades, this is one of the few studies to look at cross-cultural integrity testing, and one of the first to examine integrity testing in the specific countries studied here. (PsycINFO Database Record (c) 2017 APA, all rights reserved)

While psychological tests are used extensively in Israel, the current controls over testing practices in Israel deserve some attention. Specifically, unlike in some European countries and the United States, (a) no specific certifications are offered to Israeli psychologists in the area of testing; (b) Israeli psychologists are not obligated to pursue continued professional education programs; and (c) the tests published in Israel are seldom reviewed independently for quality and local usability. This study surveyed a sample of Israeli psychologists (N = 338) on the topic of psychological testing in Israel and compared the results with the mean results from a similar European survey (Muniz et al., 2001). Overall, the findings confirm the wide use and high value of testing among Israeli psychologists, but they indicate that a greater level of professional supervision is still required to better ensure the competence of test users and the quality of tests being used. (PsycINFO Database Record (c) 2016 APA, all rights reserved)

Well established methods are available for estimating the monetary value of tools used to predict job performance in personnel selection. However, similar methods for estimating the value of tools used to predict counterproductive work behaviors (CWB) have been less well researched. This article presents two possible approaches for studying the latter issue. These approaches are based primarily on rational estimates of SDy for CWB, and on selection tools’ true positive rates. Anecdotal validity evidence is then used to demonstrate each approach. While more comprehensive research is still needed in this area, methods such as these may already begin to facilitate better informed personnel decisions for managing counterproductive behaviors in the workplace.

Few prior studies have examined the validity of integrity testing in Israel, where these tests are prevalent. Among 201 Israeli students, overt integrity was found to have statistically significant correlations with: self-reported counterproductive work behaviors (-.29), prior dismissals (-.18), and a simulated theft scenario (-.20), but not with a simulated deception scenario. In addition, the integrity test scores showedno indication of adverse impact or test bias for gender, age, or national origin. Overall, this study supports the international literature on this topic, and provides evidence towards the usefulness ofintegrity testing for personnel selection in Israel.

Well established methods are available for estimating the monetary value of tools used to predict job performance in personnel selection. However, similar methods for estimating the value of tools used to predict counterproductive work behaviors (CWB) have been less well researched. This article presents two possible techniques for studying the latter issue among job applicants. The techniques are based primarily on rational estimates of SDy for CWB, and on the tools’ true-positive rates. Anecdotal validity evidence is then used to demonstrate each technique. While more comprehensive research is still needed in this area, methods such as these may already facilitate better informed personnel decisions for managing CWB.

Despite the robust meta-analytic data available, very little comparative research exists on validities of integrity measures within specific industries. Among a sample of 2456 Israeli job applicants, integrity scores were found to be significantly correlated with self-reported counterproductive work behaviors across eight different industries, with no evidence of adverse impact by gender, age, or national origin. These results are believed to be of practical importance to the diverse organizations administering integrity tests.