[IPAC-List] : Use of integrity assessments in public sector

[Dennis Doverspike]

But isnt that the question Saul, while the Private sector can clearly say -
we will fire someone for CWBs - it becomes more questionable in the Public
sector. Thus, I think the question is one, for the public sector not the
private sector, of what do we really mean when we say CWBs and are CWBs a
legitimate criterion in the public sector.

For example, what if the CWB being predicted is whistleblowing?

Dennis


On Sat, Jan 4, 2014 at 12:09 PM, Saul Fine <saulfine at zahav.net.il> wrote:


>   Another thing to consider is the alternatives. If an organization is

> interested in reducing CWB, integrity tests are one of the most effective

> and least expensive selection tools for doing so. Regarding validity, a

> lively discussion was published in JAP (2012, 97/3), based on an updated

> meta-analysis by Van Iddekinge et al. While the prediction of overall job

> performance was brought into question, there seems to be a consensus

> opinion regarding integrity tests’  ability to predict CWB.

> Saul.

>

>  *From:* Mark Hammer <Mark.Hammer at psc-cfp.gc.ca>

> *Sent:* Friday, January 03, 2014 11:25 PM

> *To:* ipac-list at ipacweb.org

> *Subject:* Re: [IPAC-List] : Use of integrity assessments in public sector

>

>  Well that's just it, isn't it?  When the outcomes, and especially the

> basis, of selection decisions can be public, the basis for non-selection

> cannot appear to be either punitive or derogatory, or else one will be met

> with a fair degree (in every sense of the word "fair") of opposition,

> particularly when the selection process is internal to the organization,

>

> And if calling it something else that doesn't sting quite so much and is

> the spoonful of sugar that helps the medicine go down, so be it.

> While I've got you all here, Happy New Year, eh?

>

> Mark

>

> >>> <RPClare at aol.com> 2014/01/03 12:18 AM >>>

> excellent post making it a whole different perspective...more like a Py

> test than "integrity.

>

>  In a message dated 1/2/2014 11:16:54 P.M. Eastern Standard Time,

> Harry.Brull at KornFerry.com writes:

>

>  Using the Employment incentory (EI), I have conducted validity studies

> for bus drivers (using criteria such as chargeable/non-chargeable

> accidents, workers’ comp claims, absenteeism, etc. with excellent results.

> A similar study for nursing assistants also produced high validities.

>

> I have also used measures of conscientiousness ( a more accurate

> nomenclature than integrity tests) for a relatively wide group of public

> sector positions including laborers and fire fighters.

>

>  Labelling people as “failing an integrity test” is problematic. Given

> conscientiousness’s status as a big 5 personality characteristic – I prefer

> “demonstrating higher levels of conscientiousness”.

>

>  Harry Brull

>

>

> >

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-- 
Dennis Doverspike, PhD., ABPP
Licensed Psychologist, #3539 (OHIO)
Independent Consultant
Professor of Psychology, University of Akron
dennisdoverspike at gmail.com

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