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

Saul Fine saulfine at zahav.net.il
Sat Jan 4 12:35:49 EST 2014

That’s a very good point, Dennis. Indeed, when it is more difficult to fire someone for CWBs (particularly for minor misbehaviors), screening applicants in advance for risk potential towards such behaviors becomes all the more important. With that, I would say that organizations considering to use integrity tests are often more concerned about serious/illegal CWBs, which are going to be dismissible offenses in any work setting.

From: Dennis Doverspike
Sent: Saturday, January 04, 2014 7:18 PM
To: Saul Fine
Cc: Mark Hammer ; IPAC-List
Subject: Re: [IPAC-List] : Use of integrity assessments in public sector

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?


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.

From: Mark Hammer
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?


>>> <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
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Professor of Psychology, University of Akron
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