The honesty or integrity of individuals can be tested via pre-employment screening from employers.[citation needed] Employers may administer personnel selection tests within the scope of background checks that are used to assess the likelihood that behavior. Integrity tests are administered to assess whether the honesty of the potential candidate is acceptable in respect to theft and counterproductive work behavior. These tests may weigh in on the final personnel decisions.[1]
Integrity testing for employment selection became popular during the 1980s.[2] Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA).[2] The two types of tests related to integrity testing are called overt and personality-based measures. The overt test asks about past behavior and attitudes about theft and counterproductive behavior. The personality-based measures of personality traits that are associated with theft and counterproductive behavior.[1]
^ abU.S. Congress, Office of Technology Assessment (1990). The Use of Integrity Tests for Pre-Employment Screening. Washington, DC. pp. 1–78.{{cite book}}: CS1 maint: location missing publisher (link)
^ abByle, Kevin; Holtgraves, Thomas (5 April 2008). "Integrity Testing, Personality, and Design: Interpreting the Personal Reaction". Journal of Business and Psychology. No. 4. 22 (4): 287–295. doi:10.1007/s10869-008-9059-z. JSTOR 40682649. S2CID 143726836.
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