RT Article
T1 “Integrity testing” for personnel selection: An unsparing perspective
JF Journal of business ethics
VO 12
IS 2
SP 147
OP 156
A1 Dalton, Dan R.
A2 Metzger, Michael B.
LA English
YR 1993
UL https://ixtheo.de/Record/1785603833
AB Federal legislation (the Employee Polygraph Protection Act) adopted in 1988 prohibits virtually all private sector employers from requiring or requesting preemployment polygraph examinations for prospective employees. Since then, written integrity testing designed to reliably distinguish those prospective employees who may steal from the company from those who are far less likely to do so has been something of a growth industry. Indeed, the American Psychological Association has recently noted that honesty tests have demonstrated useful levels of validity as an employee selection measure. We provide an alternative perspective. We argue that, even under the most charitable of assumptions, the propensity of integrity tests to generate false positives (i.e., to identify prospective employees as potential thieves when, in fact, they are not) is unsuitably large. Thus, the integrity test as currently configured is largely without merit as a personnel selection device.
K1 American Psychological Association
K1 American Psychological
K1 Private Sector
K1 False Positive
K1 Economic Growth
DO 10.1007/BF00871934