The Use of Integrity Tests for PreEmployment （录用前的完整性测试的使用）.PDF

SUMMARY SUMMARY An estimated 5,000 to 6,000 business establishments in the United States use honesty and integrity tests in the process of screening and selecting job applicants for employment. Analysts familiar with the issue believe the tests are principally used to screen applicants for nonmanagerial, less-skilled jobs, such as convenience store employees and retail clerks. OTA has defined honesty and integrity tests as written tests designed to identify individuals applying for work in such jobs who have relatively high propensities to steal money or property on the job, or who are likely to engage in behavior of a more generally “counterproductive” nature. Counterproductivity in this context often includes types of “time theft,” e.g., tardiness, sick leave abuse, and absenteeism. This definition does not necessarily resolve ambiguities over the universe of tests that should be considered integrity tests. Controversy surrounds the meanings of integrity and honesty in the workplace; there is disagreement over whether integrity tests differ from other personnel tests in design or in the kinds of inferences they support; and there is little relative information on how integrity and honesty tests are actually used in hiring decisions. The debate is made more difficult because some tests that appear on their face to be at least partially relevant to measuring integrity are not considered by their publishers to be integrity tests, and because the tests are evolving in content and scope. WHAT ARE INTEGRITY TESTS? Integrity tests are almost all paper-and-pencil instruments, administered to job applicants at some stage of the screening and selection process. Some tests, which are called “overt integrity tests,” are clearly designed to query applicants about their attitudes toward specific manifestations of dishonesty -- t