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employment integrity testing
The honesty or integrity of individuals can be tested via pre-employment screening from employers. Employers may administer personnel selection tests within the scope of background checks that are used to assess the likelihood that employees will engage in dishonest 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.
Integrity testing for employment selection became popular during the 1980s.〔 Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). 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 obtain measures of personality traits that are associated with theft and counterproductive behavior.〔
== Types ==
Integrity tests use self-report paper and pencil formats. Integrity tests are designed to assess honesty, dependability, trustworthiness, conscientiousness, and reliability. Integrity tests were created to foresee counterproductive work behavior while on the job and employee theft.
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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