Predictive validity of integrity tests for workplace deviance across industries and countries in the past 50 years: A meta-analytic review
verifiedmedium profile · Journal of Pacific Rim Psychology · 2023
Wing-Man Lau, Rebecca; Chan, Darius Kwan-Shing; Sun, Fan; Cheng, Grand Hak-Land
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
In the authors’ words
The article’s own abstract.
The current meta-analysis provides a comprehensive and updated review on integrity-testing findings across industries and countries in the past 50 years (k = 150, N = 67,016). Integrity tests were coded into the types of overt tests, covert tests, biodata, organizational measures, value/moral reasoning/situational judgment tests, integrity-related cognitive ability tests, and novel measures. The criterion measures of workplace deviance included CWBs, unethical pro-organizational behaviors, and other workplace deviant behaviors. For the information source, both computer and manual searches were performed to locate relevant published and unpublished papers. A variety of sources were examined to avoid publication bias, and publication bias analyses were conducted to uphold the methodological rigor. Results indicated that all the integrity tests analyzed were significant in predicting workplace deviance, with an overall mean validity estimate corrected for indirect range restriction and measurement error as .43 (95% CI [.32; .52]; p < .001). Among the tests, the value-oriented tests and cognitive ability tests indicated relatively large validity estimates of .60 (95% CI [.41; .75]; p < .001) and .65 (95% CI [.53; .74]; p < .001), respectively. The relationship between integrity tests and workplace deviance was found to be significantly moderated by the type of integrity test, industry, country, and criterion source. The effect size of integrity tests was largest in predicting deviance in the military and law enforcement sector, and relatively large in the work samples of Canada, Germany, Israel, Romania, and the United States. However, the moderating effects of the nature of deviance, validation sample, validation strategy, publication status, medium of test, and gender, were nonsignificant. Compared with previous reviews, our study was unique in its cross-cultural direction, which included primary studies of integrity testing in countries with different languages (e.g., publications in Chinese) and associated cultural variations. New insights and comparisons with previous meta-analytic findings were discussed.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “…testing was further supported by Ones, Viswesvaran, Schmidt, and fellows (1993) when they consistently and systematically reviewed the empirical evidence of using integrity tests to predict both productive and counterproductive job performance (Ones et al., 1993, 1996; Schmidt & Hunter, 1998).”
supports “According to Ones et al. ’ s landmark meta-analysis of integrity tests (1993), they reported an overall validity (corrected for predictor range restriction and criterion unreliability) of .34 and .47 for integrity tests to predict job performance and CWBs, respectively.”
supports “Van Iddekinge ’ s team conducted another meta-analysis (2012a) and found considerably lower criterion-related validity of integrity tests on predicting job performance and CWBs in comparison to the data reported by Ones et al. (1993).”
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