Ann Marie Ryan – Bowling Green State University, Mark J. Schmit – University of Florida, Diane L. Daum, Stéphane Brutus, Sheila A. McCormick, Michelle Haff Brodke – Ernst & Young
Pre-employment integrity tests assume differences between honest and dishonest individuals in their perceptions of the degree of dishonesty of given behaviors. This exploratory study investigated whether individuals classified as dishonest by an overt integrity test had different perceptions of the honesty of behaviors than those classified as honest. Differences in perceptions of situational factors promoting or deterring honesty were also examined. Dishonest individuals had different perceptions of behaviors and situations than honest individuals, suggesting that the relative influence of situational interventions may vary with the general integrity of a workforce.
Ryan, A. M., Schmit, M. J., Daum, D. L., Brutus, S., McCormick, S. A., & Brodke, M. H. (1997). Workplace integrity: Differences in perceptions of behaviors and situational factors. Journal of Business and Psychology, 12(1), 67–83. https://doi.org/10.1023/A:1025014217174