COMPREHENSIVE METAANALYSIS OF INTEGRITY TEST VALIDITIES - FINDINGS AND IMPLICATIONS FOR PERSONNEL-SELECTION AND THEORIES OF JOB-PERFORMANCE

The authors conducted a comprehensive meta-analysis based on 665 valid ity coefficients across 576,460 data points to investigate whether int egrity test validities are generalizable and to estimate differences i n validity due to potential moderating influences. Results indicate th at integrity test validities are substantial for predicting job perfor mance and counterproductive behaviors on the job, such as theft, disci plinary problems, and absenteeism. The estimated mean operational pred ictive validity of integrity tests for predicting supervisory ratings of job performance is .41. Results from predictive validity studies co nducted on applicants and using external criterion measures (i.e., exc luding self-reports) indicate that integrity tests predict the broad c riterion of organizationally disruptive behaviors better than they pre dict employee theft alone. Despite the influence of moderators, integr ity test validities are positive across situations and settings.