What Do Integrity Tests Measure?

Theft, sabotage, not showing up to work on time, gossiping, intentionally working slowly – no employer wants to hire someone who will engage in these counterproductive work behaviors. To help avoid hiring bad employees, psychological assessments, including integrity tests, are often given to applicants.

“Integrity tests are one of the most common psychological predictors of counterproductive work behaviors used in personnel selection,” said Dr. Chris Berry, an assistant psychology professor at Wayne State University in Detroit, MI. Specifically, this type of test is mostly used for entry-level positions.

Integrity tests differ somewhat from personality assessments, which are typically designed to coherently measure a specific psychological trait, such as conscientiousness or agreeableness. Integrity tests vary because they are specifically designed to predict a criterion of interest, such as counterproductive work behaviors, with less regard for the specific psychological traits that are being measured. Thus, integrity tests reflect a combination of psychological constructs that exhibit relationships with the criterion of interest.

Integrity tests have been around for a long time, and Berry recently undertook a review of the new developments in integrity test research. His co-researchers were Dr. Paul Sackett, a University of Minnesota professor who has been involved with integrity test research throughout his career, and doctoral student Shelly Wiemann.

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