Gender, age, and race differences on overt integrity tests: Results across four large-scale job applicant datasets.

Deniz S. Öneş · Chockalingam Viswesvaran

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Psychometric Methodologies and Testing Social and Intergroup Psychology Psychological Testing and Assessment

Abstract

Group differences on overt integrity tests were examined. Gender, age, and race differences were investigated using 724,806 job applicants. Women scored higher on overt integrity tests than men. There were very small differences between older job applicants (40 years old and older) and younger job applicants (younger than 40). No appreciable age-gender interactions were detected. Race differences were examined by comparing mean scores of Blacks, Hispanics, Asians, and American Indians with those of Whites and were found to be trivial. Implications for adverse impact, test construction, and personality measurement are discussed.

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References

1997Handbook of personality psychology 1993Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance.1978Applied Psychology in Personnel Management 1989INTEGRITY TESTING FOR PERSONNEL SELECTION: AN UPDATE 1993Honesty in the workplace.1996NEW DEVELOPMENTS IN THE USE OF MEASURES OF HONESTY INTEGRITY, CONSCIENTIOUSNESS, DEPENDABILITY TRUSTWORTHINESS, AND RELIABILITY FOR PERSONNEL SELECTION 1994Within-group norming and other forms of score adjustment in preemployment testing.1994Integrity tests: Facts and unresolved issues.

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