Although the criterion‐related validity of integrity tests is well established, there has not been enough research examining which personality constructs contribute to their criterion‐related validity. Moreover, evidence of how well findings on integrity tests in North America generalize to non‐English speaking countries is virtually absent. This research addressed these issues with data obtained from employees and students in Canada and Germany (total N= 853). Specifically, we tested the hypotheses that (a) Honesty–Humility, as specified in the HEXACO model of personality, is relatively more important than the Big 5 dimensions of personality in accounting for the criterion‐related validity of overt integrity tests, whereas (b) the Big 5 are relatively more important in explaining the validity of personality‐based integrity tests. These predictions were tested using 2 criteria (counterproductive work behavior and counterproductive academic behavior) as well as 2 overt and 2 personality‐based integrity tests. We found evidence of the expected differences between types of integrity tests largely regardless of culture of the sample, specific test, criterion, or population under research, pointing to some degree of generalizability of findings in integrity testing research. Implications include theoretical refinements in research on integrity testing and encouragement of practical applications beyond North America.
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