{"title":"在过去的50年里,跨行业和国家的工作场所偏差完整性测试的预测有效性:一项元分析综述","authors":"Rebecca Wing-Man Lau, D. Chan, Fan Sun, G. Cheng","doi":"10.1177/18344909231171729","DOIUrl":null,"url":null,"abstract":"The current meta-analysis provides a comprehensive and updated review on integrity-testing findings across industries and countries in the past 50 years (k = 150, N = 67,016). Integrity tests were coded into the types of overt tests, covert tests, biodata, organizational measures, value/moral reasoning/situational judgment tests, integrity-related cognitive ability tests, and novel measures. The criterion measures of workplace deviance included CWBs, unethical pro-organizational behaviors, and other workplace deviant behaviors. For the information source, both computer and manual searches were performed to locate relevant published and unpublished papers. A variety of sources were examined to avoid publication bias, and publication bias analyses were conducted to uphold the methodological rigor. Results indicated that all the integrity tests analyzed were significant in predicting workplace deviance, with an overall mean validity estimate corrected for indirect range restriction and measurement error as .43 (95% CI [.32; .52]; p < .001). Among the tests, the value-oriented tests and cognitive ability tests indicated relatively large validity estimates of .60 (95% CI [.41; .75]; p < .001) and .65 (95% CI [.53; .74]; p < .001), respectively. The relationship between integrity tests and workplace deviance was found to be significantly moderated by the type of integrity test, industry, country, and criterion source. The effect size of integrity tests was largest in predicting deviance in the military and law enforcement sector, and relatively large in the work samples of Canada, Germany, Israel, Romania, and the United States. However, the moderating effects of the nature of deviance, validation sample, validation strategy, publication status, medium of test, and gender, were nonsignificant. Compared with previous reviews, our study was unique in its cross-cultural direction, which included primary studies of integrity testing in countries with different languages (e.g., publications in Chinese) and associated cultural variations. New insights and comparisons with previous meta-analytic findings were discussed.","PeriodicalId":45049,"journal":{"name":"Journal of Pacific Rim Psychology","volume":null,"pages":null},"PeriodicalIF":2.8000,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Predictive validity of integrity tests for workplace deviance across industries and countries in the past 50 years: A meta-analytic review\",\"authors\":\"Rebecca Wing-Man Lau, D. Chan, Fan Sun, G. 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Results indicated that all the integrity tests analyzed were significant in predicting workplace deviance, with an overall mean validity estimate corrected for indirect range restriction and measurement error as .43 (95% CI [.32; .52]; p < .001). Among the tests, the value-oriented tests and cognitive ability tests indicated relatively large validity estimates of .60 (95% CI [.41; .75]; p < .001) and .65 (95% CI [.53; .74]; p < .001), respectively. The relationship between integrity tests and workplace deviance was found to be significantly moderated by the type of integrity test, industry, country, and criterion source. The effect size of integrity tests was largest in predicting deviance in the military and law enforcement sector, and relatively large in the work samples of Canada, Germany, Israel, Romania, and the United States. However, the moderating effects of the nature of deviance, validation sample, validation strategy, publication status, medium of test, and gender, were nonsignificant. Compared with previous reviews, our study was unique in its cross-cultural direction, which included primary studies of integrity testing in countries with different languages (e.g., publications in Chinese) and associated cultural variations. 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引用次数: 0
摘要
当前的荟萃分析对过去50年(k = 150, N = 67,016)各个行业和国家的完整性测试结果进行了全面和最新的回顾。诚信测试分为公开测试、隐蔽测试、生物数据测试、组织测试、价值/道德推理/情境判断测试、诚信相关认知能力测试和新测试。工作场所越轨行为的标准测量包括不良行为、不道德的亲组织行为和其他工作场所越轨行为。对于信息源,进行了计算机和人工搜索,以找到相关的已发表和未发表的论文。为了避免发表偏倚,我们检查了各种来源,并进行了发表偏倚分析,以维护方法的严谨性。结果表明,所分析的所有完整性测试在预测工作偏差方面都具有显著性,经间接范围限制和测量误差校正后的总体平均效度估计为0.43 (95% CI [.32;点);p < 0.001)。在测试中,价值导向测试和认知能力测试显示相对较大的效度估计为0.60 (95% CI [.41;综合成绩);p < 0.001)和0.65 (95% CI [.53;.74];P < 0.001)。诚信测试与工作偏差之间的关系被诚信测试类型、行业、国家和标准来源显著调节。诚信测试在预测军事和执法部门的偏差方面的效果最大,在加拿大、德国、以色列、罗马尼亚和美国的工作样本中相对较大。然而,偏差的性质、验证样本、验证策略、发表状态、测试媒介和性别的调节作用不显著。与以前的综述相比,我们的研究在跨文化方向上是独一无二的,其中包括对不同语言(例如中文出版物)和相关文化差异的国家完整性测试的初步研究。讨论了新的见解和与先前元分析结果的比较。
Predictive validity of integrity tests for workplace deviance across industries and countries in the past 50 years: A meta-analytic review
The current meta-analysis provides a comprehensive and updated review on integrity-testing findings across industries and countries in the past 50 years (k = 150, N = 67,016). Integrity tests were coded into the types of overt tests, covert tests, biodata, organizational measures, value/moral reasoning/situational judgment tests, integrity-related cognitive ability tests, and novel measures. The criterion measures of workplace deviance included CWBs, unethical pro-organizational behaviors, and other workplace deviant behaviors. For the information source, both computer and manual searches were performed to locate relevant published and unpublished papers. A variety of sources were examined to avoid publication bias, and publication bias analyses were conducted to uphold the methodological rigor. Results indicated that all the integrity tests analyzed were significant in predicting workplace deviance, with an overall mean validity estimate corrected for indirect range restriction and measurement error as .43 (95% CI [.32; .52]; p < .001). Among the tests, the value-oriented tests and cognitive ability tests indicated relatively large validity estimates of .60 (95% CI [.41; .75]; p < .001) and .65 (95% CI [.53; .74]; p < .001), respectively. The relationship between integrity tests and workplace deviance was found to be significantly moderated by the type of integrity test, industry, country, and criterion source. The effect size of integrity tests was largest in predicting deviance in the military and law enforcement sector, and relatively large in the work samples of Canada, Germany, Israel, Romania, and the United States. However, the moderating effects of the nature of deviance, validation sample, validation strategy, publication status, medium of test, and gender, were nonsignificant. Compared with previous reviews, our study was unique in its cross-cultural direction, which included primary studies of integrity testing in countries with different languages (e.g., publications in Chinese) and associated cultural variations. New insights and comparisons with previous meta-analytic findings were discussed.