Abstract
Although the use of integrity testing during the application process has become a frequent practice in general business settings, their use has been rather nonexistent in the field of corrections. This limited use may stem from a lack of awareness about integrity tests in corrections, as well as a lack of integrity measures that have been normed and validated for use with correctional applicants. This study outlines the development, reliability, and validity for the Critical Hire®-Screen (CH-S), an overt integrity assessment measure developed for probation, parole, and other correctional officer job applicants. Four separate studies were conducted and provide evidence for the internal consistency, test‒retest reliability, and convergent validity for the CH-S. Results provide initial support for correctional agencies to use the tool to measure various traits of integrity at a pre-offer phase in the hiring process.
Highlights
Counterproductive work behaviors, poor job performance, and deficiencies in integrity are problematic for any organization but can be exceptionally problematic for correctional agencies
A series of independent samples t-tests were conducted to investigate the degree to which the five Critical Hire®-Screen (CH-S) scales and Impression Management Scale (IMS) showed significant differences based on race/ethnicity
Results revealed no significant differences between racial minorities and majority participants on the five CH-S scales or IMS (Table 1)
Summary
Counterproductive work behaviors, poor job performance, and deficiencies in integrity are problematic for any organization but can be exceptionally problematic for correctional agencies. One business saw a 50% reduction in terminations historically caused by employee misconduct such as theft, illegal drug use, and violence over a 5-year period after implementing integrity tests into their application and hiring process (Brown, Jones, Terris, & Steffy, 1987). This reduction in turnover through terminations has considerable cost savings. For hiring agencies, these figures are low estimates and do not include additional direct costs such as legal fees and settlements costs, or indirect costs such as lost productivity, strained moral, and fractured public trust often associated with turnover and terminations
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