Abstract
This article measured the degree to which the Critical Hire-Screen (CH-S), a pre-employment test of integrity, and Personality Assessment Inventory (PAI), a test of psychopathology, correlated with and predicted supervisor ratings of correctional officer job performance. Results revealed that the CH-S provided the strongest correlation with, and prediction of, job performance. Although PAI subscales contributed to the prediction model, relatively few subscales were ultimately selected, resulting in the CH-S explaining the majority of the variance. Implications for correctional agencies and pre-employment evaluators are discussed, and recommendations for the practical application of these results to pre-employment testing process are provided.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
