Abstract
Three experiments examined impression-management responses to the Reid Report Integrity Attitude Inventory. Subjects encouraged to score high on the honesty test attained higher scores than a control group, but no higher than a group of job applicants. Study 2 offered money for high scores, and provided information to use concerning the first, second, or both factors of the Reid Report. Subjects in the three information conditions scored higher than those in a control condition, but again were no higher than job applicants. In a third study, subjects were asked to respond to the Reid Report and to several other measures as if they seriously wanted a job. After the test, each subject was overpaid for the participation. Reid Report scores were significantly correlated with returning versus retaining the money. These results suggest that integrity tests possess predictive validity despite some impression-management response distortion. Relations with other personality measures also are presented.
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