PSY-33 Lecture Notes - Lecture 23: Outback Steakhouse, Counterproductive Work Behavior, Criterion Validity
Document Summary
Must be careful with applying personality testing to the employment situation. Can predict how ppl with certain characteristics are likely to behave on average when it comes to absences or any behavior. Openness to experience = good predictor of tardiness, absenteeism. Friendliness, courteousness, responsiveness and reliability agreeableness, emotional stability and conscientiousness predict success in customer service positions. Employers can use personality tests to screen out marginal applicants or to identify exceptional applicants. Employers screen out problematic applicants by using measures that predict accidents, absenteeism, turnover, or other counterproductive work behavior. Integrity testing: employers test the honesty of job candidates to see if they are likely to steal or cheat. Overt (or clear-purpose) integrity tests: responders understand that the intent of the test is to detect honesty. Two parts: one that directly assesses attitudes toward dishonest behavior and one that asks about theft and other illegal activities like drug use or gambling.
