Research suggests that integrity is crucial to numerous aspects of the workplace. It plays a major role in influencing employee organizational attitudes and consequent behaviors, and as a result many companies implement integrity testing in their selection practices (Van Iddekinge et al., 2012). However, few researchers have examined the relationship between using integrity testing for selection and resulting applicants’ attitudes. This study explored applicants’ reactions to overt integrity testing. A combination of correlational and mediational analyses were applied. Results from 422 participants who completed Substance abuse, Production loss, and Interpersonal Problems (SPI) Inventory Integrity Survey revealed that perceived procedural justice negatively correlated with perceived privacy invasion and perceived job relevance and positively correlated with outcome favorability (being informed of passing the overt integrity test) and organizational attraction. Contrary to study’s expectations, no statistically significant correlation was found between perceived procedural justice and privacy concern, and there was a negative significant correlation between perceived procedural justice and perceived job relevance, the relationship between outcome favorability and perceived procedural justice was not mediated by perceived test relevance. This study provides relevant meaningful contributions to research literature in the fields of Industrial-Organizational Psychology, Human Relations, Management, and Business.
|Commitee:||Bartels, Lynn, Daus, Catherine|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 56/05M(E), Masters Abstracts International|
|Subjects:||Business administration, Organizational behavior|
|Keywords:||Employee selection, Industrial-organizational psychology, Management, Organizational attitudes, Organizational attraction, Overt integrity test|
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