Estimating the economic impact of personnel selection tools on counterproductive work behaviors
Well established methods are available for estimating the monetary value of tools used to predict job performance in personnel selection. However, similar methods for estimating the value of tools used to predict counterproductive work behaviors (CWB) have been less well researched. This article presents two possible techniques for studying the latter issue among job applicants. The techniques are based primarily on rational estimates of SDy for CWB, and on the tools’ true-positive rates. Anecdotal validity evidence is then used to demonstrate each technique. While more comprehensive research is still needed in this area, methods such as these may already facilitate better informed personnel decisions for managing CWB.
Bandura, A. (1991) Social cognitive theory of moral thought and action, in W.M. Kurtines and J.L. Gewirtz (eds.) Handbook of moral behavior and development, 1, 45-103, Hillsdale, NJ: Erlbaum.
Berry, C.M., Sackett, P.R. and Wiemann, S. (2007) A review of recent developments in integrity test research, Personnel Psychology, 60, 271-301.
Boudreau, J.W. (1983) Economic considerations in estimating the utility of human resource productivity improvement programs, Personnel Psychology, 3, 551-576.
Boudreau, J.W. and Ramstad, P.M. (2002) Strategic I/O psychology and the role of utility analysis models, CAHRS Working Paper #02-16, Ithaca, NY: Cornell University, ILR School.
Brown, T.S., Jones, J.W., Terris, W. and Steffy, B.D. (1987) The impact of pre-employment integrity testing on employee turnover and inventory shrinkage losses, Journal of Business and Psychology, 2, 136-149.
Cascio, W.F. and Aguinis, H. (2011) Applied psychology in human resource management, 7thed., Upper Saddle River, NJ: Pearson Prentice Hall.
Cascio, W.F. and Ramos, R.A. (1986) Development and application of a new method for assessing job performance in behavioral/economic terms, Journal of Applied Psychology, 71, 20-28.
Center for Retail Research (2010) The global retail theft barometer 2010, Nottingham, UK.
Coyne, I. and Bartram, D. (2000) Personnel managers’ perceptions of dishonesty in the workplace, Human Resources Management Journal, 10, 38-45.
Fine, S. (2010) Pre-employment integrity testing across multiple job industries, Psychological Reports, 107(2), 1-4.
Gatewood, R.D. and Feild, H.S. (1998) Human resource selection, 4thed., Fort Worth, TX: Harcourt Brace.
Israel Central Bureau of Statistics (2009) Average wages per employee job of Israeli workers, July-September 2009, retrieved July 10, 2012 from http://www.cbs.gov.il.
Johnson, J., Griffeth, R.W. and Griffin, M. (2000) Factors discriminating functional and dysfunctional sales-force turnover, Journal of Business and Industrial Marketing, 15(6), 399-415.
Karren, R.J. and Zacharias, L. (2007) Integrity tests: critical issues, Human Resource Management Review, 17, 221-234.
Latham, G.P. and Whyte, G. (1994) The futility of utility analysis, Personnel Psychology, 47, 31-46.
Miner, J.B. and Capps, M.H. (1996) How honesty testing works, Westport, CT: Quorum.
Murphy, K.R. (1987) Detecting infrequent deception, Journal of Applied Psychology, 72, 611-614.
Murphy, K.R. (1993) Honesty in the workplace, Pacific Grove, CA: Brooks/Cole Publishing.
O’Boyle, E. and Aguinis, H. (2012) The best and the rest: revisiting the norm of normality of individual performance, Personnel Psychology, 65, 79-119.
Ones, D.S., Viswesvaran, C. and Schmidt, F.L. (1993) Comprehensive meta-analysis of integrity test validities: findings and implications for personnel selection and theories of job performance, Journal of Applied Psychology, 78, 679-703.
Robinson, S.L. and Bennett, R.J. (1995) A typology of deviant workplace behaviors: a multidimensional scaling study, Academy of Management Journal, 38, 555-572.
Sackett, P.R. and Devore, C.J. (2001) Counterproductive behaviors at work, in N. Anderson, D. Ones, H. Sinangil and C. Viswesvaran (eds.) Handbook of industrial, work, and organizational psychology, 1, 145-164.
Sackett, P.R. and Wanek, J.E. (1996) New developments in the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection, Personnel Psychology, 49, 787-829.
Schmidt, F.L. and Hunter, J.E. (1983) Individual differences in productivity: an empirical test of estimates derived from studies of selection procedure utility, Journal of Applied Psychology, 68, 407-415.
Schmidt, F.L., Hunter, J.E., McKenzie, R. C. and Muldrow, T.W. (1979) Impact of valid selection procedures on work-force productivity, Journal of Applied Psychology, 64(6), 609-626.
Slora, K.B. (1991) An empirical approach to determining employee deviance base rates, in J.W. Jones (ed.) Preemployment integrity testing: current research and future directions, 21–38, NewYork: Quorum Books.
Tziner, A. and Birati, A. (2002) Assessing the financial value of worker organizational behaviors and human resource management programs and interventions, in A. Tziner (ed.) Human resource management and organization behavior, 321-367, Aldershot, UK: Ashgate.
Van Iddekinge, C.H., Roth, P.L., Raymark, P.H. and Odle-Dusseau, H.N. (2012) The criterion-related validity of integrity tests: An updated meta-analysis, Journal of Applied Psychology, 97(3), 499-530.
Wanek, J. E. (1999) Integrity and honesty testing: what do we know? How do we use it?, International Journal of Selection and Assessment, 7(4), 183-195.
Wimbush, J.C. and Dalton, D.R. (1997) Base rate for employee theft: convergence of multiple methods, Journal of Applied Psychology, 82, 756-763.
How to Cite
The works published in this journal are subject to the following terms:
1. Oviedo University Press (the publisher) retains the property rights (copyright) of published works, and encourages and enables the reuse of the same under the license specified in paragraph 2.
© Ediuno. Ediciones de la Universidad de Oviedo / Oviedo University Press
2. The works are published in the online edition of the journal under a Creative Commons Attribution-Non Commercial-Non Derives 3.0 Spain (legal text). You can copy, use, distribute, transmit and publicly display, provided that: i) you cite the author and the original source of publication (journal, publisher and URL of the work), ii) they are not used for commercial purposes, iii) mentions the existence and specifications of this license.
3. Conditions of self-archiving. The author can archive the post-print version of the article (publisher’s version) on the author’s personal website and/or on the web of the institution where he belong, including a link to the page of the journal and putting the way of citation of the work. Economics and Business Letters and its URL https://reunido.uniovi.es/index.php/EBL/index are the only authorized source for correctly giving the reference of the publisher’s version in every mention of the article.