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Construct‐based approach to developing a short, personality‐based measure of integrity
Author(s) -
Catano Victor M.,
O'Keefe Damian F.,
Francis Robbie E.,
Owens Soo M.
Publication year - 2018
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/ijsa.12197
Subject(s) - psychology , agreeableness , conscientiousness , structural equation modeling , construct validity , social psychology , personality , discriminant validity , scale (ratio) , confirmatory factor analysis , facet (psychology) , work engagement , big five personality traits , psychometrics , extraversion and introversion , developmental psychology , work (physics) , statistics , mechanical engineering , physics , mathematics , quantum mechanics , engineering , internal consistency
Covert integrity measures are thought to draw from the Big Five dimensions of conscientiousness, agreeableness, and emotional stability. Using a construct‐based approach, we had subject matter experts identify items from a Big Five personality measure, the Trait Self‐Descriptive Personality Inventory that reflected an operational definition of integrity. The resulting 10 items exhibited a three‐factor structure that corresponded to the three Big five dimensions associated with integrity. Study 1 used primary ( N = 388) and archival ( N = 429) data sets collected from Canadian Armed Forces recruits to establish the construct validity of the new test. With respect to convergent and discriminant validity, the Integrity scale was related to the Honesty–Humility scale of the HEXACO‐PI and was unrelated to organizational commitment. Hierarchical regression analyses provided evidence that the integrity scale predicted counterproductive work behavior and job performance over and above the Big Five. Study 2 replicated the results of Study 1 using a civilian sample ( N = 200). The Integrity scale was related to the Hogan Reliability Index but not to the General Health Questionnaire. It predicted work engagement over and above the Big Five. We also tested the proposition that integrity is a second‐order factor based on conscientiousness, agreeableness, and emotional stability. Structural equation models in both studies confirmed that proposition. We discuss the implications of our results for both theory and practice.