Integrity Tests and Other Criterion‐Focused Occupational Personality Scales (COPS) Used in Personnel Selection

By Deniz S. Ones, C. Viswesvaran. 2001

282 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/a6da1cc0c4442da1fba4628ade2988ad7419984e

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Plagiarism, Integrity, and Workplace Deviance: A Criterion Study (2009, background): “In a meta-analysis, Ones and Viswesvaran (2001) explored the impact of criterion-focused occupational personality scales (COPS) with an emphasis on construct and incremental validity in integrity measures and measures of counterproductive behavior.”
INTERACTION AND INTERSECTION: THE CONSTELLATION OF EMOTIONAL STABILITY AND EXTRAVERSION IN PREDICTING PERFORMANCE (2007, background): “Although Agreeableness does not correlate as strongly with performance as does Conscientiousness (Barrick et al., 2001), it has been linked to job performance involving interpersonal interactions (Mount, Barrick, & Stewart, 1998) and to customer service measures ( Ones & Viswesvaran, 2001 ).”
Moral Issues and Gender Differences in Ethical Judgment using Reidenbach and Robin’s (1990) Multidimensional Ethics Scale: Implications in Teaching of Business Ethics (2008, methodology): “In this study, we examined moral issues and gender differences in ethical judgment using Reidenbach and Robin’s [Journal of Business Ethics 9 (1990) 639) multidimensional ethics scale (MES).”
The Big Five Personality Dimensions and Counterproductive Behaviors (2002, methodology): “Other meta-analyses have been carried out to examine the criterion and construct validity of criterion-focused occupational personality scales (COPS) and job-focused occupational personality scales (Ones and Viswesvaran 2001).”
IN SUPPORT OF PERSONALITY ASSESSMENT IN ORGANIZATIONAL SETTINGS (2007, background): “…Viswesvaran, & Schmidt, 1993), customer service scales (see Frei & McDaniel, 1998), drug and alcohol, stress tolerance, and violence scales (see Ones & Viswesvaran, 2001b), as well as managerial potential scales (e.g., Gough, 1984; see also Hough, Ones, & Viswesvaran, 1998; Ones, Hough, &…”
The role of impulsivity in predicting maladaptive behaviour among female students (2006, background): “…to various indices of work performance (e.g. Barrick & Mount, 1991: Salgado, 2001) and research on the concept of integrity utilises a construct which is an emergent trait—a blend of the independent traits of conscientiousness, neuroticism and agreeableness (Ones & Viswesvaran, 2001).”
Predicting integrity with the HEXACO personality model: Use of self- and observer reports (2008, methodology): “Integrity tests are now widely used in personnel selection, and the scientific evidence for the tests’ validity appears to justify their continued use (Ones & Viswesvaran, 2001; Ones, Viswesvaran, & Schmidt, 1993).”
Citizenship and Counterproductive Behavior: Clarifying Relations Between the Two Domains (2006, background): “For example, the pattern of correlations between the Big Five and CWB correspond closely to the meta-analytic findings of Ones and Viswesvaran (2001), and the relationship between Conscientiousness and OCB corresponds closely to the findings of LePine, Erez, and Johnson (2002).”
Introducing the construct curiosity for predicting job performance (2013, methodology): “Regarding temperamental constructs, the measures administered assessed the Big Five personality traits as well as several criterion-focused occupational personality scales (Ones & Viswesvaran, 2001).”
RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION (2006, background): “…CPBs such as absenteeism (Judge, Martoccio, & Thoresen, 1997), turnover (Barrick & Mount, 1996), delinquency (Hough, 1992), workplace violence (Ones & Viswesvaran, 2001), substance abuse and property damage (Schmidt, Viswesvaran, & Ones, 1997), and a wide variety of behaviors related to…”
The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies (2014, background): “Additionally, Ones and her colleagues showed that criterion occupational personality scales (COPS), such as integrity tests, managerial potential, drug abuse, stress tolerance, and service orientation scales, were also valid predictors of job performance and that they generalized validity across sam”