A REVIEW OF RECENT DEVELOPMENTS IN INTEGRITY TEST RESEARCH

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Methodological issues in international HR management research (2012, background): “With respect to integrity tests, Berry, Sackett and Wiemann ( 2007 ) reported no major differences in scale means, standard deviations, criterion-related validities, or admissions of counter-productive work behaviors across five countries.”
The role of moral decoupling in the causes and consequences of unethical pro-organizational behavior (2019, background): “Research has generally demonstrated that unethical behavior negatively impacts how employees are perceived by their peers, subordinates, and leaders (Berry et al., 2007; Goodwin, 2015; Sackett & Harris, 1984; Sackett & Wanek, 1996).”
Cognitive Lie Detection: Response Time and Consistency of Answers as Cues to Deception (2009, background): “However, there remain concerns regarding their predictive validity (Guastello and Rieke 1991), their potential for being confounded by situational variables ( Berry et al. 2007 ) , and their susceptibility to faking (Ryan and Sackett 1987; Alliger and Dwight 2000).”
A meta‐analysis of positive humor in the workplace (2012, background): “…humor relationships; . the effects of humor on responses to workplace incivility (Cortina and Magley, 2009) and interpersonal aggressive behaviors (Berry et al. , 2007); and . the personality correlates of effective humor use (we would expect humor to be a substantial pathway for the effects of…”