Validation study of a multi-method integrity test in a Peruvian sample

• Autores: Blumen, Sheyla, Bayona, Hugo, Givoli, Simon, Pecker, Gabriela, Fine, Saul
• Formato: artículo
• Fecha de Publicación: 2017
• Institución: Pontificia Universidad Católica del Perú
• Repositorio: Revistas - Pontificia Universidad Católica del Perú
• Lenguaje: español
• OAI Identifier: oai:ojs.pkp.sfu.ca:article/16104
• Enlace del recurso: http://revistas.pucp.edu.pe/index.php/psicologia/article/view/16104
• Nivel de acceso: acceso abierto
• Materia: Counterproductive work behaviors; integrity; personnel selection; measurement.; conductas contraproducentes en el trabajo; integridad; selección de personal; medición; validez.; comportamento contraproducente no trabalho; integridade; seleção de pes­soal; medição; validade.

The present study summarizes the validity of a multi-method integrity test developed to measure integrity and counterproductive work behaviors (CWB) in personnel selection of a Peruvian sample. This instrument has been thoroughly studied in other cultural contexts, establishing its validity in predicting counter-productive behaviors. In order to study external validity, two criteria were used: (a) The Counterproductive Work Behavior Checklist (CWB-C) and (b) a supervisor evaluation questionnaire. The criterion validity of the Peruvian Spanish version was studied with a sample of 194 employed students, 86 male (44.3%) and 108 (55.7%) female. Participants were recruited from a large private Peruvian university. The instrument’s overall score correlated with self-reported CWB (r= -.62, p <.01). Regarding the other criterion, only the Ethical Dilemmas sub-scale showed a significant correlation with supervisor-rated CWB (r=.18, p< .05). Female participants reported higher scores than male participants on the Attitudes (U (193) = 3842.5, p<.05), Ethical Dilemmas (U (193) = 3619.5, p<.05), and Past Behaviors (U (193) = 3463.5, p<.01) dimensions of the integrity test (r=.15-.22), as well as on the overall score (U (193) = 3395.5, p<.01). Results support the validity of the multi-method integrity measure to predict counterproductive work behaviors, without adverse gender impact.