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| Autor/inn/en | Terris, William; Jones, John W. |
|---|---|
| Titel | Using the PSI to Screen Job Applicants with a Criminal History. |
| Quelle | (1980), (15 Seiten) |
| Sprache | englisch |
| Dokumenttyp | gedruckt; Monographie |
| Schlagwörter | Crime; Criminals; Employment Problems; Illegal Drug Use; Job Applicants; Personnel Selection; Predictive Validity; Prevention; Psychological Testing; Screening Tests; Stealing; Violence |
| Abstract | Employee crime in the workplace is a common and rapidly growing problem in the United States. A new deterrent to such crime is the use of psychological tests to screen job applicants. The Personnel Selection Inventory (PSI), a psychological test measuring tendencies toward dishonesty, violence, and drug abuse was administered to job applicants (N=177) for positions of responsibility and trust at a department store chain. Applicants were also subjected to an intensive criminal history search; 20 applicants had been convicted of felonies, and 18 of these 20 failed the PSI pre-employment examination. The PSI was 90% effective in screening applicants with a criminal record. Applicants with criminal histories scored reliably lower than noncriminal applicants on the dishonesty, violence, and drug abuse subscales, and showed less punitive attitudes toward theft, violence and drug abuse. The PSI also screened 44% of those applicants with no criminal record. By measuring attitudes, values, and perceptions which assess a job applicant's cognitive predisposition and propensity toward theft, violence, and drug abuse, the PSI can also screen high-risk potential employee criminals with no prior record. (Author/NRB) |
| Erfasst von | ERIC (Education Resources Information Center), Washington, DC |
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