To supplement current validation approaches, the authors developed laboratory-based measures of workplace fraud, rule breaking, and pilferage and used them to assess the validity associated with the use of integrity test scores derived from the Employment Inventory (El). Additionally, they investigated whether scores on the two El scales predicted criterion variable variance beyond that explained by scores on selected personality scales (Responsibility and Risk Taking) from the Jackson Personality Inventory and vice versa. Relations of admissions of past counterproductivity to personality and integrity scores and to counterproductivity measures were also examined. Regression analyses suggested that scores on the personality scales are better predictors than scores on the integrity scales, although the best prediction of fraud and pilferage occurred when using both. Relations involving the admissions measure led to suggestions of caution regarding its use as a criterion. Advantages and limitations of this strategy for evaluation of counterproductivity predictors were considered.
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