Workplace ethics has become an increasingly important topic since the 1960s.
Companies emphasize ethical behavior; schools and professional groups devote
many resources to applied ethics training. However, very little research has
explored the use of pre-employment selection measures to influence organizational
ethics. This article describes initial construct validation of a structured ethical
integrity interview. The article reviews evidence relating to cognitive and impres
sion management strategies used when college students encounter an ethical
integrity interview in a simulated job applicant setting.
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