Restricted accessResearch articleFirst published online 2000-8
Predicting Involuntary Dismissal for Unauthorized Absence,Lateness,and Poor Performance in the Selection of Unskilled and Semiskilled British Contract Factory Operatives: The Contribution of the Employee Reliability Inventory
This report contains the results of a predictive validity study, which examined the relationship between the employment status of a group of temporary contract operatives in a British factory, 90 days after being hired (N = 50) and their scores on the Employee Reliability Inventory. Scores were systematically related to employment status. Operatives who were involuntarily dismissed by their employer for unauthorized absence, lateness, or poor performance had poorer scores than those who remained on the job. Some preliminary benefit-cost implications are discussed.
Get full access to this article
View all access options for this article.
References
1.
BorofskyG. L. (1991) A preliminary investigation into the structure of reliable and productive workplace behavior: Factory analysis of the Employee Reliability Inventory. Boston, MA: Bay State Psychological Associates.
2.
BorofskyG. L. (1992a) Assessing the likelihood of reliable workplace behavior: Further contributions to the validation of the Employee Reliability Inventory (ERI). Psychological Reports, 70, 563–592.
3.
BorofskyG. L. (1992b) Psychometric properties of the Employee Reliability Inventory (ERI). Boston, MA: Bay State Psychological Associates.
4.
BorofskyG. L. (1998) User's manual for the Employee Reliability Inventory (Rev. 6.5). Boston, MA: Bay State Psychological Associates.
5.
BorofskyG. L.BielemaM.HoffmanJ. (1993) Accidents, turnover, and use of a preemployment screening inventory. Psychological Reports, 73, 1067–1076.
6.
BorofskyG. L.GarelyL. (1995) Assessing the effects of treatment for substance abuse: A further contribution to the validation of the Employee Reliability Inventory. Psychological Reports, 76, 1043–1049.
7.
BorofskyG. L.GreenJ.BurzichelliD.PaludiL. (1995) Predicting terminations for cause and failure to complete successfully a 90-day probationary period of employment: Contribution of a preemployment screening inventory. Psychological Reports, 77, 1031–1040.
8.
BorofskyG. L.KleinH. J.DavisW. (1993) Preemployment screening for unreliable behavior: An opportunity to work cooperatively with human resource managers. Security Journal, 4, 185–192.
9.
BorofskyG. L.SmithM. (1993) Reductions in turnover, accidents and absenteeism: The contribution of a preemployment screening inventory. Journal of Clinical Psychology, 49, 109–116.
10.
BorofskyG. L.WagnerJ. (1993) Termination for cause and job tenure: The contribution of a preemployment screening inventory. Psychological Reports, 72, 591–599.
11.
BorofskyG. L.WagnerJ.TurnerS. (1995) Sustained reductions in turnover and accidents associated with the ongoing use of a preemployment screening inventory: Results of a three-year longitudinal study. Psychological Reports, 77, 195–204.
12.
BorofskyG. L.WatsonR. (1994) Prediction of early voluntary turnover and job performance: The contribution of a preemployment screening inventory. Psychological Reports, 74, 819–826.
13.
Bureau of National Affairs. (1999) BNA's quarterly report on job absence and turnover. Washington, DC: Author.
14.
OnesD. S.ViswesvaranC.SchmidtF. L. (1993) Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance. Journal of Applied Psychology, 78, 679–703.
15.
Saratoga Institute. (1999) Human resource financial report. Saratoga, CA: Author.
