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squaresDetecting who is going to cause problems –
The first fair and valid integrity test that really works!
Dr Achim Preuss, founder and product director, cut-e Group
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The challenge
Organisations “select in” for the traits they think will help an employee be a success, rather than “selecting out” for what is going to cause problems.*
Employers underrate the dark side of bright side traits and the bright side of dark side traits.*
* Furnham, A., Hyde, G., & Trickey, G. (2013). Do your Dark Side Traits Fit?Dysfunctional Personalities in Different Work Sectors Applied Psychology DOI: 10.1111/apps.12002
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Trustworthy?
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Appearance has no criterion validity
Surface trustworthy
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Trustworthiness
•Trustworthiness Trustworthiness is one of the most important variables for social and economic interactions
People intuitively assess others trustworthiness because of the threat of counterproductive behaviour.
Examples of counterproductive work behaviour: withdrawal, absenteeism, job turnover
sabotage, misuse of information
theft of property, destruction of property
deception, corruption
unsafe behaviour, substance use, accidents
abuse against others
misuse of time and resources
It does not include the inability to successfully complete a task.
“Never attribute to malice that which can be adequately explained by stupidity.”
Intuitive assessment of trustworthiness is extremely faulty.
How to assess trustworthiness?
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Traditional integrity tests
•Traditional integrity tests have strange items: ”Have you ever committed a crime or are you currently planning mayhem?“
CV-based items do not consider circumstances.
stigmatise test-takers, since they do not include potential developments of test-takers and therefore deny e.g. social rehabilitation.
have no underlying theory of integrity or trustworthiness. Just post-hoc explanations, no construct validity.
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The origin of trustworthiness
•Trustworthy High trustworthy low likelihood of counterproductive behaviour
Low trustworthy high likelihood of counterproductive behaviour
The cause of counterproductive behaviour determines trustworthiness
Why do people behave counterproductive?
(Zimbardo: How do good people turn evil?)
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Powerful experimental evidence
•Situation matters! Everybody will do almost everything if put in the “right” situation(including all sorts of temptations and forces)
Milgram experiment Stanford prison experiment
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Susceptibility
Susceptibility for critical aspects of situations Critical aspects of situations (influences) that bring forward counterproductive
behaviour*: Distraction
Ambiguity
Boredom
Indifference
Opportunism
Superficiality
In identical situations, people will differ in the likelihood of behaving counterproductive depending on their attributes to resist the influences.
*Zimbardo, Philip (2007). The Lucifer Effect. New York: The Random House
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Attributes that determine susceptibility
•
Different forms of influence (critical aspects of situations ) require different attributes (strategies and tactics) for resisting or neutralizing them. Philip Zimbardo, 2007
InfluenceCritical Aspect of Situation
Distraction
Ambiguity
Boredom
Indifference
Opportunism
Superficiality
Attribute
disciplined able to resist temptation well; is hardworking; not easily distracted
conscientious punctual, well organized; knows the rules and adheres to them
cautious has a good sense for risks; acts very carefully; will not get bored easily
empathetic kind and gentle person; can see others' perspectives; cooperates well
honest open and honest; sticks to what has been promised
reflective thinks things through; considers impact on others
Factor
Ethical Awareness
Impulse Control
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squares – concept model
••
scales correspond with critical aspect of situation; high levels = low susceptibility regarding critical aspect of situation
Trustworthy
Factorable to resist temptation well;is hardworking; not easily distracted
punctual, well organized;knows the rules and adheres to them
has a fine sense for risks; acts very carefully; will not get bored easily
kind and gentle person; can take other's perspective; cooperates well
open and honest;holds on to what has been promised
is thinking things through;considers impact on others
Impulse Control
Ethical Awareness
disciplined
conscientious
cautious
empathetic
honest
reflective
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squares – construction
•Construction 6 items per 6 scales (8 items were trialled)
3 items per scale with positive loading – example (disciplined): „I am very hard-working.“
3 items per scale with negative loading – example (disciplined): „I am easily distracted.“
How would you judge your behaviour in comparison to others? (Left) Holds less true for me than others
(Middle) Holds equally true for me and for others
(Right) Holds more true for me than for others
Rating format activates dispositions AND experience in relevant situations.
Items rated on a continuous slider; full response tracking First click, last position, changes, reaction time.
Test-takers are initially informed about reaction tracking
Slider (full tracking of response)?
In Relation to others Unproductive behaviour?
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Screenshot: squares questionnaire
squares – example
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Screenshot: squares questionnaire
The slider can be moved by dragging and/or clicking on its position
squares – the continuous slider
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Screenshot: squares questionnaire
The slider can be moved by dragging and/or clicking on its position
squares – the continuous slider
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squares – characteristics
•Reliability (Cronbach's Alpha) Standardisation Sample: N= 335
Average test time: 7.5 min (median=7 min; min=4 min; max=25 min)
••
t r u s two r th yimpu lse cont ro l
e th ica l awareness
d isc ip l ined caut ious empathet i c hones t re f lect iveconsc ien t ious
.924 .897 .850 .779 .813 .896 .708 .792 .747
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squares – characteristics
trustworthy
impulse control
ethical awareness
disciplined
conscientious
cautious
empathetic
honest
reflective
.924
.897
.850
.779
.813
.896
.708
.792
.747
Reliability (Cronbach's Alpha)
Standardisation Sample: N=335; Average Test time: 7,5 min (Median=7 min; Min=4 min; Max=25 min)
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squares – intercorrelations
•
disciplined
conscientious
cautious
empathetic
honest
reflective
disciplined conscientious cautious empathetic honest reflective
.52
.23
.38
.34
.30
.47
.37
.35
.31
.17
.21
.29
.37
.43 .41
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squares – consistency
•Stanine confidence interval (5%) The consistency's raw score is the result of the square root of the arithmetic mean of the
variances of item responses (sign reversed for negative items) from the 6 facets. The higher this raw score is the lower the consistency.
The scale is reversed during standardisation:S9_Consistency=((raw_score_consistency – M ) / SD) * -2 + 5
••
Co n s i s t e n c y
1Co n s i s t e n c y
2Co n s i s t e n c y
3Co n s i s t e n c y
4Co n s i s t e n c y
6Co n s i s t e n c y
7Co n s i s t e n c y
8Co n s i s t e n c y
9Co n s i s t e n c y
5
3.11 2.62 2.17 1.82 1.08 .0.84 0.76 0.64 0.42
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squares – application areas
•Application areas Pre-employment screening
The probability of counterproductive work behaviour from the people screened can be dramatically reduced using pre-employment screening with squares. Positive selection effects can be achieved using squares, in particular for jobs where security and risk management are very important (e.g. security personnel, police and also personnel in the finance sector).Reps: profile, rec-rep, safety
On-the-job developmentAll aspects that presuppose the probability of counterproductive work behaviour appearing can be positively influenced by training. Staff productivity can be significantly increased by highlighting their positive aspects and addressing their criticalaspects based on the results of squares.
Management toolThe squares tool can be used conveniently for teams, departments or entire companies to identify critical aspects within the group. This information can be used ideally as the basis for corporate development processes.
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Questions?cut-e Headquarter
Kleiner Burstah 12
20457 Hamburg
Phone: +49 (0)40 3250389-90
Email: [email protected]
Web: www.cut-e.com/integrity-test
Or: www.cut-e.com/drivers-suite
