Tests Library

Work integrity scale

Time

3-5 min

Questions

21

Language

English

Type

Attitudes and Beliefs, Self-Report

Suitable for

All positions

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Scale Summary

Work integrity is an umbrella concept describing attitudes that make it more likely for people to work conscientiously and positively contribute to a culture of honesty, dependability and authenticity in the workplace. It also involves having stricter views regarding wrongful acts and counterproductive work behaviours like rule breaking, dishonesty, and drug use.

Based on well-researched theories of work integrity and their corresponding measures (such as Prosocial Rule Breaking; Dahling, Chau, Mayer, & Gregory, The Workplace Integrity Scale; Appiadjei, Ampong, Danso, & Koranchie, 2015, or The Counterproductive Behaviour Index; Goodstein, & Lanyon, 2003), the present instrument assesses a person's work integrity consisting of seven key areas:

  • Honesty - the extent to which individuals are truthful and sincere in the context of work.
  • Dependability - the extent to which individuals keep commitments and fulfil work obligations with care and conscientiousness.
  • Rule-Following - the extent to which individuals tend to embrace rules and regulations at work.
  • Consistency Thought-Action - the extent to which individuals are genuine, and act in accordance with their beliefs and values system.
  • Work Ethics - extent to which individuals adopt just and moral principles when it comes to work.
  • Substance Use - the extent to which individuals endorse the use of illegal substances at work.
  • Aggression - the extent to which individuals are aggressive, hostile, disruptive, and have poor control of their anger.

Scale Outcomes

This scale can help identify people who may value work ethics, honesty and reliability in themselves and others, having a tough stance against counterproductive workplace behaviours such as lying, drug use, or disobeying the rules. This makes them more likely to:

  • Be open and honest when communicating with others, and speak the truth even when they’re in a difficult spot.
  • Show up for work on time every day, deliver consistent work, and follow through on commitments.
  • Follow and enforce company rules, policies and regulations.
  • Act in accordance with their values and beliefs system, leading by example.
  • Be at low risk of engaging in or endorsing counterproductive behaviours at work.
  • Hold themselves accountable for their actions.

Scale Measurement Areas

The HireNest Work Integrity Scale investigates people’s integrity in the workplace by considering seven areas of measurement:

Honesty

the extent to which individuals are truthful and sincere in the context of work.

Dependability

the extent to which individuals keep commitments and fulfil work obligations with care and conscientiousness.

Rule-Following

the extent to which individuals tend to embrace rules and regulations at work.

Consistency Thought-Action

the extent to which individuals are genuine, and act in accordance with their beliefs and values system.

Work Ethics

extent to which individuals adopt just and moral principles when it comes to work.

Substance Use

the extent to which individuals endorse the use of illegal substances at work.

Aggression

the extent to which individuals are aggressive, hostile, disruptive, and have poor control of their anger.

Why Measure Work Integrity?

Counterproductive work behaviours tend to be widespread, and incur significant costs for business. In contrast, work integrity makes people more likely to act honestly, reliably and ethically, even when no one is watching. This positively impacts all areas of organisational life, from fulfilling one’s role requirements, to decision-making or client interactions. As such, integrity measures used in pre-screening are useful in identifying the extent to which candidates’ attitudes help them be successful on their job, and, at the same time, ensure a positive, ethical climate that everyone else can benefit from.

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HireNest’s equitable ranking system is based upon scientific data and test performance. Filter out the noise that can lead to bias. Make smart hiring decisions based on solid evidence, not hunches.

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