Create an agreeable or disagreeable response for the following.

There are various reasons as to why mistrust between management and workers from the onset could exist and an integrity test could help, but not entirely. I believe integrity can be measured to a certain extent. I think when an opportunity arises or a reason for integrity to be compromised leading toward mistrust or any form of deviant, irrational or counterproductive behavior, it can present a different mindset or change in an employee's behavior despite having taken an integrity test. As Furnham (2008) highlights person theories and workplace theories can be involved in a person's behavior, and integrity testing is based on the notion that the person responds to the testing about past behaviors, attitudes and values to predict future levels of honesty. With that said, criterion, validity and reliability is then questioned when using integrity tests. Researchers argue the issues of response distortion, faking and inaccuracy by the respondent, thus it should not be used solely for employment decisions (Furnham, 2008).

Essentially the use of integrity tests when administered for certain industries and positions could be appropriate like law enforcement police officers or prison guards. I do think that integrity tests should not be used solely for hiring decisions but can be used as part of the measures in personality testing. There are some important points to note according to Furnham (2008) in regard to integrity tests being used in today's workplace such as legal issues on scores being used and labelled and how integrity tests can be utilized as a process of selecting out and not selecting in potential candidates for hiring as they are built to screen out those that can be high-risk. During a hiring process potential candidates for the job position though might be agreeance to complete an integrity testing they might not feel comfortable or think it might be appropriate depending on the type of job being applied to or an invasion of privacy. Marcus et al. (2006) in reviewing validity of integrity tests that go beyond standard personality inventories using the criterion of counterproductive work behavior findings show significance beyond personality across all of the integrity tests and CWB is best predicted using a combination of integrity and personality tests.

In conclusion, I believe organizations need to exercise caution in the use of integrity tests. To establish a climate of trust between an organization's management and their workers from the onset, there is a need to take into consideration factors such as the extent integrity tests are used in the hiring process, the types of jobs it is used for, ensuring measures of validity and reliability as well as understanding the impact the dark side of behavior in the workplace such as theft and sabotaging has on the workplace. The disadvantages that can take place when utilizing integrity tests must be taken seriously by organizations as it can impair judgement and cause unnecessary legal action and negative influences within the industry and hiring sectors.