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Theft Tests Assignment
Theft Tests Paper
Honesty among employees is important to every organization as it promotes integrity, reliability, and accountability among workers. Honest employees are also less likely to engage in illegal or unethical behaviors such as fraud, theft, or destruction of properties belonging to an organization (Nehemeth, 2018). Pre-employment and post-employment tests are thus necessary to ensure honesty and integrity among employees. According to Bergen and Whitlock (2012), research indicates that integrity or honesty tests can be used in the prediction of various aspects of occupational performance since they provide information regarding the propensity of a person to engage in dishonest behavior. Hence, some of the theft tests that employers can use to test the honesty of their employees include the workplace productivity profile (WPP) test, personality-based tests, and overt tests.
The honesty or integrity tests usually measure various dimensions of honesty among employees including punitiveness towards others or self, theft rationalizations, impulse control, the perceived incidence of dishonesty, theft rumination or temptation, and leniency toward dishonest behavior (Bergen & Whitlock, 2012). The WPP or the cognitive ability test is mainly used by employees in assessing the honesty of job applicants or would-be employees. It measures traits such as attitude towards fraud or theft, integrity or honesty, perseverance, and conscientiousness. Moreover, the test assesses the employees' fule-following, reliability, and potential risk of engaging in counterproductive conduct in the workplace. The WPP test is mainly used high-level positions where work ethic, trustworthiness, and attendance are required, such as cashiers, security guards, and childcare workers.
Further, the overt integrity tests are used in the assessment of employees' attitudes towards theft or illegal and dishonest acts. This test is based on the assumption that an individual's attitude toward theft together with previous incidences of theft are good indicates for predicting the likelihood of future honesty or dishonesty (Bergen & Whitelock, 2012). These tests thus measure employees' attitude about theft or any other dishonest acts and admissions of involvement in illegal activities. The Reid report, for instance, is used for reporting employee scores in substance abuse, social behavior, and honest attitude. ....................GET A PLAGIARISM FREE COPY