Counterproductive academic behaviors (CAB) are a major problem for educational institutions all over the world. For this reason, to determine the potential predictors of CAB is relevant. After defining CAB and introducing a typology of seven CABs facets (i.e., cheating, absenteeism, plagiarism, deception, breach of rules, low effort, and misuse of resources), this study reports on a comprehensive meta-analysis carried out to estimate the relationships between CAB and its facets with the Big Five personality dimensions and intelligence. Results showed that conscientiousness (K ϭ 77, N ϭ 31,473, ϭ Ϫ.28) and agreeableness (K ϭ 56, N ϭ 24,436, ϭ Ϫ.14) were predictors of the student's propensity to engage in CAB. Conscientiousness also predicted the 7 facets of CAB, particularly absenteeism ( ϭ Ϫ.30), cheating ( ϭ Ϫ.34), misuse of resources ( ϭ Ϫ.32), low effort ( ϭ Ϫ.29), and breach of rules ( ϭ Ϫ.27). Intelligence showed a negative relationship with CAB (K ϭ 55, N ϭ 30,052, ϭ Ϫ.19), and it was the best predictor of deception (K ϭ 18, N ϭ 3,575 ϭ Ϫ.48). The educational level, the type of cognitive tests, and the intelligence factor assessed were relevant moderators of the validity estimates. The validity of a compound of conscientiousness, agreeableness, and intelligence was .42 for predicting overall CAB. Finally, we discuss the theoretical and practical implications of the findings.

Academic dishonesty (AD) is a problem that affects all higher education institutions. It hurts their reputation, undermines integrity programs, and sidelines sustainability efforts. To understand its negative impact, the empirical study of AD is a critical issue. Up to now, the majority of research on AD has taken place in the North American context. The current research analyzes the prevalence of AD in a non-American university and, focusing on individual differences, examines some of its causes and consequences. The results prove that: (1) AD is a problem that occurs frequently among students; (2) three dimensions of the big five personality model correlate with AD. These are conscientiousness (ρ = −0.49, p < 0.01), extraversion (ρ = 0.39, p < 0.01), and agreeableness (ρ = −0.14, p < 0.01); (3) AD is associated to students’ GPA (Grade Point Average) (ρ = −0.34, p < 0.01) and contextual performance (ρ = −0.50, p < 0.01); (4) personality accounts for 30% of AD variance (R = 0.55, p < 0.01); and (5) AD and some of the studied individual differences explain 38% and 41% of GPA and contextual performance variance (R = 0.62, p < 0.01 and R = 0.64, p < 0.01). Implications for research and practice are discussed.

información del artículoHistoria del artículo: Recibido el 31 de marzo de 2015 Aceptado el 13 de abril de 2015Palabras clave: Selección de personal Entrevista Tests cognitivos Personalidad Pymes r e s u m e n Este estudio analiza el grado de uso de los diferentes instrumentos de selección en las pequeñas y medianas empresas (PYME) españolas. Los resultados encontrados muestran que el CV, las referencias y la entrevista sin estructura son empleados por la mayoría de las empresas tanto medianas como pequeñas. Estos instrumentos no son los mejores en términos de sus propiedades psicométricas. Los resultados también indican que otros instrumentos con buenas o excelentes propiedades psicométricas, como los tests de habilidades cognitivas, las medidas de personalidad, las entrevistas estructuradas y las pruebas profesionales, son empleados por un porcentaje cada vez mayor de empresas. Por último, se comentan las implicaciones que estos resultados tienen para la práctica profesional y se ofrecen sugerencias para futuras investigaciones. © 2015 Colegio Oficial de Psicólogos de Madrid. Publicado por Elsevier España, S.L.U. Este es un artículo Open Access bajo la licencia CC BY-NC-ND (http://creativecommons.org/licenses/by-nc-nd/4.0/). Personnel selection procedures in Spanish small and medium size organizationsKeywords: Personnel selection Interview Cognitive testing Personality Small and medium organizations a b s t r a c tThe aim of this study is to analyze the degree of use of different selection instrument in small and medium size Spanish companies (PYMES). The findings show that the CV, references, and unstructured interviews are used by the majority of both medium and small companies. These instruments are not the best in terms of psychometric properties. The results also indicate that other instruments with good to excellent psychometric properties such as tests of cognitive abilities, personality measures, structured interviews, and professional tests are used in an increasing number of companies. The implications these findings have for practice and suggestions for future research are discussed.

This research examines the convergent-discriminant and predictive validity of the Big Five personality dimensions assessed with two different formats of personality inventories: a single-stimulus (SS) and a quasi-ipsative forced-choice (FC). The relationship between both types of measures and intelligence (GMA) was also analyzed. The results showed that:(1) the SS and the quasi-ipsative FC measures present a high convergent-discriminant validity; (2) the Big Five personality dimensions, assessed with both questionnaires, and GMA are independent constructs; and (3) both types of personality measures have similar predictive validity for the three criteria examined (academic performance, training success, and interpersonal competence). As expected, conscientiousness was the best predictor of academic performance and training success. Extraversion was the best predictor of interpersonal competence. Finally, the theoretical and practical implications of these findings are discussed.

Counterproductive academic behaviors (CAB) is a problem that has plagued academic institutions for centuries. However, research has mostly been focused on higher learning institutes in North America. For this reason, literature on CAB must be expanded to other geographical areas and academic levels. The present research analyses the prevalence and correlates of CAB in a sample of Spanish high school students. The results indicate that CAB is a common phenomenon, cheating and low effort behaviors being the most prevalent forms. Correlational analyses revealed that conscientiousness (ρ =-.55, p < .01), emotional stability (ρ = .28, p < .01), and agreeableness (ρ =-.26, p < .05) are predictors of CAB. Multiple regression analyses showed that conscientiousness is the dimension exerting the strongest impact on CAB (β =-.64, p < .01), followed by agreeableness, and emotional stability. These three dimensions accounted for 51% of CAB variance. Last, implications for theory and practice are described.