Background Data Measures for Predicting Security Risks: Assessment of Differential Moderators

Mumford, Michael D.; Gessner, Theodore L.; O’Connor, Jennifer; Johnson, Julie F.; Holt, Robert J.

doi:10.21236/ada280487

Cited by 3 publications

(4 citation statements)

References 76 publications

(83 reference statements)

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“…A second part of this validation effort involved using these scales to predict self-report measures examining greed, dishonesty, and lack of commitment to others in a sample of 280 psychology students. In addition, Mumford, Gessner, OConnor, Johnson, Holt, and Smith (1994) used background data scales measuring integrity related constructs to predict scores on standard integrity tests such as the Reid Report and Personnel Selection Inventory (PSI), in a sample of 292 undergraduates.…”

Section: Laboratory Samplesmentioning

confidence: 99%

“…For example, when the background data scales developed by Mumford, OConnor et al (1993) were used to predict the tendency to make organizationally destructive decisions on the in-basket task, a multiple R of .40 was obtained. The same set of scales also predicted honesty and theft in this study as well as in the Mumford, Gessner et al (1994) study. Similarly, the scales developed by to measure adaptability correlated with high school gradepoint average (GPA) (R, = .36; R,, = .29) and college GPA (R, = .45; R,, = .40).…”

Section: Criterion-related Validitymentioning

confidence: 99%

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Item Generation Procedures and Background Data Scales: Implications for Construct and Criterion‐related Validity

Mumford

Costanza

Connelly

et al. 1996

Personnel Psychology

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Background data measures are one of the best predictors of job performance. Nonetheless, questions have been raised about their content and construct validity. The present effort describes a set of procedures for developing construct and content valid background data items. Data gathered in seven field studies and six laboratory studies are presented bearing on the reliability and validity of the measures constructed using these item generation procedures. Findings in these studies indicate that construct‐based item generation procedures yield reliable scales evidencing both content and construct validity. Furthermore, these scales are capable of predicting performance in a variety of settings. Theoretical and practical implications of these findings for the development and validation of background data measures are discussed.

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Section: Laboratory Samplesmentioning

confidence: 99%

Section: Criterion-related Validitymentioning

confidence: 99%

Item Generation Procedures and Background Data Scales: Implications for Construct and Criterion‐related Validity

Mumford

Costanza

Connelly

et al. 1996

Personnel Psychology

Self Cite

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“…These scales, each containing 10 to 15 background data items, yielded internal consistency coefficients in the 70s. Prior research examining managerial decisions related to integrity and scores on the various personality measures has provided some evidence for construct and criterion-related validity of these scales (Mumford et al 1993a;Mumford et al 1994).…”

Section: Individual Predictorsmentioning

confidence: 99%

“…The 15 to 30 background data items included in each of these situational scales yielded internal consistency coefficients in the 70s. Some preliminary evidence for the meaningfulness of these scales was obtained by showing that they displayed an interpretable pattern of interrelationships while yielding significant, interpretable relationships with various personality measures (Mumford et al 1994).…”

Section: Situational Scalesmentioning

confidence: 99%

On the Construct Validity of Integrity Tests: Individual and Situational Factors as Predictors of Test Performance

Mumford

Connelly

Helton

et al. 2001

Int J Selection Assessment

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Although integrity tests are widely applied in screening job applicants, there is a need for research for examining the construct validity of these tests. In the present study, a theoretical model examining the causes of destructive behavior in organizational settings was used to develop background data measures of individual and situational variables that might be related to integrity test scores. Subsequently, 692 undergraduates were asked to complete these background data scales along with (a) two overt integrity tests ± the Reid Report and the Personnel Selection Inventory, and (b) two personality-based measures ± the delinquency and socialization scales of the California Psychological Inventory. When scores of these measures were correlated with and regressed on the background data scales, it was found that relevant individual variables, such as narcissism and power motives, and relevant situational variables, such as alienation and exposure to negative peer groups, were related to scores on both types of integrity tests. However, a stronger pattern of validity evidence was obtained for the personality-based measures and, in all cases, situational variables were found to be better predictors than individual variables. The implications of these findings for the validity of inferences drawn from overt and personality-based integrity tests are discussed.

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Situational influences on destructive acts

et al. 1994

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Background Data Measures for Predicting Security Risks: Assessment of Differential Moderators

Cited by 3 publications

References 76 publications

Item Generation Procedures and Background Data Scales: Implications for Construct and Criterion‐related Validity

Item Generation Procedures and Background Data Scales: Implications for Construct and Criterion‐related Validity

On the Construct Validity of Integrity Tests: Individual and Situational Factors as Predictors of Test Performance

Situational influences on destructive acts

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