NEW DEVELOPMENTS IN THE USE OF MEASURES OF HONESTY INTEGRITY, CONSCIENTIOUSNESS, DEPENDABILITY TRUSTWORTHINESS, AND RELIABILITY FOR PERSONNEL SELECTION
本文是系列综述的第四篇，回顾了诚实、正直等人格特质测量在人员选拔中的新进展，包括效度数据增长、测试间异同、与大五人格的关联，以及法律影响和应聘者反应。
This paper is the fourth in a series of reviews of the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection (see Sackett & Decker, 1979; Sackett & Harris, 1984; Sackett, Burris, & Callahan, 1989). New developments reviewed include an examination of professional and congressional inquiry into this area of testing, rapid growth of the validity data base, new insight into similarities and differences between different tests, and links to the Big Five personality dimensions. Inquiries into relationships with other constructs, including cognitive ability, moral reasoning, and social desirability are reviewed, as are applicant reactions to these tests. The effects of the Civil Rights Act of 1991 and the Americans with Disabilities Act are considered.