Abstract
It was hypothesized that screening applicants for theft proneness using the Reid Report might screen in more conservative, more rigid, and less creative candidates, in effect outweighing the benefits of the instrument. A sample of 179 applicants were administered the 16PF and the Reid Report. Sex, minority status, and type of position applied for were shown to be independent of performance on the Reid Report. Applicants passing the Reid Report were shown, at a statistically significant level, to have higher ego strength, to be less anxious, more apt to behave in socially desirable ways, less driven by id impulses, and less inhibited. Furthermore, applicants failing the Reid Report were shown to have total 16PF profiles which were statistically significantly closer (D2) to the 16PF profiles of five pathological groups than were those passing the Reid Report. Higher scores on the Reid Report were related to faking good on the 16PF. Since the relationship between 16PF faking good and the Reid Report may be indicative of real personality variance, distortion variance, or both follow-up research has been suggested.
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This study was rewritten based on an earlier unpublished manuscript by the author titled:Some By-Products Associated With Screening Applicants With the Reid Report. Chicago, IL: United Airlines Human Resources Department, June, 1981.
Dr. Kochkin is Marketing Performance Manager at United Air Lines and Management Consultant to Reid Psychological Systems.
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Kochkin, S. Personality correlates of a measure of honesty. J Bus Psychol 1, 236–247 (1987). https://doi.org/10.1007/BF01020812
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DOI: https://doi.org/10.1007/BF01020812