|
There are a number of research projects currently underway at View Assessments
Inc.
HONESTY/INTEGRITY/ORGANIZATIONAL COMPLIANCE STUDIES
Our research team has developed a composite scale from the ICES Personality Inventory to measure
honesty, integrity and/or organizational compliance. The research has identified that:
- Certain of the ICES Plus Scales correlate significantly
with the long established and respected Hogan Personality Index.
- The new composite scale is comprised of components of Conscientiousness, Extraversion
and Stability.
- Initial construct and criterion related validity studies have confirmed the validity
of the new scale. There is a need to examine the new scale in relation to more objective
measures of counter-productive behaviour such as lateness, absenteeism and reprimands.
- There is a strong significant correlation between Conscientiousness and dishonest
intention. Those who score high on dishonest intention (more likely to carry out
dishonest acts) tend to be spontaneous and innovative, flexible, have little regard
for traditional ways of doing things and are frequently careless. A stronger negative
correlation emerges between C1 (Conventional) and dishonest intent than between
C2 (Organized) and dishonest intent.
- Stability is seen to be negatively linked to dishonesty.
- There is a high negative correlation between the composite P2 scale (in the
Approach to Work test) and dishonesty.
Our research team has suggested this new scale might be referred to as “organizational
compliance” rather than the highly moralistic concept reflected in the word “honesty”. With
this new scale, organizations could Benchmark their own levels of compliance (through the
Job Description Survey), as some jobs would require a candidate to be less rule-bound
and conventional.
View Assessments Inc. is seeking an opportunity to expand the research on the use and application of this
new scale. If you have an interest in this scale or are otherwise interested in assisting
us with research efforts, please contact us.
WORKPLACE BULLYING
Our research team has collaborated with Ms. Elizabeth Seine to examine the role of
Personality in victims of bullying in the workplace. The studies involved 120 working
persons, 60 of whom had experienced workplace bullying and 60 persons who had not been
victims of bullying within two large organizations. The studies indicate that:
- Personality does play a role in workplace bullying and personality traits may
give an indication of those who are most likely to be bullied.
- There was a significant and consistent difference that emerged between victims
and non-victims on all of the major ICES Plus Scales.
- The results support the concept of there being a victim profile that can be
identified from the ICES Plus Scales. Although it has been suggested that personality
characteristics may develop more as a result of being bullied rather than as a
precursor to bullying, the results from this study support the latter, particularly
as a highly consistent profile is seen across two very different organizations that
were involved in this study.
Further studies in this area are ongoing to identify:
- The most common types of bullying behaviour experienced in the workplace.
- The effects of bullying on the victims, particularly in respect of work morale
and work performance.
- The response that victims of bullying most commonly exhibit in the face of being bullied.
The numerous articles in human resource publications, business publications and
newspapers on the subject of bullying in the workplace support our objective of developing
a new scale measuring vulnerability to bullying. If you or your organization is interested
in participating in our ongoing research in this area, please
contact us.
RETENTION MEASURE
A research project has been commenced in Australia to examine the relationship between
attachment style trait analysis and the major scales in the ICES Plus Inventory. The hypothesis
is that attachment styles will correlate with the major scales of the ICES Plus Inventory.
The study commenced in April of 2001 and will continue through to the latter part of 2002.
For more information on this study or this subject, please
contact us.
|
