Cunningham M R, Wong D T, Barbee A P
Department of Psychology, University of Louisville, Kentucky 40292.
J Appl Psychol. 1994 Oct;79(5):643-58. doi: 10.1037/0021-9010.79.5.643.
Three experiments examined impression-management responses to the Reid Report Integrity Attitude Inventory. Subjects encouraged to score high on the honesty test attained higher scores than a control group, but no higher than a group of job applicants. Study 2 offered money for high scores, and provided information to use concerning the first, second, or both factors of the Reid Report. Subjects in the three information conditions scored higher than those in a control condition, but again were no higher than job applicants. In a third study, subjects were asked to respond to the Reid Report and to several other measures as if they seriously wanted a job. After the test, each subject was overpaid for the participation. Reid Report scores were significantly correlated with returning versus retaining the money. These results suggest that integrity tests possess predictive validity despite some impression-management response distortion. Relations with other personality measures also are presented.
三项实验研究了对里德报告诚信态度量表的印象管理反应。被鼓励在诚实测试中得高分的受试者比对照组得分更高，但不高于一组求职者。研究2为高分提供金钱奖励，并提供关于里德报告的第一个、第二个或两个因素的可用信息。三种信息条件下的受试者得分高于对照组，但同样不高于求职者。在第三项研究中，要求受试者对里德报告和其他几项测量做出反应，就好像他们真的很想得到一份工作一样。测试后，每个受试者因参与而得到了过高的报酬。里德报告得分与返还还是保留金钱显著相关。这些结果表明，尽管存在一些印象管理反应偏差，但诚信测试仍具有预测效度。还呈现了与其他人格测量的关系。
