INTEGRITY TEST – PIA
Integrity is very important in professional life. It is demonstrated in reliable, honest and fair behaviour in the working context and towards colleagues.
Personality Test with verbal content
21 items
Test without time limit
Processing time: approx. 6 minutes
Inhouse-test with supervision
Home-test without supervision
Languages:
English, German
other languages on request
Optimized for
desktop, tablet, smartphone
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| Career starters | |
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| Experienced | |
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| Management | |
People who achieve a high result in this test are committed to the company's goals and are fair partners to colleagues.
Dimensions
For the PIA, an overall score can be reported, as well as a score for each of the three sub-facets.
Instructions
The PIA test is randomised and in Likert format. Following an introductory instruction, individual statements (items) are specified, which must be evaluated on a 7-level scale with regard to agreement/disagreement. All items of the item pool are output in random order. PIA is always used in conjunction with other personality scales in order to reduce fatigue and transparency and thus socially desired response behaviour. Here, the items from the various tests are combined in one test module randomly.
Theoretical background
The Integrity Assessment Personality Inventory (PIA) was the first successfully validated integrity test in the German-speaking region in 2003.
PIA combines trait- and attitude-oriented integrity test elements. For the development of the PIA various established procedures were used, of which there is conceptual overlap with the integrity construct according to the breadth of personality traits and attitude structures to be assessed and which also have professional relevance. In the course of the most recent revision, the integrity construct was then focused on its core facets in order to increase test efficiency and reduce overlap with confounding variables (e.g., facets of the five-factor model of personality; Costa & McCrae, 1989).
A special feature of items for integrity tests is their criterion-oriented construction. This enables them to have a high predictive validity both in terms of future work performance (Ones, 1994) as well as the occurrence of counterproductive behaviors (Marcus, 2000; Wing-Man Lau et al., 2023).
Psychometric properties
Reliability
α = .87
Construct validity
convergent:
.36 Honesty-Humility
.03 Emotionality
.27 Extraversion
.43 Agreeableness
.45 Conscientiousness
.31 Openness to Experience (HEXACO)
divergent:
.09 General Knowledge (BEFKI)
-.07 Processing Efficiency (RAPID)
Criterion validity
.28 Absences
.19 Disciplinary measures (warning)
Norm basis
N > 2,500