Personality Types and Honesty in the Workplace
Posted on May 21, 2013 by TNS Consulting Team (via Scott Spayd)
Honesty in the workplace is a hot topic. Employers continue to face difficult decisions in our economic state. With the challenging environments comes a heavier focus on honesty from employees. Organizations want honest employees, but how do employees always know their honesty will be well perceived?
Oh, Lee, Ashton, and Vries (2011) examined whether it is the dishonest extravert or dishonest introvert that poses the greatest threat in workplace situations. The researchers used the big five personality factors as the main focus of their study.
Participants first completed a personality inventory that gained knowledge about the participants’ personality traits. A workplace deviance questionnaire was also used that allowed for participants to respond to how they would act in particular situations. It is important to keep in mind that this questionnaire brought self-reported behavior.
The overall findings from the study indicate that extraversion alone does not predict whether an employee will engage in workplace deviance such as dishonesty. Extraverts do however, have the capacity to do great damage in the workplace and poor performance. The researchers make great points that can be carried into organizations.
When hiring employees, organizations should be conducting tests that examine a candidate’s personality traits as well as their levels of honesty and humility. These can significantly indicate how likely one is to engage in not only lying, but other workplace deviant behaviors.
What do you think is the best way to detect workplace deviance and dishonesty on the job? Are more tests the answer?
Reference: Oh, I., Lee, K., Ashton, M., & Vries, R. (2011). Are dishonest extraverts more harmful than dishonest introverts? The interaction effects of honesty-humility and extraversion in predicting workplace deviance. Applied Psychology: 60, 496-516.