One of the most important psychological insurance policies available is testing for, and thereby avoiding, counterproductive work behaviours (CWBs). By using psychometric assessments to screen for these behaviours, organisations can significantly lessen the risk of hiring employees that engage in theft, bullying, harassment and health & safety breaches. The same assessment can identify employees that are likely to exhibit positive behaviours like supporting colleagues, advocating on behalf of the organisation and going the extra mile.
Much of the research to date has focussed on the effects of these behaviours on colleagues and the organisation. At SACS we think that there is an equally important question: is it possible to identify characteristics that predict these behaviours and thereby hire people who are less likely to engage in them?
In November and December of 2011, SACS undertook what may well be the biggest study in Australia’s history into the relationship between personality and counterproductive work behaviours. 2000 people employed in an extremely wide range of industries participated in this research project, which measured the personalities of participants as well as the degree to which they participated in counterproductive work behaviours. We used Lee and Ashton’s excellent HEXACO personality instrument and related it to a SACS developed survey measure of counterproductive work behaviours. The results are remarkable in that they show how widespread counterproductive work behaviours are in the workforce, but they also show an extremely strong link to personality, suggesting that these behaviours can be predicted and the risk of their occurrence quantified.
Did you know that you can assess the likelihood of a person acting safely at work with 37% accuracy if you know their personality and values profile?
SACS has undertaken research using a sample of 1500 respondents to create a model that can predict occupational health & safety behaviours from a person’s personality and values. Occupational health & safety is crucial to us all.
The SACS OH&S assessment predicts three components:
The benefit is clear: use the SACS OH&S assessment to hire employees with a low risk rating to improve your company’s OH&S.
When you distil the personality characteristics that predict emotional intelligence, you can predict a person’s level of customer service and capability in leadership.
SACS has discovered that we can predict emotional intelligence dimensions with up to 60% accuracy, if we know the person’s personality and value set.
Emotional intelligence consists of the following components
The first two components have clear preferred risk ratings – it is best to hire people who score highly on these two factors. The preferred risk rating for the last component depends on the job for which you are recruiting.
For example: You may consider it a requirement for a counsellor or care worker to use emotional information for decision making. Contrastingly, you wouldn’t want a surgeon to make decisions based on his emotions.
An optimum workplace is one which is inclusive and welcoming. Testing for Attitudes towards Diversity in prospectice hires helps you to achieve this. SACS has Australian normed assessments for attitudes to:
Choose which of these you wish to assess in prospective hires in order to optimise your culture and reduce negative behaviours.