Deviant behavior has always been a concern for employers because it is so widespread. Deviant behaviors include theft, vandalism, computer misuse, absenteeism, illicit drug use, sexual harassment and tardiness. Here are some updates on workplace deviance (2019):
Questionnaires that identify job applicants who pose an employment risk have always been available, but they have now become a primary tool for pre-employment screening. The identification of job applicants who are likely to show disruptive or destructive behavior on the job is best accomplished by asking directly relevant statements about the applicant’s prior behavior, particularly on-the-job behavior.
The Counter-Productive Behavior Index (CBI) is a cost-effective screening procedure for identifying job applicants whose behavior, attitudes, and work-related values are likely to interfere with their success as employees. The CBI consists of an objective questionnaire with 140 true/false items that can be completed by the job applicant in about 15 minutes. Here is what the CBI measures:
Dependability Concerns - Low scorers are dependable, conscientious, and reliable. High scorers can be undependable, careless, lazy, and disorganized.
Aggression Concerns - Low scorers handle their feelings well and are unlikely to be disruptive. High scorers can be aggressive, hostile, disruptive, and have poor control of their anger.
Substance Abuse Concerns - Low scorers have no problems with alcohol and/or illegal drugs. High scorers report substantial use of alcohol and/or illegal drugs and may be disruptive.
Honesty Concerns - Low scorers have no problem with workplace dishonesty. High scorers have the potential for dishonest behavior in the workplace.
Computer Abuse Concerns - Low scorers use their workplace computers only for work-related uses. High scorers use their computers in ways that are unrelated to their work activities or are disruptive to their work.
Sexual Harassment Concerns - Low scores are unlikely to engage in sexual harassment at work. High scorers have attitudes and behaviors regarding sexuality that are likely to be considered as harassment by the opposite sex.
Overall Concerns - Low scorers report few instances of workplace deviance. High scorers report a wide range of deviant behaviors in the workplace and are likely to be problematic employees.
Good Impression - Low scorers are open about acknowledging their normal faults and imperfections. High scorers deny normal shortcomings and exaggerate personal virtues, suggesting that their scores on the other scales may be artificially depressed by their efforts to make a good impression. Scores on this scale can be used to determine the degree of confidence that should be placed in the CBI profile.
The expected business outcomes from applying the CBI in your candidate assessment strategy USA include:
Contact us to deploy the CBI in your organization today.