Counterproductive Behavior
Index™
(CBI)
The CBI is a contemporary integrity
test—a cost-effective pre hiring and 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 that can be completed by the job
applicant in about 15 minutes.
Every single day employees don’t show for work on time, steal cash and inventory,
surf the web, e-mail on company time, and disrupt the workplace. It is
burning up billions of dollars of profits and inventory each and every
year. This test measures a person's integrity and honesty.
FACT #1: Unscheduled absenteeism may
be costing you as much as $755 per year per employee.
FACT #2: 7% of employees believe it’s
okay to sabotage their employer’s computer system.
FACT #3: 6% of job candidates have had
a criminal conviction in the last 7 years.
FACT #4: 46% of inventory shrinkage is
a result of employee theft.
FACT #5: 40% of workers admit to
making personal use of company e-mail and shopping online at work.
The Process
There are two forms of the counterproductive behavior index (CBI) test. One form is administered, scored, and
interpreted by computer. It yields an objectively generated report
addressing degree of potential concern about the six major areas
identified below, a measure of overall or total concern, and an assessment
of self-serving response bias.
The other form is a paper-and-pencil version in which applicants answer
the questions on an answer sheet that is then hand-scored and profiled by
the test administrator, yielding the same information as the
computer-based version. The content of the two forms is identical, and
there is no reason to believe that the scores yielded by the two forms are
not comparable.
The Six CBI Scores
Either by using the scoring key (for the paper-and-pencil version)
or automatically (with the computer-based version), the CBI yields
six scores. The basic meaning of the scores are as follows:
1. Dependability Concerns. Low scorers are dependable,
conscientious, and reliable. High scorers can be undependable,
careless, lazy, and disorganized.
2. 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.
3. 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.
4. Honesty Concerns. This is similar to an honesty
test. Low scorers have no problem with
workplace dishonesty. High scorers have the potential for dishonest
behavior in the workplace.
5. 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.
6. 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.
7. Overall Concerns. Low scorers report few instances of
workplace deviance. High scorers report a wide range of deviant
behaviors in the workplace (Integrity) and are likely to be problematic
employees.
The Overall Concerns score is
included in order to help identify applicants whose individual scale
scores might all fall below the cutting score for inclusion in the Concern
category, but whose total score does identify them as worthy of special
attention. It is important to note that high Overall scores still require
a close examination of the six individual scale scores.
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Paper
version, includes Scoring Guide
1-9:
$29.95
10-24: $28.45
25-49: $25.96
50+: $25.46
Online version
Includes $50 set up fee and 10 reports
$334.50
Contact
us for additional information |
