The above arsenal of psychometric tests covers, to a large extent, the full spectrum of variation in terms of need or purpose that may present itself in the complex field of Integrity – but more specifically in the World of Work. Only one instrument lends itself to the assessment of Integrity in the general public, i.e., the GIP (General Integrity Profile). The rest specializes in serving different needs/purposes in the work situation.

The flagship is the IP200 and if the intention is to asses Integrity in all its facets for the purpose of (clinical) diagnoses, counselling and/or development in a work environment or to base decisions for senior staff on, the choice will naturally be to use this instrument.

If the need is to apply an instrument on a lower hierarchical level or for screening purposes, the choice will most probably be the IMI (Integrity Measuring Instrument) – also called the ISP (Integrity Screening Profile).

If, however, the need is to assess a large number of people over a relative short period of time, like in establishing a shortlist of candidates for the filling of a specific position, the choice would naturally be to use the BIP (Basic Integrity Profile). The use of this instrument, to serve this kind of purpose is ideal, because a final (‘value’) outcome is not really based on the results obtained. Once the shortlist is established, the ISP can be applied on this group in a screening approach to base the final (value) decision on.

The IP Culteg (Integrity Profile : Culture of Integrity) is really only used in a development scenario – i.e., for example in administering the Model for Rolling Out the Culture of Integrity in a selected corporate unit like a department of an entire organization. In such a case the IP200 is administered on all participants prior to conducting training and development in the various substructures of Integrity. After the registered Training Modules were completed, the IP:Culteg is administered to determine the degree of improvement that was achieved for each individual and the group as a whole.

 As was intimated above, the GIP is the only instrument that is devised to measure and serve the general population. If the Integrity of people from the general public (other than the World of Work) are to be assessed, for example to lower the risk of defaulting in repaying housing bonds, then the GIP will be the choice of Integrity Measuring Instrument to use to serve this purpose. Sufficient statistical evidence exists to prove that at least 50 test-items are required to cover the complex field of Integrity on a representative basis in order to generate valid and reliable results. A Stepwise Regression Analysis model proved that at least 52 items are required to cover this particular substructure in the field of Integrity. It can function as a Final Value basis to generate valid, reliable and conclusive assessments on its own. While the BIP needs the ‘back-up’ of another more comprehensive instrument.

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