Question 1

Research has shown that the "typical" employee-thief does not engage in many of the common rationalizations for theft.

Accepted Answer

Research on employee theft often shows that individuals who engage in theft do indeed use various rationalizations to justify their actions, such as feeling underpaid, believing the company won't miss the stolen items, or thinking they deserve more. These rationalizations help them mitigate the cognitive dissonance associated with violating their own moral or ethical standards.

Question 2

The major drawback of using the polygraph in employment is the frequency of false negatives.

Accepted Answer

The major drawback of using the polygraph in employment settings is actually the frequency of false positives, where the test inaccurately indicates someone is lying when they are telling the truth.

Question 3

Research has shown that the "typical" employee-thief is more tempted to steal.

Accepted Answer

Research has shown that employees who are more tempted to steal are more likely to be the ones who engage in employee theft, rather than those who are generally trustworthy and honest. Factors such as financial pressure, low job satisfaction, and the opportunity to steal can increase employees' temptation to steal from their employer.

Question 4

Paper-and-pencil tests have been developed to accomplish the same objectives as polygraph examinations.

Accepted Answer

Paper-and-pencil tests, such as the Control Question Test and Guilty Knowledge Test, are designed to achieve the same objectives as polygraph examinations, such as detecting deception and measuring physiological responses to questioning.

Question 5

From an employer's perspective, individuals identified as false negatives resulting from the administration of a polygraph (lie detector) test are more costly than individuals identified as false positives.

Accepted Answer

False negatives are individuals who lie and pass the polygraph test, which means they may be hired despite being unreliable or dishonest. This can result in negative consequences for the employer, such as decreased productivity or reputational damage. Identifying false negatives later on can be even more costly, as it may require terminating the employee and finding a replacement. False positives, on the other hand, may result in the employer missing out on a potentially good employee, but this is generally seen as a lesser cost compared to the consequences of hiring a false negative.

Question 6

Research has shown that the "typical" employee-thief is not more vulnerable to peer pressure to steal than is an honest employee.

Accepted Answer

Research indicates that the "typical" employee-thief is often more susceptible to peer pressure to engage in theft than their honest counterparts. This vulnerability to peer influence is a significant factor in the dynamics of workplace theft.

Question 7

Unless a polygraph test has perfect validity, a large number of false positive identifications can occur when the device is used to test for a behavior that has a low incidence in the general population.

Accepted Answer

This statement is true as false positive identifications can occur when a polygraph test has imperfect validity and is used to test for behavior that is not common in the general population.

Question 8

Research has shown that the "typical" employee-thief does not show inner-thief loyalty.

Accepted Answer

The answer of Research has shown that the "typical" employee-thief...

Question 9

Reactions besides guilt can trigger an emotional response in a polygraph examinee.

Accepted Answer

This is true. Reactions such as fear, anxiety, or anger can also trigger an emotional response during a polygraph exam.

Question 10

The assumption underlying polygraph (or lie detector tests) is that lying can be detected by the specialist through the detection of changes in the subject's voice modulation pattern.

Accepted Answer

The assumption underlying polygraph tests is that changes in physiological responses, such as heart rate and breathing, can indicate when a person is lying. While voice modulation may be one factor considered, it is not the sole basis for the polygraph test. However, the accuracy and reliability of polygraph tests have been widely debated and are considered by many to be unreliable.

Question 11

Most polygraph examiners make an overall judgment of lying based solely on the polygraph information.

Accepted Answer

Polygraph information alone cannot determine whether someone is lying. The examiners also need to interpret the data, consider the individual's behavior during the exam, and take into account other factors such as medical conditions or medications that might affect the results.

Question 12

Research has shown that the "typical" employee-thief attributes more theft to others.

Accepted Answer

This is known as the "prolific offender hypothesis", where employee-thieves tend to normalize their own theft behavior and believe others are doing the same.

Question 13

Current employees can be given a polygraph (lie detector) test in conjunction with a workplace theft investigation if the employer has a "reasonable suspicion" that the employee was involved in the incident.

Accepted Answer

According to the Employee Polygraph Protection Act (EPPA), employers are allowed to administer a polygraph test to employees as part of a workplace theft investigation if they have a reasonable suspicion that the employee was involved. However, there are certain restrictions and requirements that must be followed, such as obtaining written consent from the employee and informing them of their rights.

Question 14

Examinees with high lability are more likely to have physiological reactions that may be interpreted as lying behavior than are respondents with low lability.

Accepted Answer

High lability refers to frequent and intense changes in physiological activity, which may be misinterpreted as deceptive behavior. Therefore, examinees with high lability are more likely to exhibit physiological reactions that are consistent with lying, even if they are telling the truth.

Question 15

Research has shown that the "typical" employee-thief seldom thinks about theft-related activities.

Accepted Answer

Research indicates that the "typical" employee-thief often spends a considerable amount of time thinking about and rationalizing their theft-related activities before actually committing them.

Question 16

Physical activity during a polygraph (lie detector) examination (such as tensing muscles or biting the tongue) can affect the interpretation of the readings.

Accepted Answer

Physical activity during a polygraph can affect the readings and potentially lead to a false result, which is why individuals being tested are typically instructed to remain still and not engage in any physical activity during the examination.

Question 17

A personality-based measure of integrity directly asks for information about attitudes toward theft and the occurrence of previous theft behaviors.

Accepted Answer

The answer of A personality-based measure of integrity directly asks...

Question 18

An overt integrity test does not ask about theft behaviors directly.

Accepted Answer

An overt integrity test directly asks about theft behaviors.

Question 19

The use of polygraph (or lie detector tests) for most employment situations was made illegal by the Civil Rights Act of 1964.

Accepted Answer

The use of polygraph tests for employment purposes was primarily restricted by the Employee Polygraph Protection Act of 1988, not the Civil Rights Act of 1964.

Question 20

Research has shown that the "typical" employee-thief would punish thieves less.

Accepted Answer

Research has shown that the "typical" employee-thief would punish thieves less. This is because employee-thieves may have a more understanding and empathetic perspective towards fellow employees who engage in theft, as they may understand the circumstances or motivation behind it. Additionally, employee-thieves may also feel a sense of loyalty towards their colleagues and not want to contribute to their punishment.

Quiz 14: Testing for Counterproductive Work Behaviors