Corporate Psychopathy by Katarina Fritzon & Nathan Brooks & Simon Croom
Author:Katarina Fritzon & Nathan Brooks & Simon Croom
Language: eng
Format: epub
ISBN: 9783030271886
Publisher: Springer International Publishing
Fortitude—work orientation and job commitment
Temperance—self-control and temperament
Justice—judgement ability
Faith—loyalty and dependability
Charity—honesty and trustworthiness
Hope—future orientation and ability to cope with change
The Giotto consists of 101 items that measure these seven scales. It comprises two parts, the first of which (Part A) being ipsative in nature, consisting of paired adjectives where respondents select the one that applies more closely to them. This forced-choice format is designed to address the problem of social desirability or faking, as each virtue is intrinsically desirable (the respondent in effect makes a decision as to which of these positive descriptors applies to them). Conversely, Part B represents the vices and consists of single items, each with a multiple-choice response format (Rust, 1999).
According to the test publishers, high scores provide a degree of protection against undesirable behaviours such as carelessness and the likelihood of causing /being involved in an accident, work absenteeism and lateness, disciplinary problems and hostility towards management and colleagues. They also state that high scores mitigate against the risk of likelihood of stealing company property, wasting resources, inability to cope with change, low self-confidence and/or anxiety along with the likelihood of being prone to dark sides of personality such as violence, hostility or intimidation. It is worth noting here that all scales are positively oriented and therefore high scores are considered to be favourable. Thus, the Giotto, while mitigating against risk, can be considered a “bright side” measure.
According to Rust (1999), a number of studies support the construct, concurrent and most importantly, predictive validity of the Giotto. He cites evidence of correlations between the fortitude, faith, charity and hope scales with supervisor ratings, with weaker support the justice scale. He notes less encouraging results for the prudence and temperance scales, but attributes this to the acknowledged unreliability of supervisor ratings and calls for further research into this instrument. The highest accolades he provides for the instrument relate to the overcoming of the “fakeability” aspect due to the ipsative format. However, other researchers (Meade, 2004; Tenopyr, 1988) note forced-choice response formats can cause psychometric issues, including difficulties in reliability estimation and challenges to construct validity.
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