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Counterproductive Behavior Index™ |
Pricing Download Sample Report |
| Dependability | Low scorers are dependable, conscientious, and reliable. High scorers can be undependable, careless, lazy, and disorganized. |
| Aggression | 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 |
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 | Low scorers have no problem with workplace dishonesty. High scorers have the potential for dishonest behavior in the workplace. |
| Computer Abuse |
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 |
Low scorers 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. The Overall score is included in the profile 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 five individual scale scores. |
| 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 remainder of the profile. |
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