G-60JFQHSKJJG-60JFQHSKJJ
Giotto

Giotto Integrity Test

The walls of the Scrovegni Chapel in Padua, Italy, are covered by frescoes by the classical artist Giotto di Bondoni (1267-1337) depicting the classical Vices and Virtues. This was a very common theme throughout the Middle Ages of Europe. Interpretations had evolved over the centuries from early Greek and Latin literature such as the work of the Roman scholar Prudentius, a civil servant in Caesar Augusta (today Saragossa in modern Spain).

These works provided the inspiration for the modern day integrity test ‘Giotto’, where the traditional vices and virtues are reformulated within the framework of Sentiments and Passions, reflecting the influence of the philosopher Robert Hume. Giotto is  designed specifically for use in work situations that demand careful attention to accuracy, a commitment to getting work done on time, tolerance, a sense of justice, respect for colleagues, honesty, and an ability to cope with a forever changing environment.

Giotto is published by Pearson Talent Lens.  

CLICK FOR PUBLISHER

Giotto is particularly suited for use in pre-interview, indicating particular aspects of a candidate’s work-based behaviour and attitudes which may benefit from further probing during the selection process. Giotto recognizes the potential difficulties inherent in the accurate measurement of integrity and is therefore presented as an ipsative questionnaire. This helps to avoid the contaminating effects of a candidate lying or faking.

Giotto has proven reliability and validity. It also also makes use of state-of-the-art neural network techniques to unravel the complex nature of personal integrity, as it relates to the workplace. Taken together, these factors help to provide a more accurate and reliable measure of a candidate’s strengths and weaknesses, across a total of 7 dimensions.

High scores on Giotto may provide protection against:

  • Carelessness, accident proneness and mindlessness
  • Lack of commitment, absenteeism and tardiness
  • Proneness to violence, hostility and intimidation
  • Disciplinary problems, subversion and intolerance
  • Disrespect for senior managers, overbearing behaviour and arrogance
  • Theft of company property, wasteful use of resources and failure to share
  • Inability to cope with change, lack of self-confidence and anxiety.

Scores on these 7 dimensions can be matched to the requirements of a particular job. Although all 7 dimensions have general applicability, each post will have particular requirements that identify certain patterns of scores as being salient to effective job performance.

Giotto is a test for what has become known as the Dark Side of personality assessment. Other tests for the dark side include the Hogan and the TD12.

Giotto Integrity Test: Revealing the Full Spectrum of Personality

The Giotto Integrity Test transcends traditional personality assessments by drawing inspiration from Giotto’s frescoes in the Athena Chjapel, also known as the Scrovegni Chapel in Padua. These masterpieces vividly depict the interplay of virtues and vices, concepts derived from ancient greek philosophy as well as later religious sources, to illustrate the moral dilemmas that define human character.

Understanding Vices and Virtues as Sentiments and Passions

The first person to define vices and virtues explicitly in terms of sentiments and passions was the Scottish philosopher, David Hume. Hume’s ideas were presented in his influential works, particularly in “A Treatise of Human Nature” (1739-40). He argued that moral distinctions are derived from feelings of pleasure and pain, and that virtues and vices are respectively associated with the positive or negative emotional responses they invoke in us. Hume’s emphasis on the role of sentiment in moral judgment marked a significant departure from earlier ethical theories that often grounded morality in rationality or divine command. These terms capture the essence of our actions’ motivations, providing a richer, more nuanced understanding of our ethical and moral bearings. This is something that more traditional personality tests, originally developed during a period when behaviorism was dominant in personality psychology, generally lack.

Innovative Test Structure

A challenge in developing psychometric test items in this field is the wish of respondents to present themselves in the best possible light. This inevitably leads to a tendency for their responses to be, how shall I say, “economical with the truth”.  One possible solution is to include a disclosure or lie scale in the test, as has been done with the OBPI. A second solution is to use an ipsative format, as has been doen with Giotto. Within each test item, participants are asked to identify with one and reject another trait among a set of four adjectives—two positive and two negative, such as ‘Intelligent’, ‘Hardworking’, ‘Disobedient’, and ‘Angry’. This method reduces social desirability bias and reveals true personal preferences, offering a genuine look at individual moral compasses.

Scoring, Insights, and Personal Growth

Giotto’s scoring system is designed to acknowledge that all traits can present advantages and drawbacks depending on the situation. Each participant’s results include a narrative report that emphasizes the constructive aspects of both sentiments and passions, highlighting how each can contribute positively in various contexts.

Critique of Traditional Models and the empowering alternative of Giotto

While traditional personality tests like OCEAN are normally presented as non-evaluative (“There are no right or wrong answers”), they often inadvertently label traits in ways that can significantly influence life decisions, such as employment. Describing someone as “neurotic” or “disagreeable” carries inherent negative connotations, impacting perceptions and opportunities. Unlike behaviorally based models, Giotto is inspired by the adaptive philosophy of Hume, which suggests that what are often seen as fixed vices are actually modifiable habits. This view empowers individuals by advocating that personal development and behavioral change are always within reach.

Publications