CBI Good Impression Scale
The CBI Good Impression (GI) Scale measures an applicant’s tendency to underreport counter-productive behaviors on the survey.
The center image shows the Good Impression Scale highlighted.
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 (underreported) by their efforts to make a good impression. Scores on this scale are to be used to determine the degree of confidence that should be placed in the remainder of the CBI Profile.
Scores of 14 and below on the Good Impression Scale suggest that the applicant’s answers on the CBI were forthright and free from distortion and defensiveness. Applicants with GI scores in this range provide confidence that their scores are not
artificially depressed or underreported.
Scores of 15 to 16 on the Good Impression Scale suggest that the applicant’s answers may be somewhat distorted by defensiveness and a desire to give a “good impression.” The applicant should be considered to have underreported, to some degree, troublesome behavior. Scores in the 15-16 range should never be used to disqualify a candidate from consideration. Because most applicants want the jobs for which they apply, conscious or unconscious efforts to create a “good impression” may be present. It is the responsibility of each administrator to determine how much risk or distortion can be tolerated before declaring the CBI Profile invalid.
Scores of 17 and above on the Good Impression Scale suggest that the applicant’s answers significantly underrepresent his or her potential for disruptive behavior in the workplace. There is little likelihood that any confidence can be placed in the accuracy of the applicant’s reported scores. The Profile is not to be considered valid with GI scores in this range.