Copyright © The British Psychological Society Reproduction in any form (including the internet) is prohibited without prior permission from the Society Predicting integrity with the HEXACO personality model: Use of self- and observer reports Kibeom Lee 1 *, Michael C. Ashton 2 , David L. Morrison 3 , John Cordery 3 and Patrick D. Dunlop 3 1 University of Calgary, Canada 2 Brock University, Canada 3 University of Western Australia, Australia Recent research has suggested that a six-dimensional model of personality called the HEXACO framework may have particular value in organizational settings because of its ability to predict integrity-related outcomes. In this series of studies, the potential value of the HEXACO factor known as Honesty–Humility was further examined. First, the empirical distinctness of this construct from the other major dimensions of personality was demonstrated in a high-stakes personnel selection situation. Second, Honesty– Humility was found to predict scores on an integrity test and a business ethical decision- making task beyond the level of prediction that was possible using measures based on a traditional Big Five model of personality. This finding was also observed when Honesty– Humility was assessed by familiar acquaintances of the target persons. The applicability of the HEXACO model within industrial and organizational psychology was then discussed. Research on personality remains an important topic in industrial and organizational (I/O) psychology. Numerous primary and meta-analytic studies investigating the role of personality traits in various work-related outcomes have been conducted since the 1990s, when personality re-emerged as an important focus after the ‘dark ages’ of the 1970s (Hogan, 2005). As Hogan and Roberts (2002) pointed out, the comeback of personality in I/O psychology is owed, at least in part, to the advent of the Big Five or Five-Factor Model (B5/FFM) of personality structure. According to this model, the diverse array of human personality traits can be effectively summarized by the five broadly independent dimensions that are generally labelled as Extraversion, Agreeableness, Conscientiousness, Emotional Stability and Intellect/Imagination (or Openness to Experience). This taxonomic framework has facilitated a * Correspondence should be addressed to Dr Kibeom Lee, Department of Psychology, University of Calgary, Calgary, AB T2N 1N4, Canada (e-mail: Kibeom@ucalgary.ca). The British Psychological Society 147 Journal of Occupational and Organizational Psychology (2008), 81, 147–167 q 2008 The British Psychological Society www.bpsjournals.co.uk DOI:10.1348/096317907X195175