• Jeremy B Bernerth, Shannon G Taylor, H Jack Walker, and Daniel S Whitman.
• Rucks Department of Management, E. J. Ourso College of Business, Louisiana State University, Baton Rouge, LA 70803, USA. jeremyb@lsu.edu
• J Appl Psychol. 2012 Mar 1; 97 (2): 469-78.

AbstractMany organizations use credit scores as an employment screening tool, but little is known about the legitimacy of such practices. To address this important gap, the reported research conceptualized credit scores as a biographical measure of financial responsibility and investigated dispositional antecedents and performance-related outcomes. Using personality data collected from employees, objective credit scores obtained from the Fair Isaac Corporation, and performance data provided by supervisors, we found conscientiousness to be positively related and agreeableness to be negatively related to credit scores. Results also indicate significant relationships between credit scores and task performance and organizational citizenship behaviors. Credit scores did not, however, predict workplace deviance. Implications for organizations currently using or planning to use credit scores as part of the screening process are discussed.

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