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We report the results of a field experiment on honesty conducted on 427 Israeli soldiers fulfilling their mandatory military service. Each soldier rolled a six-sided die in private and reported the outcome to the unit's cadet coordinator. For every point reported, the soldier received an additional half hour early release from the army base on Thursday afternoon. We find that the higher a soldier's military entrance score, the more honest he is on average. Moreover, to the extent that honesty is a valued trait, regression discontinuity analysis reveals that the Israeli military has optimally set the threshold score to qualify to be an officer. Our results bear important implications for the design of screening tests that evaluate employee honesty.

In the beyond thirty years, honesty employment, which is one of significant approach measures expected to battle with past common liberties infringement in temporary and post-struggle social orders, has drawn in wide interest among social researchers and moral, lawful, and political logicians. Regardless of the gigantic nevertheless developing writing regarding the matter, there has been no concurred meaning of honesty employment. To cure this issue, the current paper attempts to give another definition. I start with the assessment of a much of the time referred to definition given by Priscilla Hayner and recognize its temperance's and impediments. Then, I go to the examination of Mark Freeman's definition and contend that it is too prohibitive to even think about covering a portion of the investigatory bodies numerous analysts consider as honesty employments. In view of these contemplations, I propose the third definition that covers the cases which are broadly taken as honesty employments and rejects those which are not. I additionally partition the historical backdrop of honesty-chasing bodies into three periods and sketch them sequentially.