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This article reviews different methods of measuring the extent that faking has distorted responses to a personality test. Based on the idea that faking causes shifts in the means and construct relationships, a three-factor framework is proposed for classifying such measures based on the data required for computation and the effect of faking that the measure is intended to gauge. Advantages and disadvantages for each method are discussed along with recommendations for measuring faking in research and practice.

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It is commonly believed that human resource investments can yield positive performance-related outcomes for organizations. Utilizing the theory of organizational equilibrium (H. A. Simon, D. W. Smithburg, & V. A. Thompson, 1950; J. G. March & H. A. Simon, 1958), the authors proposed that organizational inducements in the form of competitive pay will lead to 2 firm-level performance outcomes--labor productivity and customer satisfaction--and that financially successful organizations would be more likely to provide these inducements to their employees. To test their hypotheses, the authors gathered employee-survey and objective performance data from a sample of 126 large publicly traded U.S. organizations over a period of 3 years. Results indicated that (a) firm-level financial performance (net income) predicted employees' shared perceptions of competitive pay, (b) shared pay perceptions predicted future labor productivity, and (c) the relationship between shared pay perceptions and customer satisfaction was fully mediated by employee morale.

Several previous studies examining the predictors of counterproductive work behaviors (CWBs) have found positive relationships for neuroticism and negative relationships for conscientiousness and agreeableness. We extend this research by examining whether employee personality traits interact with each other to influence CWBs. Because conscientiousness and agreeableness may suppress one's tendency to engage in CWBs, we hypothesized that the neuroticism-CWB relationship will be weaker among workers who are high in either conscientiousness or agreeableness than among workers who are low in these traits. Data from three independent samples provide support for these hypothesized moderator effects.

This study examined the relationship between evaluations of academic support services and student athletes' career decision-making self-efficacy. One hundred and fifty-eight NCAA athletes (68% male) from 11 Division I teams completed measures of satisfaction with their academic support services, career decisionmaking self-efficacy, general self-efficacy, and locus of control. Results indicated that evaluations of academic support services were positively related to levels of career decision-making self-efficacy. In addition, this relationship was moderated such that student athletes with lower levels of general self-efficacy and internal locus of control benefited more from positive experiences with academic support services. Limitations and implications are discussed.

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