A Comparison of Applicants' and Incumbents' Mean Scores on Health Constructs and Personality Constructs. A Follow‐up Study of Military Recruits in a Selection Setting

Bäccman, Charlotte; Sjöberg, Lennart; Almqvist, Kjerstin

doi:10.1111/ijsa.12101

Cited by 3 publications

(3 citation statements)

References 56 publications

(113 reference statements)

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“…This is a view that is based on a few research studies that seem to have shown that applicants or incumbents responded to a test in very similar ways, for example, Hogan, Barrett and Hogan (). These results are exceptional, because extensive research has shown that applicants and incumbents differ strongly, not only in personality tests but probably in all contexts perceived to be value relevant, such as reported health status (Bäccman, Sjöberg & Almqvist, in press).…”

Section: Discussionmentioning

confidence: 99%

Correction for faking in self‐report personality tests

Sjöberg

2015

Scandinavian J Psychology

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Faking is a common problem in testing with self-report personality tests, especially in high-stakes situations. A possible way to correct for it is statistical control on the basis of social desirability scales. Two such scales were developed and applied in the present paper. It was stressed that the statistical models of faking need to be adapted to different properties of the personality scales, since such scales correlate with faking to different extents. In four empirical studies of self-report personality tests, correction for faking was investigated. One of the studies was experimental, and asked participants to fake or to be honest. In the other studies, job or school applicants were investigated. It was found that the approach to correct for effects of faking in self-report personality tests advocated in the paper removed a large share of the effects, about 90%. It was found in one study that faking varied as a function of degree of how important the consequences of test results could be expected to be, more high-stakes situations being associated with more faking. The latter finding is incompatible with the claim that social desirability scales measure a general personality trait. It is concluded that faking can be measured and that correction for faking, based on such measures, can be expected to remove about 90% of its effects.

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Section: Discussionmentioning

confidence: 99%

Correction for faking in self‐report personality tests

Sjöberg

2015

Scandinavian J Psychology

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“…Because modesty values are stronger in Eastern cultures than Western cultures (Heidemeier & Moser, 2009; Heine & Hamamura, 2007), self‐presentation behaviors in Eastern cultures are likely to be compressed downwards, that is, uniformly low. Because the variance in self‐presentation is low in Eastern cultures, there is little covariance between self‐presentation and the traits that are typically used to predict it (e.g., trait CSE, narcissism; Bäccman et al, 2015; García et al, 2009; Morf et al, 2010; Paulhus et al, 2013). Applicants from Eastern cultures, no matter how high their CSE, will be less inclined to spend time in a cover letter or interview highlighting their qualifications and past successes because self‐presentation is viewed negatively.…”

Section: Rv Weirdness and Selection And Assessmentmentioning

confidence: 99%

“…cultures than Western cultures (Heidemeier & Moser, 2009;Heine & Hamamura, 2007), self-presentation behaviors in Eastern cultures are likely to be compressed downwards, that is, uniformly low. Because the variance in self-presentation is low in Eastern cultures, there is little covariance between self-presentation and the traits that are typically used to predict it (e.g., trait CSE, narcissism; Bäccman et al, 2015;García et al, 2009;Morf et al, 2010;Paulhus et al, 2013).…”

Section: How Rv Interactions Work: a Weird Illustrationmentioning

confidence: 99%

WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research

Alley

Cortina

2023

Int J Selection Assessment

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There is increasing awareness that reliance on samples from Western, Educated, Industrialized, Rich, Democratic (WEIRD) countries may have skewed our view of human phenomena. Nowhere is this more true than in international selection and assessment (ISA) research. In the present paper, we describe a way of understanding the impact of WEIRDness on ISA phenomena: restricted variance (RV).The WEIRDness problem is usually one of cross level interactions in which a country-level variable (e.g., individualism/collectivism) might moderate the relationship between two individual-level variables. RV can help to see not only where such cross level interactions might exist, but also provide a specific, mathematical reason for their existence. We use several examples from IJSA and related sources to illustrate the role of RV in ISA-based WEIRDness.

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Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies

Connelly

2021

Int J Selection Assessment

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Background: Researchers have used within-subjects designs to assess personality faking in real-world contexts. However, no research is available to (a) characterize the typical finding from these studies and (b) examine variability across study results.Aims: The current study was aimed at filling these gaps by meta-analyzing actual applicants' responses to personality measurements in high-stakes contexts versus low-stakes contexts reported in within-subjects studies.Materials & Methods: This meta-analysis examined 20 within-subjects applicanthonest studies (where individuals completed an assessment once as applicants and again in a low-stakes setting).Results: We found that applicants had moderately higher (more socially desirable) means, slightly reduced variability, and stronger rank-order consistency in high-stakes settings. The assessment order moderated the findings; studies with a high-to-low order (where the high-stakes setting was introduced first) showed a stronger faking effect-demonstrated by higher means and weaker rank-order consistencies-than those in a low-to-high order.Discussion and Conclusion: These findings are consistent with expectations that, relative to low-stakes situations, individuals tend to exaggerate, in a positive direction, their personality descriptions as job applicants. In addition, assessment order matters when understanding the magnitudes of faking effects.

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A Comparison of Applicants' and Incumbents' Mean Scores on Health Constructs and Personality Constructs. A Follow‐up Study of Military Recruits in a Selection Setting

Cited by 3 publications

References 56 publications

Correction for faking in self‐report personality tests

Correction for faking in self‐report personality tests

WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research

Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies

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