Applicant Faking, Social Desirability, and the Prediction of Counterproductive Work Behaviors

Stop Interrupting Me! Examining the Relationship Between Interruptions, Test Performance and Reactions

“…The battery used three measurement methods: self-report personality measures, situational judgment scenarios, and interactive simulations. This assessment has been used in numerous peer-reviewed studies (e.g., Bott, O'Connell, Ramakrishnan, & Doverspike, 2007;O'Connell, Hartman, McDaniel, Grubb & Lawrence, 2007;O'Connell, Kung, & Tristan, 2011;Peterson, Griffith, Isaacson, O'Connell, Mangos, 2011) and has strong validation evidence to support it (Kung, Lawrence, & O'Connell, 2012). A final test score was calculated by averaging the 11 final competencies scores.…”

Individual Differences Predicting Impression Management Detection in Job Interviews

“…Applicants' use of deceptive tactics is thus an important concern for organizations, as they do not want to hire someone who only pretended to be a good fit with the job (Arthur et al, 2010;Stewart, Darnold, Zimmerman, Parks, & Dustin, 2010). Moreover, recent evidence with personality testing suggests that applicants who engage in deception during the selection process are also more likely to perform poorly on the job (Donovan, Dwight, & Schneider, 2014) and to engage in counterproductive behaviors at work, such as lack of effort, absenteeism, or theft (O'Neill et al, 2013;Peterson, Griffith, Isaacson, O'Connell, & Mangos, 2011).…”

Interactional Justice and Counterproductive Work Behaviors: The Mediating Role of Negative Emotions

“…In recent years, there has been an explosion of interest in CWB among organizational researchers. A large part of this work has been directed toward validating the integrity tests that human resources departments use to identify, and avoid hiring, counterproductive employees (Peterson, Griffith, Isaacson, O'Connell, & Mangos, 2011).…”