Exploring how response distortion of personality measures affects individuals

Stewart, Greg L.; Darnold, Todd C.; Zimmerman, Ryan D.; Parks, Laura; Dustin, Susan

doi:10.1016/j.paid.2010.05.035

Cited by 25 publications

(24 citation statements)

References 19 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Interviewers’ difficulty in accurately detect deceptive IM may increase the chances of hiring less qualified applicants when they use undetected deceptive IM to make an impression of a qualified applicant. This complements past research suggesting that (a) organizations and interviewers are especially concerned with deceptive IM (Arthur et al., ; Stewart et al., ), (b) applicants are likely to use deceptive IM in interviews (Levashina & Campion, ; Weiss & Feldman, ), and (c) deceptive IM may attenuate the validity of the selection process (Marcus, ; Weiss & Feldman, ).…”

Section: Discussionsupporting

confidence: 78%

“…Unfortunately, they did not distinguish between the impact of honest and deceptive IM on interview performance or job performance. On the other hand, research in personality testing suggests that IM or faking does not seriously attenuate the validity of selection instruments (Barrick & Mount, ; Ones & Viswesvaran, ), although faking can influence the ranking of applicants and, thus, hiring decisions (Stewart, Darnold, Zimmerman, Parks, & Dustin, ; Weiss & Feldman, ).…”

mentioning

confidence: 99%

See 1 more Smart Citation

Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?

Roulin

Bangerter

Levashina

2014

Personnel Psychology

101

106

View full text Add to dashboard Cite

Applicants use honest and deceptive impression management (IM) in employment interviews. Deceptive IM is especially problematic because it can lead organizations to hire less competent but deceptive applicants if interviewers are not able to identify the deception. We investigated interviewers’ capacity to detect IM in 5 experimental studies using real‐time video coding of IM (N = 246 professional interviewers and 270 novice interviewers). Interviewers’ attempts to detect applicants’ IM were often unsuccessful. Interviewers were better at detecting honest than deceptive IM. Interview question type affected IM detection, but interviewers’ experience did not. Finally, interviewers’ perceptions of IM use by applicants were related to their evaluations of applicants’ performance in the interview. Interviewers’ attempts to adjust their evaluations of applicants they perceive to use deceptive IM may fail because they cannot correctly identify when applicants actually engage in various IM tactics. Helping interviewers to better identify deceptive IM tactics used by applicants may increase the validity of employment interviews.

show abstract

Section: Discussionsupporting

confidence: 78%

mentioning

confidence: 99%

Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?

Roulin

Bangerter

Levashina

2014

Personnel Psychology

101

106

View full text Add to dashboard Cite

show abstract

“…This situation introduces a systematic source of inaccuracy in the interview process (Ellis et al, 2002;Levashina, Hartwell, Morgeson, & Campion, 2014). 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).…”

Section: Impression Management In Employment Interviewsmentioning

confidence: 99%

Individual Differences Predicting Impression Management Detection in Job Interviews

Roulin¹

2016

PAD

View full text Add to dashboard Cite

“…Brown & Bartram, 2013;Hontangas et al, 2015;Paulhus, 1991;Saville & Willson, 1991). Application contexts best suited to FC items are high-stakes situations in which respondents are motivated to give fake answers, such as in personnel selection (Christiansen, Burns, & Montgomery, 2005;Stewart, Darnold, Zimmerman, Parks, & Dustin, 2010) and in studies where respondents have varying levels of the aforementioned response styles, e.g., in cross-cultural research (He, Bartram, Inceoglu, & Vijver, 2014;Johnson, Kulesa, Cho, & Shavitt, 2005;Ross & Mirowsky, 1984;Rudmin & Ahmadzadeh, 2001). FC scales may also be applicable in a number of other fields, such as value measurement (Döring, Blauensteiner, Aryus, Drögekamp, & Bilsky, 2010;Lee, Soutar, & Louviere, 2008;Schwarz & Cieciuch, 2016) and market research (Parvin & Wang, 2014).…”

mentioning

confidence: 99%

On the Statistical and Practical Limitations of Thurstonian IRT Models

Bürkner¹,

Schulte²,

Holling³

2018

Preprint

View full text Add to dashboard Cite

Forced-choice questionnaires have been proposed to avoid common response biases typically associated with rating scale questionnaires. To overcome ipsativity issues of trait scores obtained from classical scoring approaches of forced-choice items, advanced methods from item response theory (IRT) such as the Thurstonian IRT model have been proposed. For convenient model specification, we introduce the thurstonianIRT R package, which uses Mplus, lavaan, and Stan for model estimation. Based on practical considerations, we establish that items within one block need to be equally keyed to achieve similar social desirability, which is essential for creating force-choice questionnaires that have the potential to resist faking intentions. According to extensive simulations, measuring up to 5 traits using blocks of only equally keyed items does not yield sufficiently accurate trait scores and inter-trait correlation estimates, neither for frequentist nor Bayesian estimation methods. As a result, persons' trait scores remain partially ipsative and, thus, do not allow for valid comparisons between persons. However, we demonstrate that trait scores based on only equally keyed blocks can be improved substantially by measuring a sizeable number of traits. More specifically, in our simulations of 30 traits, scores based on only equally keyed blocks were non-ipsative and highly accurate. We conclude that in high-stakes situations where persons are motivated to give fake answers, Thurstonian IRT models should only be applied to tests measuring a sizeable number of traits.

show abstract

Exploring how response distortion of personality measures affects individuals

Cited by 25 publications

References 19 publications

Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?

Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?

Individual Differences Predicting Impression Management Detection in Job Interviews

On the Statistical and Practical Limitations of Thurstonian IRT Models

Contact Info

Product

Resources

About