Fakability of Implicit and Explicit Measures of the Big Five: Research findings from organizational settings

Vecchione, Michele; Dentale, Francesco; Alessandri, Guido; Barbaranelli, Claudio

doi:10.1111/ijsa.12070

Cited by 71 publications

(44 citation statements)

References 63 publications

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“…With regard to self‐concept of personality IATs, whether or not participants can control the outcome of the measurement task has most often been examined. More specifically, the difference in mean IAT‐effects was examined in faking versus controlled conditions (between‐ or within‐subject designs), or in participants who took part in a personnel assessment program versus volunteers (Vecchione, Dentale, Alessandri, & Barbaranelli, ). In these studies, it is hypothesized that the differences in explicit measures between the faking condition/personnel assessment program versus the control condition/volunteers would be larger compared to the differences in implicit measures of personality between both conditions/groups. whether implicit personality self‐concept measures can differentiate between two groups by measuring an aspect of the self‐concept which is known to differ between the groups.…”

Section: Methodsmentioning

confidence: 99%

Using Indirect Measurement Tasks to Assess the Self–Concept of Personality: A Systematic Review and Meta–Analyses

et al. 2017

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This systematic review presents the current state of research investigating the implicit self-concept of personality. First, we present results on meta-analyses estimating internal consistency, reliability coefficients, the implicit-explicit consistency and the single association predictive effect of implicit self-concept of personality measures. To do this, studies were aggregated over personality domains. Second, for each of the Five Factor personality domains, different aspects of construct validity and predictive validity are reviewed in a narrative way. Results show that implicit self-concept of personality measures are reliable, and there is evidence for the construct and predictive validity of these implicit measures, especially in the extraversion and agreeableness domains of personality. However, it must be kept in mind that clear evidence for publication bias was found for studies examining the single association predictive pattern. Finally, this systematic review identifies some achievable improvements that are needed in future research. Large cross-lab efforts are important in this respect. Moreover, the implicit self-concept of personality field must move from an 'ad hoc' to a 'validation' approach in developing new indirect measurement tasks. By adopting these research objectives, the information processing account of personality will increase its potential to become integrated into mainstream personality theory and research. Copyright © 2017 European Association of Personality Psychology Key words: systematic review; meta-analysis; self-concept; personality; implicit measures Human beings consider it important to gain insight into their person(ality). Unfortunately, research has demonstrated that we can have blind spots with respect to the behavioural manifestations of our selves (e.g. Hofmann, Gschwendner, & Schmitt, 2009;Hofmann & Wilson, 2010;Wilson, 2002;Wilson & Dunn, 2004). According to psychoanalytic tradition, humans lack self-knowledge because they are motivated to keep unpleasant and anxious thoughts/feelings outside awareness. The more contemporary view on the failure of self-knowledge holds that much of the information that people capture with their senses is processed outside awareness, simply because the amount of information is too large to be consciously processed. Several mental functions operate outside conscious awareness, including aspects of learning, attention, interpretation, emotions and goal-setting (Hofmann & Wilson, 2010;Wilson, 2002). Wilson (Wilson, 2002;Wilson & Dunn, 2004) calls these non-conscious processes the 'adaptive unconscious', as they are vital for daily functioning. Several mental functions that are largely processed in the adaptive unconscious are part of-and are combined in-the construct of personality.In personality psychology research, direct self-report measures are the standard measurement tasks for assessing individual differences in personality. People are directly asked about characteristics of their personality, based on introspection. T...

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Section: Methodsmentioning

confidence: 99%

Using Indirect Measurement Tasks to Assess the Self–Concept of Personality: A Systematic Review and Meta–Analyses

et al. 2017

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“…A measure of the implicit associations can be obtained computing the difference between the mean latencies of the first and the second combined block. Several studies showed that the IAT can be used successfully to assess attitudes, stereotypes, self-esteem, and personality traits, showing adequate levels of criterion validity (e.g., Greenwald, Poehlman, Uhlmann, & Banaji, 2009) and less proneness to impression management concerns than self-report measures, in both experimental (Fiedler & Bluemke, 2005) and real-life situations (Vecchione, Dentale, Alessandri, & Barbaranelli, 2014).…”

Section: Implicit Association Testmentioning

confidence: 99%

Measuring automatic value orientations: The Achievement–Benevolence Implicit Association Test

Dentale

Vecchione

Gebauer

et al. 2017

British J Social Psychol

Self Cite

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The construct and criterion validity of an Implicit Association Test designed to rate the importance ascribed to Achievement-Benevolence oriented goals (AB-IAT) according to Schwartz's model were investigated. In a first study (N = 113), the AB-IAT and three other value-IATs (Power-Universalism, Security-Self-direction, and TraditionStimulation) were administered along with the corresponding self-report scales. The AB-IAT showed the following: (1) an adequate internal consistency; (2) a small correlation and a different pattern of means with respect to the corresponding selfreport scale; (3) a pattern of correlations with the other value-IATs that is consistent with Schwartz's model. In a second study (N = 99), results showed that (1) in contrast to self-report measures of values, the AB-IAT appeared unrelated to social desirability; (2) the AB-IAT was significantly correlated with an actual behaviour expressing Benevolence values; (3) in accordance with a double dissociation pattern of prediction, implicit and explicit values are best predictors of actual and self-rated behaviours, respectively. Overall, results of the studies support the construct and criterion validity of the AB-IAT. Moreover, they provide a first support for the generalizability of Schwartz's model in the realm of implicit social cognition, and for the applicability of dual-process models in value research.

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“…While CV information can be reviewed manually, CVs can be used to find suitable candidates for specific vacancies much faster with the help of CVs software (Hoek, 2017). By using appropriate software, it is possible to proactively detect unethical behavior of candidates in answering questions during the selection process (Jackson et al, 2000;Kubinger, 2009;McFarland et al, 2002;Vecchione et al, 2014).…”

Section: Discussionmentioning

confidence: 99%

An effective selection process is the key to quality job positions occupation conditional for long-term competitiveness

Stachová

Stacho

Papulová

et al. 2019

Production Engineering Archives

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The need for adaptation to rapid changes in the business environment, both on the part of employees and employers, implies dealing with new challenges, acquisition of new knowledge and skills and assumption of new roles and responsibilities. The base for companies is the availability of qualified human resources, which is ensured by the human resource management department mainly through an effective process of employee selection. The paper is oriented at the analysis of the current state of focus of organizations operating in Slovakia on systematicity and complexity of the selection process, the existence of an effective internal labor market and the regularity of development of used selection tools in the context of technological progress and changes in labor market requirements in regions of Slovakia. Results of the survey on (n = 343) enterprises show a positive trend, an increase of more than 10 percent in the orientation towards improvement of the process of employee selection, but on the other side it also confirm an increase in disparities between individual regions of Slovakia, some regions (Eastern Slovakia) progress much slower than the developed ones (Bratislava).

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Fakability of Implicit and Explicit Measures of the Big Five: Research findings from organizational settings

Cited by 71 publications

References 63 publications

Using Indirect Measurement Tasks to Assess the Self–Concept of Personality: A Systematic Review and Meta–Analyses

Using Indirect Measurement Tasks to Assess the Self–Concept of Personality: A Systematic Review and Meta–Analyses

Measuring automatic value orientations: The Achievement–Benevolence Implicit Association Test

An effective selection process is the key to quality job positions occupation conditional for long-term competitiveness

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