How Emotional Intelligence Might Get You the Job: The Relationship Between Trait Emotional Intelligence and Faking on Personality Tests

Pelt, Dirk H. M.; Linden, Dimitri van der; Born, Marise Ph.

doi:10.1080/08959285.2017.1407320

Cited by 8 publications

(10 citation statements)

References 102 publications

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“…Participants instructed to fake easily grasp this distinction and fake accordingly ( Bensch et al 2019 ): faking good and bad are understood as different situational demands. Situational demands can also differ within faking good ( Geiger et al 2018 ; Pelt et al 2018 ) or bad conditions, i.e., faking good for different jobs has different situational demands.…”

Section: Introductionmentioning

confidence: 99%

“…Considering not only the distinct response patterns that arise when faking good versus bad ( Bensch et al 2019 ), but also that the typical situations in which they occur differ, it might be argued that faking good and bad form distinct factors. However, the ability to fake good for highly distinct jobs is correlated between these conditions, although they have different situational demands ( Pelt et al 2018 ) and is best described as a common ability factor ( Geiger et al 2018 ).…”

Section: Introductionmentioning

confidence: 99%

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The Good, the Bad, and the Clever: Faking Ability as a Socio-Emotional Ability?

Geiger¹,

Bärwaldt

Wilhelm³

2021

J. Intell.

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Socio-emotional abilities have been proposed as an extension to models of intelligence, but earlier measurement approaches have either not fulfilled criteria of ability measurement or have covered only predominantly receptive abilities. We argue that faking ability—the ability to adjust responses on questionnaires to present oneself in a desired manner—is a socio-emotional ability that can broaden our understanding of these abilities and intelligence in general. To test this theory, we developed new instruments to measure the ability to fake bad (malingering) and administered them jointly with established tests of faking good ability in a general sample of n = 134. Participants also completed multiple tests of emotion perception along with tests of emotion expression posing, pain expression regulation, and working memory capacity. We found that individual differences in faking ability tests are best explained by a general factor that had a large correlation with receptive socio-emotional abilities and had a zero to medium-sized correlation with different productive socio-emotional abilities. All correlations were still small after controlling these effects for shared variance with general mental ability as indicated by tests of working memory capacity. We conclude that faking ability is indeed correlated meaningfully with other socio-emotional abilities and discuss the implications for intelligence research and applied ability assessment.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The Good, the Bad, and the Clever: Faking Ability as a Socio-Emotional Ability?

Geiger¹,

Bärwaldt

Wilhelm³

2021

J. Intell.

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show abstract

“…For each item, we calculated the distance between an individual's position on the rating scale and the outer rating scale point to compare the opportunity to fake for desirable and undesirable response options (Pelt, Van der Linden, & Born, ). For desirable items, the distance was calculated from the rating scale point representing “very appropriate” (6).…”

Section: Resultsmentioning

confidence: 99%

“…In contrast to Hypothesis 1, the faking effect on the standardized and dichotomous SJT scores was larger for desirable response options than undesirable response options. For each item, we calculated the distance between an individual's position on the rating scale and the outer rating scale point to compare the opportunity to fake for desirable and undesirable response options (Pelt, Van der Linden, & Born, 2017…”

Section: Mean Differencesmentioning

confidence: 99%

Faking on a situational judgment test in a medical school selection setting: Effect of different scoring methods?

Leng

Stegers‐Jager

Born

et al. 2019

Int J Selection Assessment

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We examined the occurrence of faking on a rating situational judgment test (SJT) by comparing SJT scores and response styles of the same individuals across two naturally occurring situations. An SJT for medical school selection was administered twice to the same group of applicants (N = 317) under low‐stakes (T1) and high‐stakes (T2) circumstances. The SJT was scored using three different methods that were differentially affected by response tendencies. Applicants used significantly more extreme responding on T2 than T1. Faking (higher SJT score on T2) was only observed for scoring methods that controlled for response tendencies. Scoring methods that do not control for response tendencies introduce systematic error into the SJT score, which may lead to inaccurate conclusions about the existence of faking.

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“…Hence our study has examined impression management as underlying factor to bridge the link between EI and CWB. By utilizing EI as a resource pool, employees manage to establish favorable impression (Cole & Rozell, 2011;Pelt, van der Linden, & Born, 2018) which provides an opportunity to engage in discretionary behavior. The resultant extra role behavior can be workplace deviance or organizational citizenship behavior, depending upon personality, motivation and belief system (Bolino, Varela, Bande, & Turnley, 2006;Klotz et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Examining Relationship between Emotional Intelligence and Counterproductive Work Behavior: A Moderated Mediated Model

Riaz

Mahmood

Shabbir

2020

JMR

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Despite various attempts to know the relationship between emotional intelligence (EI) and counterproductive work behavior (CWB), the findings are inconsistent and offer a varying degree of associations. The present study examines the underlying mechanism by hypothesizing impression management (IM) as a mediator to address the element of equivocality in the subject matter. Furthermore, it tests the moderating role of self-esteem (SE) on the impression management to counterproductive work behavior relationship. A representative sample of 398 employees was collected from different organizations of Pakistan. The results confirmed the intervening role of impression management between emotional intelligence and counterproductive work behavior. Furthermore, the employees high on self-esteem showed lesser tendencies to involve in counterproductive work behavior. Theoretical and practical implications have also been discussed.

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How Emotional Intelligence Might Get You the Job: The Relationship Between Trait Emotional Intelligence and Faking on Personality Tests

Cited by 8 publications

References 102 publications

The Good, the Bad, and the Clever: Faking Ability as a Socio-Emotional Ability?

The Good, the Bad, and the Clever: Faking Ability as a Socio-Emotional Ability?

Faking on a situational judgment test in a medical school selection setting: Effect of different scoring methods?

Examining Relationship between Emotional Intelligence and Counterproductive Work Behavior: A Moderated Mediated Model

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