Personality measurement, faking, and employment selection.

Abstract

Real job applicants completed a 5-factor model personality measure as part of the job application process. They were rejected; 6 months later they (n = 5,266) reapplied for the same job and completed the same personality measure. Results indicated that 5.2% or fewer improved their scores on any scale on the 2nd occasion; moreover, scale scores were as likely to change in the negative direction as the positive. Only 3 applicants changed scores on all 5 scales beyond a 95% confidence threshold. Construct validity of the personality scales remained intact across the 2 administrations, and the same structural model provided an acceptable fit to the scale score matrix on both occasions. For the small number of applicants whose scores changed beyond the standard error of measurement, the authors found the changes were systematic and predictable using measures of social skill, social desirability, and integrity. Results suggest that faking on personality measures is not a significant problem in real-world selection settings.

Rethinking Social Desirability Scales

“…Neither its theoretical meaning (Crowne & Marlowe, 1960;McCrae & Costa, 1983) nor its practical usage (J. Hogan, Barrett, & Hogan, 2007;Ones, Viswesvaran, & Reiss, 1996) has achieved consensual agreement. In this review, I survey the evidence in an attempt to formulate a broad and up-to-date definition of this construct.…”

İşe Alim Görüşmeleri̇nde Aldatma Davranişinin Görüşmeye Gi̇ren Ve Gi̇rmeyen Ki̇şi̇ler Açisindan İncelenmesi̇

“…İzlenim yönetimi; kişinin, mülakatları da içeren herhangi bir sosyal etkileşim sırasında davranışlarını kontrol etmesi süreci olarak tanımlanmaktadır (Hogan, Barrett ve Hogan, 2007: 1270. Diğer bir ifadeyle; herhangi bir kişinin, diğer kişilerin gözündeki imajını olumlu yönde arttırmak amacıyla kasıtlı olarak yaptığı faaliyetler izlenim yönetimi şeklinde tanımlanabilir (Moorhead ve Griffin, 2010: 356).…”

“…Yine işe alınacak kişilere uygulanan ve işe alım görüşmelerinde aldatma davranışına benzeyen, kişilik testlerinde aldatma davranışı hakkında da birçok araştırma mevcuttur (Arthur, Woehr ve Graziano, 2001;Birkeland, Manson, Kisamore, Brannick ve Smith, 2006;Christiansen, Goffm, Johnston ve Rothstein, 1994;Dalen, Stanton ve Roberts, 2001;Goffin ve Christiansen, 2003;Furnham, 1990;Heggestad, Morrison, Charlie, McCloy, 2006;Hogan, Barrett ve Hogan, 2007;Holden ve Hibbs, 1995;Jackson, Wroblewski ve Ashton, 2000;Luther ve Thornton III, 1999;Mahar, Cologon ve Duck, 1995;Pauls ve Crost, 2005;Rothstein ve Goffin, 2006;Rosse, Stecher, Miller ve Levin, 1998;Schmitt ve Oswald, 2006;Ones ve Viswesvaran, 1998;Van Hooft ve Born, 2012).…”

Prolonged Abstinence and Changes in Alcoholic Personality: A NEO PI-R Study

“…Based on advanced factor analysis (Cattell, 1996;Hogan, 2007;Hough & Ones, 2003), this questionnaire includes 240 questions, exploring five personality domains with six facets each ( Table 1).…”