"Real-life" faking on the Edwards Personal Preference Schedule by sales applicants.

Kirchner, Wayne K.

doi:10.1037/h0039528

Cited by 25 publications

(14 citation statements)

References 4 publications

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“…Social desirability response bias in real‐life employment settings is not as large as that produced in directed faking studies (e.g., Dunnette, McCartney, Carlson, & Kirchner, 1962; Hansen & McLellan, 1997; Heron, 1956; Hough, 1998a; Hough et al, 1990; Kirchner, 1962; Michaelis & Eysenck, 1971; Orpen, 1971; Ryan & Sackett, 1987; Schwab & Packard, 1973; Trent, 1987; versus Rosse, Stecher, Levin, & Miller, 1998).…”

Section: A Bit Of History—how We Got Herementioning

confidence: 84%

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

Hough¹,

Oswald

2008

Ind. organ. psychol.

137

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As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five‐factor model, (3) the effects of situations on personality–performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership.

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Section: A Bit Of History—how We Got Herementioning

confidence: 84%

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

Hough¹,

Oswald

2008

Ind. organ. psychol.

137

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“…Figure 1 presents the annual number of published documents from the extracted database, and it can be seen that research starts in 1962. Kirchner [31] investigates possible faking of the Edwards Personal Preference Schedule in personal selection (EPPS). EPPS is a well-known personality scale.…”

Section: Bibliometric Analysismentioning

confidence: 99%

The Research Topics on E-Grocery: Trends and Existing Gaps

2019

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The aim of this paper is to analyse through a systematic literature review the main topics studied on a relatively new concept: e-grocery. This study examines the existing literature through the use of some interactive Scopus applications with the goal to provide: (1) a better understanding of the main topics that have been analysed up to now; (2) the principal methodologies that have been used; and (3) the challenges that still exist as well as literature gaps. First, we provide a summary of what has been previously researched in the field, analysing the trends regarding time, sources, authors, countries and document types. Then, tokenization, and a natural language process (NLP) that applies the Latent Dirichlet Allocation (LDA) method, is used to extract the main topics in the field. We obtain that the research topics in the discipline have always been linked with technological changes, innovation and diffusion, and environmental effects have been a cornerstone since the origin of the field. In comparison with other fields in transport economics, we notice that experimental design and choice modelling are not very popular. As a step towards future research, we propose an integrative framework for e-grocery consumer behaviour that starts from the Engel–Kollat–Blackwell (EKB) model.

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“…Also, Furnham (1990) and Kroger and Turnbull (1975) have suggested that respondents' faking of personality profiles may reflect their stereotypes of members of the target occupation. Kirchner (1962) investigated ''real-life'' faking of the Edwards Personal Preference Schedule by retail sales applicants and industrial sales applicants and found that the retail group tended to follow the stereotype of the salesperson with stronger sales interest, less ''intellectual'' orientations, and more emphasis on planning and persistence. However, the industrial sales group did not follow that stereotype.…”

Section: Social Desirability Vs Job Desirabilitymentioning

confidence: 99%

A Model of Faking Likelihood in the Employment Interview

Levashina

Campion

2006

Int J Selection Assessment

167

341

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There has been surprisingly little research on faking in the employment interview, despite the fact that professional judgment would suggest that faking might occur in the interview. Based on a review of the literature on faking in personality tests and the literature on deception, we propose a model of faking during an employment interview and develop 19 testable propositions to guide future research. We argue that faking is a function of capacity, willingness, and opportunity to fake. Structured interviews provide less opportunity for intentional distortion; however, some components of structure may actually increase faking. Finally, job candidates distort their responses in job desirable ways.

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"Real-life" faking on the Edwards Personal Preference Schedule by sales applicants.

Cited by 25 publications

References 4 publications

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

The Research Topics on E-Grocery: Trends and Existing Gaps

A Model of Faking Likelihood in the Employment Interview

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