Response strategies when faking personality questionnaires in a vocational selection setting

Mahar, Doug; Cologon, John; Duck, Julie M.

doi:10.1016/0191-8869(94)00200-c

Cited by 36 publications

(32 citation statements)

References 8 publications

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“…In some cases, however, such as sales jobs, the dimension might be extraversion, or even agreeableness. Thus, the results of this investigation are consistent with results from induced‐faking studies (Furnham, 1990; Mahar et al ., 1995; Martin et al ., 2002) and with the position that applicants identify the personality characteristics that appear especially relevant to the job for which they are applying, and adjust their responses accordingly. Future research should examine this tendency in more types of jobs than was possible in this study.…”

Section: Discussionsupporting

confidence: 91%

A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures

Birkeland¹,

Manson²,

Kisamore³

et al. 2006

Int J Selection Assessment

300

326

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This study investigates the extent to which job applicants fake their responses on personality tests. Thirty-three studies that compared job applicant and non-applicant personality scale scores were meta-analyzed. Across all job types, applicants scored significantly higher than non-applicants on extraversion (d 5 .11), emotional stability (d 5 .44), conscientiousness (d 5 .45), and openness (d 5 .13). For certain jobs (e.g., sales), however, the rank ordering of mean differences changed substantially suggesting that job applicants distort responses on personality dimensions that are viewed as particularly job relevant. Smaller mean differences were found in this study than those reported by Viswesvaran and Ones (Educational and Psychological Measurement, 59(2),(197)(198)(199)(200)(201)(202)(203)(204)(205)(206)(207)(208)(209)(210), who compared scores for induced ''fake-good'' vs. honest response conditions. Also, direct Big Five measures produced substantially larger differences than did indirect Big Five measures.

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Section: Discussionsupporting

confidence: 91%

A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures

Birkeland¹,

Manson²,

Kisamore³

et al. 2006

Int J Selection Assessment

300

326

View full text Add to dashboard Cite

show abstract

“…Leary and Kowalski (1990) argued when people are motivated to make a ''good'' impression, they construct an image that (a) reflects the self-concept but is biased in a positive direction, (b) matches perceived role demands, and (c) exhibits the attributes of the prototypic or ideal group member. In support of this notion, research on personality measures distinguish between role faking, which is responding fraudulently in accord with a specific social role, vs. faking according to an ideal-self, which amounts to claiming good traits and denying negative ones (Furnham, 1990;Ironson & Davis, 1979;Kroger, 1967;Kroger & Turnbull, 1975;Mahar, Cologon, & Duck, 1995;Match & Wiggins, 1974).…”

Section: Social Desirability Vs Job Desirabilitymentioning

confidence: 99%

“…Mahar et al (1995) found that job applicants are likely to answer questions in terms of their role expectations. 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.…”

Section: Social Desirability Vs Job Desirabilitymentioning

confidence: 99%

A Model of Faking Likelihood in the Employment Interview

Levashina

Campion

2006

Int J Selection Assessment

166

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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“…In addition to their general social desirability, many of the items on Big Five inventories have answers that are obviously ' 'correct'' when applying for a job (e.g., "I am a productive person," "I don't like to waste time."). Mahar, Colognon, and Duck (1995) found that job applicants are likely to answer questions in terms of their role expectations, a form of faking that may be difficult to detect with typical response-distortion scales (Kroger & Turnbull, 1975).…”

mentioning

confidence: 99%

The impact of response distortion on preemployment personality testing and hiring decisions.

Rosse¹,

Stecher²,

Miller³

et al. 1998

Journal of Applied Psychology

361

354

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Response distortion (RD), or faking, among job applicants completing personality inventories has been a concern for selection specialists. In a field study using the NEO Personality Inventory, Revised, the authors show that RD is significantly greater among job applicants than among job incumbents, that there are significant individual differences in RD, and that RD among job applicants can have a significant effect on who is hired. These results are discussed in the context of recent studies suggesting that RD has little effect on the predictive validity of personality inventories. The authors conclude that future research, rather than focusing on predictive validity, should focus instead on the effect of RD on construct validity and hiring decisions. has on the validity, utility, and fairness of preemployment personality assessments. The purpose of this article is to explore the extent of response distortion on personality inventory scores in an actual applicant-testing environment and its potential effect on which applicants get hired.

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Response strategies when faking personality questionnaires in a vocational selection setting

Cited by 36 publications

References 8 publications

A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures

A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures

A Model of Faking Likelihood in the Employment Interview

The impact of response distortion on preemployment personality testing and hiring decisions.

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