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Articles 1 - 30 of 97
Full-Text Articles in Psychology
The Relationship Between Stress Mindset And Burnout In College Athletes, Amber M. Shipherd, Creighton Avery, Sarah Gomez, Kelly B. Renner
The Relationship Between Stress Mindset And Burnout In College Athletes, Amber M. Shipherd, Creighton Avery, Sarah Gomez, Kelly B. Renner
Journal of Athlete Development and Experience
High levels of stress can result in college athletes experiencing symptoms of burnout, and electing to terminate their sport participation. Research suggests there may be a relationship between athlete burnout and one’s view of stress (Avery et al., 2022). The purpose of this study was to examine the relationship between stress mindset and burnout in college athletes, while controlling for gender, coping self-efficacy, and perceived stress. College athletes (N = 118) completed measures of stress mindset, athletic burnout, coping self-efficacy, and perceived stress via online survey software. Non-parametric partial correlations were conducted to determine relationships between variables while controlling …
Calculator Provision As An Accommodation For The Canadian Forces Aptitude Test (Cfat), Joseph W. Berry
Calculator Provision As An Accommodation For The Canadian Forces Aptitude Test (Cfat), Joseph W. Berry
Personnel Assessment and Decisions
The impact of calculator provision on the reliability and validity of a version of the Canadian Forces Aptitude Test—Problem Solving subtest was investigated in order to inform testing accommodation policy. Two hundred and fifty-four Canadian Armed Forces recruits undergoing basic training participated in the experimental research design, which consisted of a calculator and a no-calculator condition. Results supported that the convergent validity of the test was maintained in the calculator condition, as indicated by similar validity coefficients with other measures of cognitive ability in the two conditions; however, several items showed increased correct responding, and there was mixed support for …
Does Background Type And Blurring Affect Performance Ratings In Video Interviews?, Christina Scott, Nicolas Roulin
Does Background Type And Blurring Affect Performance Ratings In Video Interviews?, Christina Scott, Nicolas Roulin
Personnel Assessment and Decisions
Asynchronous video interviews (AVIs) have become increasingly popular as alternatives (or complements) to more traditional face-to-face interviews. Yet, AVI research has been largely focused on applicant reactions or behaviors, and we still know very little about what influences how applicants are rated. Importantly, because AVIs afford applicants the flexibility to record their responses from their homes, the background they choose could influence raters’ judgments. This study examines whether raters’ (N=276 Prolific respondents with prior hiring experience) initial impressions and final ratings differ if applicants record their AVIs from a home-office, a bedroom, or use background blurring settings, as …
Enhancing Consistency Of Maximal Responding In Behavior Description Interviews: An Exploration Of Priming And Response Length, Allen I. Huffcutt, Satoris S. Howes, Dianne D. Murphy, Sara A. Murphy
Enhancing Consistency Of Maximal Responding In Behavior Description Interviews: An Exploration Of Priming And Response Length, Allen I. Huffcutt, Satoris S. Howes, Dianne D. Murphy, Sara A. Murphy
Personnel Assessment and Decisions
In a Behavior Description Interview (BDI), candidates are asked to describe past experiences that demonstrate skills and abilities important for the position (Janz, 1982). A recent study by Huffcutt et al. (2020) found that only around half of participants (48.1 percent) describe an experience reflecting maximal performance capability. Random mixing of maximal capability with day-to-day typical performance tendencies is problematic psychometrically because candidates are not all providing comparable information and top candidates could be overlooked. Given notable methodological concerns with Huffcutt et al.’s approach, our first purpose was to provide empirical confirmation that maximal responding in BDIs is, in fact, …
Identifying Critical Psychological Characteristics Related To Successful Performance As A Contact Tracer: A Job Analysis, Dev K. Dalal, Jason Randall, Gabrielle C. Danna, Josh Ash
Identifying Critical Psychological Characteristics Related To Successful Performance As A Contact Tracer: A Job Analysis, Dev K. Dalal, Jason Randall, Gabrielle C. Danna, Josh Ash
Personnel Assessment and Decisions
The COVID-19 pandemic highlighted the need for a massive workforce of contact tracers to help end the global pandemic. Rapidly accelerating the recruitment, selection, and training of contact tracers proved to be difficult, though, due in part to the lack of a valid, structured, and systematic approach to hiring and training contact tracers. This demonstration presents the results of the first steps in developing a systematic selection and training program: a combined (worker- and task-oriented) job analysis of the contact tracer job. Using archival records and structured interviews with 15 subject matter experts, we identified 25 unique characteristics related to …
"That Is An Interesting Question!" Oddball Interview Questions And Organizational Personality Perceptions, Don C. Zhang, John-Luke Mccord
"That Is An Interesting Question!" Oddball Interview Questions And Organizational Personality Perceptions, Don C. Zhang, John-Luke Mccord
Personnel Assessment and Decisions
Oddball interview questions have gained both popular and academic traction in recent years. Regardless of the intentions behind these questions, job seekers will form judgments about the employer based on its selection tactics. This paper examined the effect of oddball interview questions on organizational personality perceptions and subsequent attraction to the organization. In a time-lagged online experiment, we found organizations that asked oddball interview questions (vs. traditional interview questions) were perceived as more innovative and stylistic, which had a positive indirect effect on organizational attraction. Despite the positive effect of oddball interview questions on these organizational personality perceptions, oddball interview …
Effects Of Background Cues On Videoconference Interview Ratings, Deborah M. Powell, Maria V. Kavanagh, Bethany E. Wiseman, Audrey Hodgins
Effects Of Background Cues On Videoconference Interview Ratings, Deborah M. Powell, Maria V. Kavanagh, Bethany E. Wiseman, Audrey Hodgins
Personnel Assessment and Decisions
Interviewers regularly make personality-related attributions in interviews, whether purposefully or not. In this study, we examined whether changing a contextual cue in a videoconference interview (the cleanliness of the room where the interviewee is located) influenced interviewers’ ratings of interviewee conscientiousness and interview performance ratings. We conducted a between-subjects experiment (N = 389) and manipulated three factors: background cleanliness (clean vs. messy) x location (office vs. home) x gender of job candidate (man vs. woman). The dependent variables were conscientiousness ratings and interview performance ratings. There was a main effect of cleanliness on conscientiousness and on interview performance ratings; …
Personnel Selection In Australia: Identifying Research-Practice Gaps And Understanding The Importance Of Culture Fit, Jaymon D. Kirk, Serena Wee, Patrick D. Dunlop
Personnel Selection In Australia: Identifying Research-Practice Gaps And Understanding The Importance Of Culture Fit, Jaymon D. Kirk, Serena Wee, Patrick D. Dunlop
Personnel Assessment and Decisions
This study examined current personnel selection practices in Australia including (a) the types of assessments used, (b) the factors considered when choosing assessments, and (c) the characteristics targeted in successful applicants. Participants from 68 organizations responded to a questionnaire that asked about current selection practices. Several areas where current practice deviated from research-supported best practice were identified. First, psychometric tests were used rarely: Cognitive ability tests were used by 26% of organizations and self-report questionnaires (e.g., personality inventories) by 18% of organizations. Second, when choosing assessments, the three most important considerations (in order) were the candidate experience, reducing bias, and …
Interventions To Improve The Candidate Experience Of Structured Videoconference Interviews, Amanda Deacon, Jordan Moore, Deborah Powell
Interventions To Improve The Candidate Experience Of Structured Videoconference Interviews, Amanda Deacon, Jordan Moore, Deborah Powell
Personnel Assessment and Decisions
Intense competition for talent has led to increased organizational focus on improving how applicants perceive and respond to selection tools. Because of the recent increased use of technology in selection, we tested whether modifying aspects of videoconference interviews could improve applicant reactions. We tested two interventions—structured rapport building and question provision—with 205 applicants applying for a research assistant position. Applicants were randomly assigned to either an experimental condition (rapport or question provision) or the control condition and participated in a structured videoconference interview, followed by a survey. Structured rapport building had no significant effect on applicant reactions. However, question provision …
Practice Habits Among Collegiate Music Majors: Relationships With Everyday Self-Regulatory Behaviors, Lydia Stricker
Practice Habits Among Collegiate Music Majors: Relationships With Everyday Self-Regulatory Behaviors, Lydia Stricker
Honors Projects
This study examined self-regulatory behaviors among collegiate musicians. In the fall of 2022, a total of 73 participants from a large midwestern university responded to an online questionnaire soliciting information regarding self-regulatory behaviors both in and outside of the classroom. Items were adapted from the Carey, Neal and Collins Short Self-Regulation Questionnaire (2004). Findings support previous research suggesting a strong, positive relationship between everyday self-regulatory behaviors and those demonstrated in the practice room. Implications include a discussion on the possibility of transferring self-regulation strategies from one domain to the other.
Policing For Peace: Training For A 21st Century Police Force, Kate M. Den Houter, Margaret E. Brooks
Policing For Peace: Training For A 21st Century Police Force, Kate M. Den Houter, Margaret E. Brooks
Personnel Assessment and Decisions
We review the present state of research on police training in the United States, highlighting gaps in the literature, and limitations of trainings in use by local policing agencies. We focus on training content relevant to the volatile situations that are at the center of controversy, we evaluate content areas that focus on successfully navigating real-time, unpredictable, and potentially dangerous interactions, and discuss training needs in these areas. We suggest that one common response to the issue of bias—implicit bias training—lacks evidence of efficacy. Accordingly, we recommend alternative training content to address bias and discrimination. Finally, we call attention to …
What Can Go Wrong When Everything Is Right? Using Organizational Justice To Understand Police Misconduct And Improve Personnel Systems, Antoine D. Busby, Meghan A. Thornton-Lugo, Laura Parker, Nicole Strah
What Can Go Wrong When Everything Is Right? Using Organizational Justice To Understand Police Misconduct And Improve Personnel Systems, Antoine D. Busby, Meghan A. Thornton-Lugo, Laura Parker, Nicole Strah
Personnel Assessment and Decisions
Despite decades of attention paid to police reform, cases of office misconduct still continue to plague policing organizations. Assuming that organizations may still experience such officer malfeasance even when attempting to pursue best practices, we aim to explore how things can go wrong when everything else seems right. Specifically, we rely on trickle-down models of organizational justice, group engagement, and social identity to articulate how otherwise desirable organizational outcomes may produce detrimental outgroup biases. Based on our theoretical premise, we articulate specific changes that may be made to personnel systems that can avoid such officer misconduct in policing contexts.
Electing Law Enforcement Leadership: Examining The Effects Of Politics And Job-Related Qualifications On Personnel Assessment And Decisions For Sheriff, Kareem Panton, Kevin P. Nolan, Jess Rigos
Electing Law Enforcement Leadership: Examining The Effects Of Politics And Job-Related Qualifications On Personnel Assessment And Decisions For Sheriff, Kareem Panton, Kevin P. Nolan, Jess Rigos
Personnel Assessment and Decisions
Calls for police reform have become frequent in the United States. Efforts to enact meaningful organizational change will require support from senior law enforcement leadership. Personnel selection for several of these positions (e.g., Sheriff) occurs via local election. Little is known, however, about the factors that influence voters’ assessment of candidates for these positions and the extent to which decision-making for personnel selection via election is influenced by the same beliefs (e.g., person-job and person-organization fit) as more traditional approaches to hiring. This study explores the extent to which voters’ perceptions of two candidates for the position of Sheriff are …
Enhancing The Representation Of Women: How Gender Diversity Signals And Acknowledgement Affect Attraction To Men-Dominated Professions, Thomas P. Depatie, Anmol Sachdeva, Comila Shahani-Denning, Rebecca Grossman, Kevin P. Nolan
Enhancing The Representation Of Women: How Gender Diversity Signals And Acknowledgement Affect Attraction To Men-Dominated Professions, Thomas P. Depatie, Anmol Sachdeva, Comila Shahani-Denning, Rebecca Grossman, Kevin P. Nolan
Personnel Assessment and Decisions
While organizations around the world recognize the importance of gender diversity and inclusion, many struggle to reach gender parity (Sneader & Yee, 2020). Particularly, women account for less than 15% of all sworn police officers (Donohue Jr, 2020). Considering signaling theory and novel research in organizational impression management, we examined the utility of various recruitment messaging techniques for attracting women job seekers to professions dominated by men, at both a consulting firm and law enforcement agency. Women evaluating consulting firm materials perceived greater behavioral integrity and were subsequently more attracted to the organization if recruitment messages included both high gender …
Exploring The Feasibility Of Assessing Cultural Competence In Police Officers, Sydney L. Reichin, Alexander T. Jackson, Mark C. Frame, Michael Hein
Exploring The Feasibility Of Assessing Cultural Competence In Police Officers, Sydney L. Reichin, Alexander T. Jackson, Mark C. Frame, Michael Hein
Personnel Assessment and Decisions
Pathology, personality, and integrity-related construct assessments have been widely used in the selection of police officers. However, the incidence of police brutality and misconduct is still concerning. The present study explored the feasibility of the assessment of cultural competence in police officers. We explored the extent to which the change to the agency’s first ever Black CEO would affect cultural competence of the officers as well as incidence of misconduct. Results showed that scores on a cultural competence factor of an in-basket simulation used for promotional assessments at a state highway patrol agency were not predictive of either supervisor-rated performance …
Introduction To The Special Issue On Policing: Examining The Role Of Testing And Assessment, Dennis Doverspike, Alexandra Petruzzelli, Marc Cubrich
Introduction To The Special Issue On Policing: Examining The Role Of Testing And Assessment, Dennis Doverspike, Alexandra Petruzzelli, Marc Cubrich
Personnel Assessment and Decisions
Prepared in response to the weight and seriousness of social concerns with regard to the state and future of policing, this special issue was developed in order to feature research that examined a wide range of personnel and assessment decisions relating to policing. The focus was broad in scope, welcoming conceptual/theoretical papers, quantitative or qualitative reviews, empirical papers, and think pieces. To address the questions and areas identified in the initial call for papers, six articles are presented covering the themes of individual differences in personnel selection group composition and macro-level influences on policing, and practical recommendations and the future …
Female Adolescent Athletes’ Experiences Of Body Dissatisfaction Across Individual And Team Sports, Alicia Deogracias-Schleich, Lindsey C. Blom, Kayla E. Myers, Stefania Aegisdottir Ph.D., Ashley Coker-Cranney, Allison Blake, J.C. Ausmus, Miata Walker
Female Adolescent Athletes’ Experiences Of Body Dissatisfaction Across Individual And Team Sports, Alicia Deogracias-Schleich, Lindsey C. Blom, Kayla E. Myers, Stefania Aegisdottir Ph.D., Ashley Coker-Cranney, Allison Blake, J.C. Ausmus, Miata Walker
Journal of Athlete Development and Experience
There is an abundance of research explaining the physical and psychological benefits of sport and exercise. Some research suggests sport and exercise may act as a protective factor against body dissatisfaction for adolescent females (Fernández-Bustos et al., 2019; Soulliard et al. 2019). However, it is unclear if adolescent females’ experiences in specific sport settings contribute to perceptions about their bodies. Therefore, this study investigated body perception and its sociocultural influences in adolescent females in team sports versus adolescent females in individual sports. Three focus groups of team sport athletes and two focus groups of individual sport athletes, ages 14-16 years, …
Comparing Empirically Keyed And Random Forest Scoring Models In Biodata Assessments, Mathijs Affourtit, Kristin S. Allen, Craig M. Reddock, Paul M. Fursman
Comparing Empirically Keyed And Random Forest Scoring Models In Biodata Assessments, Mathijs Affourtit, Kristin S. Allen, Craig M. Reddock, Paul M. Fursman
Personnel Assessment and Decisions
Effective pre-hire assessments impact organizational outcomes. Recent developments in machine learning provide an opportunity for practitioners to improve upon existing scoring methods. This study compares the effectiveness of an empirically keyed scoring model with a machine learning, random forest model approach in a biodata assessment. Data was collected across two organizations. The data from the first sample (N=1,410), was used to train the model using sample sizes of 100, 300, 500, and 1,000 cases, whereas data from the second organization (N=524) was used as an external benchmark only. When using a random forest model, predictive validity …
Faking Is As Faking Does: A Rejoinder To Marcus (2021), Robert P. Tett, Daniel Simonet, Neil D. Christiansen
Faking Is As Faking Does: A Rejoinder To Marcus (2021), Robert P. Tett, Daniel Simonet, Neil D. Christiansen
Personnel Assessment and Decisions
Applicant faking poses serious threats to achieving personality-based fit, negatively affecting both the worker and the organization. In articulating this “faking-is-bad” (FIB) position, Tett and Simonet (2021) identify Marcus’ (2009) self-presentation theory (SPT) as representative of the contrarian “faking-is-good” camp by its advancement of self-presentation as beneficial in hiring contexts. In this rejoinder, we address 20 of Marcus’ (2021) claims in highlighting his reliance on an outdated empiricist rendering of validity, loosely justified rejection of the negative and moralistic “faking” label, disregard for the many challenges posed by blatant forms of faking, inattention to faking research supporting the FIB position, …
“Faking” Is Neither Good Nor Bad, It Is A Misleading Concept: A Reply To Tett And Simonet (2021), Bernd Marcus
“Faking” Is Neither Good Nor Bad, It Is A Misleading Concept: A Reply To Tett And Simonet (2021), Bernd Marcus
Personnel Assessment and Decisions
This paper comments on Tett and Simonet’s (2021) outline of two contradictory positions on job applicants’ self-presentation on personality tests labelled “faking is bad” (FIB) versus “faking is good” (FIG). Based on self-presentation theory (Marcus, 2009) Tett and Simonet assigned to their FIG camp, I develop the ideas of (a) understanding self-presentation from the applicant’s rather than the employer’s perspective, (b) avoiding premature moral judgment on this behavior, and (c) examining consequences for the validity of applicant responses with a focus on the intended use for, and the competitive context of, selection. Conclusions include (a) that self-presentation is motivationally and …
The Effect Of English Language Proficiency And Glossary Provision On Personality Measurement, Damian Canagasuriam, Sharmili Jong, Wendy Darr
The Effect Of English Language Proficiency And Glossary Provision On Personality Measurement, Damian Canagasuriam, Sharmili Jong, Wendy Darr
Personnel Assessment and Decisions
Research on English language learners suggests that language proficiency can affect the validity of standardized test scores. This study examined whether the provision of a glossary as a test accommodation during personality test completion influences the measurement of personality. Using an experimental research design, participants recruited from Amazon Mechanical Turk and Prime Panels (n = 206) were first categorized as having limited or high English language proficiency and then randomly assigned to a glossary condition. The results indicate that providing a within-text glossary does not impact the construct validity and reliability of personality measures. The results also suggest that …
Interviews From Scratch: Individual Differences In Writing Interview Questions, Lauren J. Wegmeyer, Andrew P. Tenbrink, Angie Y. Delacruz, Rouan Salim, Andrew B. Speer
Interviews From Scratch: Individual Differences In Writing Interview Questions, Lauren J. Wegmeyer, Andrew P. Tenbrink, Angie Y. Delacruz, Rouan Salim, Andrew B. Speer
Personnel Assessment and Decisions
Against best practice recommendations, interviewers prefer unstructured interviews where they are not beholden to regimentation. In cases where interviews are less structured, the interviewer typically generates his or her own set of interview questions. Even in structured interviews though, the initial interview content must be generated by someone. Thus, it is important to understand the different factors that influence what types of questions individuals generate in interview contexts. The current research aims to understand the types of interview questions individuals generate, factors that affect the quality of those questions, how skill in generating interview questions relates to skill in evaluating …
On The Continued Misinterpretation Of Stereotype Threat As Accounting For Black-White Differences On Cognitive Tests, Dana H. Tomeh, Paul R. Sackett
On The Continued Misinterpretation Of Stereotype Threat As Accounting For Black-White Differences On Cognitive Tests, Dana H. Tomeh, Paul R. Sackett
Personnel Assessment and Decisions
Steele and Aronson (1995) showed that stereotype threat affects the test performance of stereotyped groups. A careful reading shows that threat affects test performance but does not eliminate Black–White mean score gaps. Sackett et al. (2004) reviewed characterization of this research in scholarly articles, textbooks, and popular press, and found that many mistakenly inferred that removing stereotype threats eliminated the Black– White performance gap. We examined whether the rate of mischaracterization of Steele and Aronson had decreased in the 15 years since Sackett et al. highlighted the common misinterpretation. We found that the misinterpretation rate dropped from 90.9% to 62.8% …
The Impact Grit And Achievement Goal Orientation Have On Athletic Training Students' Persistence, Hannah M. Harnar, Kimberly S. Peer, Chris A. Moser, John Cindric
The Impact Grit And Achievement Goal Orientation Have On Athletic Training Students' Persistence, Hannah M. Harnar, Kimberly S. Peer, Chris A. Moser, John Cindric
Journal of Sports Medicine and Allied Health Sciences: Official Journal of the Ohio Athletic Trainers Association
Purpose: Athletic training education continues to evolve thereby increasing the importance of student retention. Understanding student motivation through achievement goal orientation and grit scores may help support student’s persistence in an athletic training program. The purpose was to determine if a relationship exists between achievement goal orientation and grit to help provide educators a better understanding of their students’ reasons for persisting to help improve retention. Methods: An achievement goal orientation survey and grit scale were administered, and quantitative data was analyzed statistically from Commission on Accreditation of Athletic Training Education- accredited programs in good standing for the 2018-2019 …
An Investigation Of Interviewer Note Taking In The Field, Jacob S. Fischer, James Breaugh
An Investigation Of Interviewer Note Taking In The Field, Jacob S. Fischer, James Breaugh
Personnel Assessment and Decisions
Although a key component of a structured interview is note taking, relatively few studies have investigated the effects of note taking. To address this lack of research, we conducted a study that examined the effects of note taking in a work setting. As predicted, we found that the total number of notes taken by interviewers and the level of detail of these notes were positively related to the ratings these interviewers gave to job applicants, that interviewer ratings of applicants who were hired were predictive of their job performance ratings, and that interviewer ratings mediated the relationships between note taking …
Scientific, Legal, And Ethical Concerns About Ai-Based Personnel Selection Tools: A Call To Action, Nancy T. Tippins, Frederick L. Oswald, S. Morton Mcphail
Scientific, Legal, And Ethical Concerns About Ai-Based Personnel Selection Tools: A Call To Action, Nancy T. Tippins, Frederick L. Oswald, S. Morton Mcphail
Personnel Assessment and Decisions
Organizations are increasingly turning toward personnel selection tools that rely on artificial intelligence (AI) technologies and machine learning algorithms that, together, intend to predict the future success of employees better than traditional tools. These new forms of assessment include online games, video-based interviews, and big data pulled from many sources, including test responses, test-taking behavior, applications, resumes, and social media. Speedy processing, lower costs, convenient access, and applicant engagement are often and rightfully cited as the practical advantages for using these selection tools. At the same time, however, these tools raise serious concerns about their effectiveness in terms of their …
Job Seekers’ Impression Management On Facebook: Scale Development, Antecedents, And Outcomes, Vanessa Myers, Jennifer P. B. Price, Nicolas Roulin, Alexandra Duval, Shayda Sobhani
Job Seekers’ Impression Management On Facebook: Scale Development, Antecedents, And Outcomes, Vanessa Myers, Jennifer P. B. Price, Nicolas Roulin, Alexandra Duval, Shayda Sobhani
Personnel Assessment and Decisions
Many organizations rely on social media like Facebook as a screening or selection tool; however, research still largely lags behind practice. For instance, little is known about how individuals are strategically utilizing their Facebook profile while applying for jobs. This research examines job seekers’ impression management (IM) tactics on Facebook, personality traits associated with IM use, and associations between IM and job-search outcomes. Results from two complementary studies demonstrate that job seekers engage in three main Facebook IM tactics: defensive, assertive deceptive, and assertive honest IM. Job seekers lower in Honesty–Humility use more Facebook IM tactics, whereas those higher in …
The Effect Of Organizational Culture On Faking In The Job Interview, Damian Canagasuriam, Nicolas Roulin
The Effect Of Organizational Culture On Faking In The Job Interview, Damian Canagasuriam, Nicolas Roulin
Personnel Assessment and Decisions
Deceptive impression management (i.e., faking) may alter interviewers’ perceptions of applicants’ qualifications and, consequently, decrease the predictive validity of the job interview. In examining faking antecedents, research has given little attention to situational variables. Using a between-subjects experiment, this research addressed that gap by examining whether organizational culture impacted both the extent to which applicants faked and the manner in which they faked during a job interview. Analyses of variance revealed that organizational culture did not affect the extent to which applicants faked. However, when taking into account applicants’ perceptions of the ideal candidate, organizational culture was found to indirectly …
Identifying Faking On Forced-Choice Personality Items Using Mouse Tracking, Irina Kuzmich, Charles Scherbaum
Identifying Faking On Forced-Choice Personality Items Using Mouse Tracking, Irina Kuzmich, Charles Scherbaum
Personnel Assessment and Decisions
This research utilizes mouse tracking as a potential behavioral method to examine cognitive processes underlying faking on forced-choice personality inventories. Mouse tracking is a method from social categorization research that captures a variety of metrics related to motor movements, which are linked to cognitive processing. To explore the utility of this method, we examined differences in the mouse tracking metrics of those instructed to respond honestly or to fake. Our findings show that there is a distinguishable difference in the behavioral response of those who are faking when responding to pairs of personality descriptors presented in a forced-choice format compared …
Unintended Consequences Of Interview Faking: Impact On Perceived Fit And Affective Outcomes, Brooke D. Charbonneau, Deborah M. Powell, Jeffrey R. Spence, Sean T. Lyons
Unintended Consequences Of Interview Faking: Impact On Perceived Fit And Affective Outcomes, Brooke D. Charbonneau, Deborah M. Powell, Jeffrey R. Spence, Sean T. Lyons
Personnel Assessment and Decisions
Drawing on signalling theory, we propose that use of deceptive impression management (IM) in the employment interview could produce false signals, and individuals hired based on such signals may incur consequences once they are on the job—such as poor perceived fit. We surveyed job applicants who recently interviewed and received a job to investigate the relationship between use of deceptive IM in the interview and subsequent perceived personjob and person-organization fit, stress, well-being, and employee engagement. In a twophase study, 206 job applicants self-reported their use of deceptive IM in their interviews at Time 1, and their perceived person–job and …