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Full-Text Articles in Social and Behavioral Sciences
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 In this rejoinder, we address 20 of Marcus’ (2021) claims in highlighting his reliance on an outdated empiricist rendering of validity, loosely justified rejection of the negative and moralistic “faking” label, disregard for the many challenges posed by blatant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 …