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Articles 1 - 11 of 11
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 In this rejoinder, we address 20 of Marcus’ (2021) claims in highlighting his reliance on an outdated empiricist rendering of validity, loosely justified rejection of the negative and moralistic “faking” label, disregard for the many challenges posed by blatant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 …
A Test Of Expectancy Theory And Demographic Characteristics As Predictors Of Faking And Honesty In Employment Interviews, Jordan L. Ho, Deborah Powell
A Test Of Expectancy Theory And Demographic Characteristics As Predictors Of Faking And Honesty In Employment Interviews, Jordan L. Ho, Deborah Powell
Personnel Assessment and Decisions
Job applicants vary in the extent to which they fake or stay honest in employment interviews, yet the contextual and demographic factors underlying these behaviors are unclear. To help answer this question, we drew on Ellingson and McFarland’s (2011) framework of faking based in valence-instrumentality-expectancy theory. Study 1 collected normative data and established baseline distributions for instrumentality-expectancy beliefs from a Canadian municipality. Results indicated that most respondents had low levels of instrumentality-expectancy beliefs for faking, but high levels for honesty. Moreover, income, education, and age were antecedents of instrumentality-expectancy beliefs. Study 2 extended these findings with a United States sample …
“If Others Are Honest, I Will Be Too”: Effects Of Social Norms On Willingness To Fake During Employment Interviews, Samantha Sinclair, Jens Agerström
“If Others Are Honest, I Will Be Too”: Effects Of Social Norms On Willingness To Fake During Employment Interviews, Samantha Sinclair, Jens Agerström
Personnel Assessment and Decisions
Applicant faking in employment interviews is a pressing concern for organizations. It has previously been suggested that subjective norms may be an important antecedent of faking, but experimental studies are lacking. We report a preregistered experiment (N = 307) where effects of conveying descriptive social norms (information about what most applicants do) on self-reported willingness to fake were examined. Although we observed no difference between the faking norm condition and the control condition, in which no norm was signaled, participants in the honesty norm condition reported lower willingness to fake compared to those in both the faking norm condition …
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 …
A New Investigation Of Fake Resistance Of A Multidimensional Forced-Choice Measure: An Application Of Differential Item/Test Functioning, Philseok Lee, Seang-Hwane Joo
A New Investigation Of Fake Resistance Of A Multidimensional Forced-Choice Measure: An Application Of Differential Item/Test Functioning, Philseok Lee, Seang-Hwane Joo
Personnel Assessment and Decisions
To address faking issues associated with Likert-type personality measures, multidimensional forced-choice (MFC) measures have recently come to light as important components of personnel assessment systems. Despite various efforts to investigate the fake resistance of MFC measures, previous research has mainly focused on the scale mean differences between honest and faking conditions. Given the recent psychometric advancements in MFC measures (e.g., Brown & Maydeu-Olivares, 2011; Stark et al., 2005; Lee et al., 2019; Joo et al., 2019), there is a need to investigate the fake resistance of MFC measures through a new methodological lens. This research investigates the fake resistance of …
Applicant Faking On Personality Tests: Good Or Bad And Why Should We Care?, Robert P. Tett, Daniel V. Simonet
Applicant Faking On Personality Tests: Good Or Bad And Why Should We Care?, Robert P. Tett, Daniel V. Simonet
Personnel Assessment and Decisions
The unitarian understanding of construct validity holds that deliberate response distortion in completing self-report personality tests (i.e., faking) threatens trait-based inferences drawn from test scores. This “faking-is-bad” (FIB) perspective is being challenged by an emerging “faking-is-good” (FIG) position that condones or favors faking and its underlying attributes (e.g., social skill, ATIC) to the degree they contribute to predictor–criterion correlations and are job relevant. Based on the unitarian model of validity and relevant empirical evidence, we argue the FIG perspective is psychometrically flawed and counterproductive to personality-based selection targeting trait-based fit. Carrying forward both positions leads to variously dark futures for …
Faking And The Validity Of Personality Tests: An Experimental Investigation Using Modern Forced Choice Measures, Christopher R. Huber, Nathan R. Kuncel, Katie B. Huber, Anthony S. Boyce
Faking And The Validity Of Personality Tests: An Experimental Investigation Using Modern Forced Choice Measures, Christopher R. Huber, Nathan R. Kuncel, Katie B. Huber, Anthony S. Boyce
Personnel Assessment and Decisions
Despite the established validity of personality measures for personnel selection, their susceptibility to faking has been a persistent concern. However, the lack of studies that combine generalizability with experimental control makes it difficult to determine the effects of applicant faking. This study addressed this deficit in two ways. First, we compared a subtle incentive to fake with the explicit “fake-good” instructions used in most faking experiments. Second, we compared standard Likert scales to multidimensional forced choice (MFC) scales designed to resist deception, including more and less fakable versions of the same MFC inventory. MFC scales substantially reduced motivated score elevation …
Put Your Best Foot Forward: Introduction To The Special Issue On Understanding Effects Of Impression Management On Assessment Outcomes, Chet Robie, Neil D. Christiansen
Put Your Best Foot Forward: Introduction To The Special Issue On Understanding Effects Of Impression Management On Assessment Outcomes, Chet Robie, Neil D. Christiansen
Personnel Assessment and Decisions
No abstract provided.