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Full-Text Articles in Social and Behavioral Sciences
Impression Management Across Applicant And Incumbent Contexts: The Effect On Job Performance, Jenna Noelle Filipkowski
Impression Management Across Applicant And Incumbent Contexts: The Effect On Job Performance, Jenna Noelle Filipkowski
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Social desirability (impression management) scales often accompany personality measures in selection to detect those who might be engaging in response distortion. Applicants' personality scores may be corrected or eliminated based on scores from the impression management scale. My studies test the effectiveness and usefulness of having social desirability measures in personnel selection. Study One examined whether social desirability (impression management) scales are able to detect faking behavior. The hypotheses were tested on an archival dataset of participants who took personality measures on two separate occasions as incumbents or applicants. Those identified by the faking indicator, who raised their scores beyond …
Sex And Racial Differences In Socially Desirable Responding, Kathryn G. Van Dixhorn
Sex And Racial Differences In Socially Desirable Responding, Kathryn G. Van Dixhorn
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The purpose of this study was to examine the magnitude of sex and racial differences in faking behavior, specifically socially desirable responding, in a large (N = 295,517), applied sample. Results indicated that females are engaging in more intentional socially desirable responding, whereas males are engaging in more inadvertent socially desirable responding. However, these differences are not likely to influence selection. Caucasians are displaying more intentional socially desirable responding than African Americans (d = 0.55), Hispanics (d = 0.57), and Asian Americans (d = 0.29). Asian Americans - iii - engaged in less inadvertent socially desirable responding than Caucasians (d …
Measuring Conscientiousness With Explicit And Implicit Measures, Jenna Noelle Filipkowski
Measuring Conscientiousness With Explicit And Implicit Measures, Jenna Noelle Filipkowski
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The fakability of three measures of conscientiousness was examined: the International personality Item Pool (IPIP), the Conditional Reasoning Test, and Implicit Association Tests (IAT). Data from a student sample (N = 442) found the Conditional Reasoning and IATs were the least susceptible to faking, but they did not have a meaningful relationship with the IPIP. The Conditional Reasoning Test was the best non-cognitive predictor of College GPA (r = .23, p < .01), perhaps due to the fact it may tap cognitive ability as evidenced by its significant correlation with the ACT (r = .41, p < .01). The explicit (self- report) and implicit (IAT) measures of conscientiousness had a low positive correlation with one another. Some researchers may use this finding as evidence that they are measuring different aspects of the construct.
Measuring Applicant Faking With Job Desirability: Prevalence, Selection, And Measurement Issues In An Applied Sample, Esteban Tristan
Measuring Applicant Faking With Job Desirability: Prevalence, Selection, And Measurement Issues In An Applied Sample, Esteban Tristan
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Research has found that the use of social desirability scales to measure faking is problematic. The current study employed a job desirability scale consisting of job-specific bogus biographical items as an alternative faking measure in an applied setting. Using a 2 (applicants versus incumbents) x 2 (sales versus managers) design, participants (N = 958), participants completed a set of personality, social desirability, and job desirability measures. Results indicated that applicants outscored incumbents on personality measures. However, the effect size for conscientiousness was larger for the manager job whereas the effect size for extraversion was larger for the sales job, indicating …
Item And Person Characteristics As Predictors Of Faking, Nicholas Tyler Day
Item And Person Characteristics As Predictors Of Faking, Nicholas Tyler Day
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Applicants may be more motivated to fake than incumbents and may fake more on some items than others. The present study investigated both item and person characteristics as predictors of faking. At the item level, both item transparency and job-relevance were hypothesized to be associated with higher levels of faking. In contrast, item verifiability was hypothesized to be associated with lower levels of faking. At the person level, applicants were expected to have a higher prevalence of faking than incumbents. Data was taken from an existing pool of applicants (n = 507) and incumbents (n = 302) at a customer …