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Hockley J, Irwin P, Kornhaber R, West S, Stanton R, Hungerford C, Cleary M. To AI or Not to AI: That Is the Question in Mental Health Nurse Recruitment. Issues Ment Health Nurs 2024:1-4. [PMID: 38684002 DOI: 10.1080/01612840.2024.2341043] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 05/02/2024]
Affiliation(s)
- Janine Hockley
- School of Health, Medical, and Applied Sciences, CQUniversity, Rockhampton, Queensland, Australia
| | - Pauletta Irwin
- School of Nursing, Paramedicine and Healthcare Sciences, Charles Sturt University, Bathurst, New South Wales, Australia
| | - Rachel Kornhaber
- School of Nursing, Paramedicine and Healthcare Sciences, Charles Sturt University, Bathurst, New South Wales, Australia
| | - Sancia West
- School of Nursing, Midwifery & Social Sciences, CQUniversity, Sydney, New South Wales, Australia
| | - Robert Stanton
- School of Health, Medical, and Applied Sciences, CQUniversity, Rockhampton, Queensland, Australia
| | - Catherine Hungerford
- School of Nursing, Midwifery & Social Sciences, CQUniversity, Sydney, New South Wales, Australia
| | - Michelle Cleary
- School of Nursing, Midwifery & Social Sciences, CQUniversity, Sydney, New South Wales, Australia
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2
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Dunbar NE, Burgoon JK, Chen X, Wang X, Ge S, Huang Q, Nunamaker J. Detecting ulterior motives from verbal cues in group deliberations. Front Psychol 2023; 14:1166225. [PMID: 37292506 PMCID: PMC10244719 DOI: 10.3389/fpsyg.2023.1166225] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/15/2023] [Accepted: 05/02/2023] [Indexed: 06/10/2023] Open
Abstract
Introduction Forensic interviewing entails practitioners interviewing suspects to secure valid information and elicit confessions. Such interviews are often conducted in police stations but may also occur in field settings such as border crossings, security checkpoints, bus terminals, and sports venues. Because these real-world interviews often lack experimental control and ground truth, this investigation explored whether results of non-forensic interviews generalize to forensic ones. Methods Organizational espionage was simulated to determine (1) what verbal signals distinguish truth from deception, (2) whether deception in groups aligns with deception in dyads, and (3) whether non-forensic venues can be generalized to forensic ones. Engaging in a mock hiring deliberation, participants (4-5 strangers) reviewed and discussed resumes of potential candidates. Surreptitiously, two group members assigned the role of "organizational spies" attempted to persuade the group to hire an inferior candidate. Each group member presented notes from an interview of "their" candidate, followed by a discussion of all candidates. Spies were to use any means possible, including deception, to persuade others to select their candidate. A financial incentive was offered for having one's candidate chosen. The interview reports and discussions were transcribed and analyzed with SPLICE, an automated text analysis program. Results Deceivers were perceived as less trustworthy than truth-tellers, especially when the naïve players won but overall, deceivers were difficult for non-spies to detect even though they were seen as less trustworthy than the naïve participants. Deceivers' language was more complex and exhibited an "echoing" strategy of repeating others' opinions. This collusion evolved naturally, without pre-planning. No other verbal differences were evident, which suggests that the difference between spies and non-spies was subtle and difficult for truth-tellers to spot. Discussion Whether deception can be successfully detected hinges on a variety of factors including the deceiver's skill to disguise and the detector's ability to sense and process information. Furthermore, the group dynamics and communication context subtly moderate how deception manifests and influence the accuracy of detecting ulterior motives. Our future investigations could encompass non-verbal communication channels and verbal patterns rooted in content, thereby providing a more comprehensive understanding of deception detection.
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Affiliation(s)
- Norah E. Dunbar
- Department of Communication, University of California, Santa Barbara, Santa Barbara, CA, United States
| | - Judee K. Burgoon
- Center for the Management of Information, The University of Arizona, Tucson, AZ, United States
| | - Xunyu Chen
- Center for the Management of Information, The University of Arizona, Tucson, AZ, United States
| | - Xinran Wang
- Center for the Management of Information, The University of Arizona, Tucson, AZ, United States
| | - Saiying Ge
- Center for the Management of Information, The University of Arizona, Tucson, AZ, United States
| | - Qing Huang
- Department of Communication, University of California, Santa Barbara, Santa Barbara, CA, United States
| | - Jay Nunamaker
- Center for the Management of Information, The University of Arizona, Tucson, AZ, United States
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3
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Alley L, Cortina JM. WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2023. [DOI: 10.1111/ijsa.12422] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/20/2023]
Affiliation(s)
- Leah Alley
- Department of Management and Entrepreneurship Virginia Commonwealth University Richmond Virginia USA
| | - Jose M. Cortina
- Department of Management and Entrepreneurship Virginia Commonwealth University Richmond Virginia USA
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4
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Roulin N, Wong O, Langer M, Bourdage JS. Is more always better? How preparation time and re-recording opportunities impact fairness, anxiety, impression management, and performance in asynchronous video interviews. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2156862] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Affiliation(s)
- Nicolas Roulin
- Department of Psychology, Saint Mary’s University, Halifax, Canada
| | - Odelia Wong
- Department of Psychology, Saint Mary’s University, Halifax, Canada
| | - Markus Langer
- Department of Psychology, University of Saarland, Saarbrücken, Germany
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Bill B, Melchers KG. Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12402] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Benedikt Bill
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Klaus G. Melchers
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
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Landers RN, Collmus AB. Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12373] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Richard N. Landers
- Department of Psychology University of Minnesota Twin Cities Minneapolis USA
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7
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Wilhelmy A, Truxillo DM, Funk F. Reciprocity or backfiring? Examining the influence of realistic job previews on applicants' willingness to self‐disclose and use image protection tactics. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12371] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Annika Wilhelmy
- Department of Psychology University of Zurich Zurich Switzerland
| | - Donald M. Truxillo
- Department of Work and Employment Studies, Kemmy Business School University of Limerick Limerick Ireland
| | - Friederike Funk
- Faculty of Arts & Sciences, NYU‐ECNU Institute for Social Development NYU Shanghai Shanghai China
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8
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Anglim J, Molloy K, Dunlop PD, Albrecht SL, Lievens F, Marty A. Values assessment for personnel selection: comparing job applicants to non-applicants. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.2008911] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Jeromy Anglim
- School of Psychology, Deakin University, Geelong, Australia
| | - Karlyn Molloy
- School of Psychology, Deakin University, Geelong, Australia
| | | | | | - Filip Lievens
- Lee Kong Chian School of Business, Singapore Management University, Singapore
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9
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Ho JL, Perossa A, Fancett RS, Powell DM. Examining the situational antecedents of interview faking behavior: A qualitative study. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12354] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Jordan L. Ho
- Department of Psychology University of Guelph Guelph Ontario Canada
| | - Andrew Perossa
- Department of Psychology University of Guelph Guelph Ontario Canada
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Hummert H, Traum A, Marcus B. Behaviour in selection situations as an adaptation to external expectations: testing a theory of self-presentation. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.1981866] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Henning Hummert
- Department of Business Administration, University of Rostock, Rostock Germany
| | - Anne Traum
- Department of Business Administration, University of Rostock, Rostock Germany
| | - Bernd Marcus
- Department of Business Administration, University of Rostock, Rostock Germany
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Charbonneau BD, Reed M, Powell DM. Self‐verification behavior as an employment interview tactic. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12349] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
| | - Madeline Reed
- Department of Psychology University of Guelph Guelph Ontario Canada
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12
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Arseneault R, Roulin N. A theoretical model of cross‐cultural impression management in employment interviews. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12348] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
- Rene Arseneault
- Department of Management University of Regina Regina Saskatchewan Canada
| | - Nicolas Roulin
- Department of Psychology Saint Mary's University Halifax Nova Scotia Canada
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Basch JM, Brenner F, Melchers KG, Krumm S, Dräger L, Herzer H, Schuwerk E. A good thing takes time: The role of preparation time in asynchronous video interviews. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12341] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/13/2022]
Affiliation(s)
- Johannes M. Basch
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Falko Brenner
- Abteilung Psychologische Diagnostik, Differentielle und Persönlichkeitspsychologie Freie Universität Berlin Berlin Germany
| | - Klaus G. Melchers
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Stefan Krumm
- Abteilung Psychologische Diagnostik, Differentielle und Persönlichkeitspsychologie Freie Universität Berlin Berlin Germany
| | - Luise Dräger
- Lehrstuhl für Personalwirtschaft und Business Governance Martin‐Luther‐Universität Halle Wittenberg Halle Germany
| | - Helen Herzer
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Evelyn Schuwerk
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
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“I” feel(s) left out: The importance of information and communication technology in personnel selection research. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2021. [DOI: 10.1017/iop.2021.79] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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Abstract
Residency programs should use a systematic method of recruitment that begins with defining unique desired candidate attributes. Commonly sought-after characteristics may be delineated via the residency application. Scores from standardized examinations taken in medical school predict academic success, and may correlate to overall performance. Strong letters of recommendation and a personal history of prior success outside the medical field both forecast success in residency. Interviews are crucial to determining fit within a program, and remain a valid measure of an applicant's ability to prosper in a particular program, even with many interviews being completed in the virtual realm.
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Hu J, Connelly BS. Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12338] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Jing Hu
- School of Management and Governance, UNSW Business School University of New South Wales (UNSW) Sydney Kensington New South Wales Australia
| | - Brian S. Connelly
- Organizational Behaviour & HR Management, Department of Management University of Toronto Scarborough Toronto Ontario Canada
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Geiger M, Bärwaldt R, Wilhelm O. The Good, the Bad, and the Clever: Faking Ability as a Socio-Emotional Ability? J Intell 2021; 9:13. [PMID: 33806368 PMCID: PMC8006246 DOI: 10.3390/jintelligence9010013] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2020] [Revised: 02/15/2021] [Accepted: 02/23/2021] [Indexed: 11/16/2022] Open
Abstract
Socio-emotional abilities have been proposed as an extension to models of intelligence, but earlier measurement approaches have either not fulfilled criteria of ability measurement or have covered only predominantly receptive abilities. We argue that faking ability-the ability to adjust responses on questionnaires to present oneself in a desired manner-is a socio-emotional ability that can broaden our understanding of these abilities and intelligence in general. To test this theory, we developed new instruments to measure the ability to fake bad (malingering) and administered them jointly with established tests of faking good ability in a general sample of n = 134. Participants also completed multiple tests of emotion perception along with tests of emotion expression posing, pain expression regulation, and working memory capacity. We found that individual differences in faking ability tests are best explained by a general factor that had a large correlation with receptive socio-emotional abilities and had a zero to medium-sized correlation with different productive socio-emotional abilities. All correlations were still small after controlling these effects for shared variance with general mental ability as indicated by tests of working memory capacity. We conclude that faking ability is indeed correlated meaningfully with other socio-emotional abilities and discuss the implications for intelligence research and applied ability assessment.
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Affiliation(s)
- Mattis Geiger
- Institute of Psychology and Education, Ulm University, 89069 Ulm, Germany;
| | - Romy Bärwaldt
- Department of Psychology, University of Münster, D-48149 Münster, Germany;
| | - Oliver Wilhelm
- Institute of Psychology and Education, Ulm University, 89069 Ulm, Germany;
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Schudlik K, Reinhard M, Müller P. Prepared to fake? The relationship between applicants’ job interview preparation and faking. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12317] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Kevin Schudlik
- Department of Aviation and Space Psychology German Aerospace Center DLR Hamburg Germany
| | | | - Patrick Müller
- Faculty of Civil Engineering, Building Physics, and Business University of Applied Sciences Stuttgart Stuttgart Germany
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Bill B, Melchers KG, Buehl AK, Wank S. An Investigation of Situational and Dispositional Antecedents of Faking Intentions in Selection Interviews. Front Psychol 2020; 11:2034. [PMID: 32973619 PMCID: PMC7481461 DOI: 10.3389/fpsyg.2020.02034] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/11/2020] [Accepted: 07/22/2020] [Indexed: 11/16/2022] Open
Abstract
Applicants use faking in selection interviews to create a favorable impression and to increase their chances for a job offer. Theoretical models assume that such a behavior is influenced by situational and dispositional variables. However, previous research has mainly focused on dispositional variables whereas research about situational variables is sparse. To address this gap, we conducted three studies in which we examined how competition for a job and warning interviewees that information from their answers will be verified can influence faking intentions. Furthermore, we wanted to know whether these situational variables are able to explain additional variance in faking intentions beyond dispositional variables and whether there are interactions between situational and dispositional variables. In Study 1, we only found that high competition led to slightly higher faking intentions than low competition in a student sample. In Study 2, only a warning about the verification of applicants’ answers led to slightly lower faking intentions compared to no warning concerning verification in a working sample. Furthermore, faking intentions were lower in Study 2 than in the student sample in Study 1. In Study 3, we found no impact of our situational variables in a combined sample of students and non-students. We only found slightly higher honest impression management intentions in the high competition and the verification warning condition. We also found hardly any support for interaction effects between the situational and dispositional variables. Furthermore, the situational variables did not explain additional variance beyond the dispositional variables in any of the three studies. Possible reasons for the non-significant or small effect sizes for the situational variables can be found in a qualitative analysis of answers to an open-ended question in Study 3. However, we found that Honesty-humility und all facets of the Dark Triad were related to faking intentions. These results indicate that dispositional variables in particular have an impact on faking intentions.
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Affiliation(s)
- Benedikt Bill
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | - Klaus G Melchers
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | - Anne-Kathrin Buehl
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany.,Carl Zeiss, Oberkochen, Germany
| | - Sabine Wank
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
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Robie C, Christiansen ND, Bourdage JS, Powell DM, Roulin N. Nonlinearity in the relationship between impression management tactics and interview performance. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12307] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Chet Robie
- Lazaridis School of Business & Economics Wilfrid Laurier University Waterloo Ontario Canada
| | - Neil D. Christiansen
- Department of Psychology Central Michigan University Mount Pleasant Michigan United States
| | | | | | - Nicolas Roulin
- Department of Psychology Saint Mary’s University Halifax Nova Scotia Canada
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Forsyth L, Anglim J. Using text analysis software to detect deception in written short‐answer questions in employee selection. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12284] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Loch Forsyth
- School of Psychology Deakin University Geelong Australia
| | - Jeromy Anglim
- School of Psychology Deakin University Geelong Australia
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