1
|
Röhner J, Thoss P, Uziel L. Can People With Higher Versus Lower Scores on Impression Management or Self-Monitoring Be Identified Through Different Traces Under Faking? EDUCATIONAL AND PSYCHOLOGICAL MEASUREMENT 2024; 84:594-631. [PMID: 38756458 PMCID: PMC11095321 DOI: 10.1177/00131644231182598] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 05/18/2024]
Abstract
According to faking models, personality variables and faking are related. Most prominently, people's tendency to try to make an appropriate impression (impression management; IM) and their tendency to adjust the impression they make (self-monitoring; SM) have been suggested to be associated with faking. Nevertheless, empirical findings connecting these personality variables to faking have been contradictory, partly because different studies have given individuals different tests to fake and different faking directions (to fake low vs. high scores). Importantly, whereas past research has focused on faking by examining test scores, recent advances have suggested that the faking process could be better understood by analyzing individuals' responses at the item level (response pattern). Using machine learning (elastic net and random forest regression), we reanalyzed a data set (N = 260) to investigate whether individuals' faked response patterns on extraversion (features; i.e., input variables) could reveal their IM and SM scores. We found that individuals had similar response patterns when they faked, irrespective of their IM scores (excluding the faking of high scores when random forest regression was used). Elastic net and random forest regression converged in revealing that individuals higher on SM differed from individuals lower on SM in how they faked. Thus, response patterns were able to reveal individuals' SM, but not IM. Feature importance analyses showed that whereas some items were faked differently by individuals with higher versus lower SM scores, others were faked similarly. Our results imply that analyses of response patterns offer valuable new insights into the faking process.
Collapse
|
2
|
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
| | | |
Collapse
|
3
|
Hoffmann A, Diedenhofen B, Müller S. The utility of overclaiming questionnaires depends on the fit between test content and application context. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03934-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
AbstractOverclaiming questionnaires (OCQs) were proposed as a means to counteract social desirability bias by capturing individual differences in participants’ self-enhancement tendencies in self-report assessments. Previous studies that evaluated OCQs reported mixed results. However, fit between the content of an OCQ in terms of its items and the context in which the measure is presented has not been tested systematically. In a mock application study (N = 432), we compared different levels of content-context fit between conditions. Results show that the utility of a general knowledge OCQ varied as a function of its content fit to different application contexts. Expectedly, overclaiming was most pronounced in an application context with optimal content fit to the OCQ, followed by a context with lower fit and an honest control condition without application context. Furthermore, participants in the application conditions were shown to successfully fake on conventional personality scales while incorporating specific requirements of the application context into their faking behavior. Our results thus corroborate previous findings suggesting a high susceptibility of personality scales to deliberate faking. In contrast, when content-context fit is taken into account, OCQs may be a promising method for assessing applicant faking.
Collapse
|
4
|
Srour C, Py J. Making Job Candidates More Honest With a Theory-Based Form. JOURNAL OF PERSONNEL PSYCHOLOGY 2022. [DOI: 10.1027/1866-5888/a000313] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
Abstract
Abstract. In collaboration with recruiting and background check firms, we gave a customized application form designed to both deter and enhance detection of deception to 27 real-life candidates. A total of 269 elements common to both the customized form and their usual free-form resumes were verified. Inaccuracies were reduced from 23% on the resumes to 11% on the customized forms ( p < .001). Furthermore, candidates who did not provide contact information for past professional experiences to facilitate our verifications were less likely to submit fully accurate information about the experience, compared to those who did provide contact information (39% and 77%, respectively, p = .007). This novel method thus appears to be a cost-effective way to address resume fraud.
Collapse
Affiliation(s)
- Camille Srour
- CLLE Laboratory, University of Toulouse, CNRS, Toulouse, France
| | - Jacques Py
- CLLE Laboratory, University of Toulouse, CNRS, Toulouse, France
| |
Collapse
|
5
|
Lee H. Reduction of faking with the use of a forced‐choice personality test: Cross‐cultural comparisons between South Korea and the United States. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12408] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- HyeSun Lee
- Psychology Department California State University Channel Islands Camarillo California USA
| |
Collapse
|
6
|
Barends AJ, de Vries RE. Construct validity of a personality assessment game in a simulated selection situation and the moderating roles of the ability to identify criteria and dispositional insight. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12404] [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)
- Ard J. Barends
- Department of Criminology, Institute for Criminal Law and Criminology, Leiden Leiden University Leiden The Netherlands
- Department of Experimental and Applied Psychology, Institute for Brain and Behavior Amsterdam Vrije Universiteit Amsterdam Amsterdam The Netherlands
| | - Reinout E. de Vries
- Department of Experimental and Applied Psychology, Institute for Brain and Behavior Amsterdam Vrije Universiteit Amsterdam Amsterdam The Netherlands
| |
Collapse
|
7
|
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
| |
Collapse
|
8
|
Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews. HUMAN RESOURCE MANAGEMENT REVIEW 2022. [DOI: 10.1016/j.hrmr.2020.100789] [Citation(s) in RCA: 18] [Impact Index Per Article: 9.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
|
9
|
Landers RN, Sanchez DR. Game‐based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12376] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Richard N. Landers
- Department of Psychology University of Minnesota—Twin Cities Minneapolis USA
| | - Diana R. Sanchez
- Department of Psychology San Francisco State University San Francisco USA
| |
Collapse
|
10
|
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
| |
Collapse
|
11
|
Petruzziello G, Chiesa R, Guglielmi D, van der Heijden BI, de Jong JP, Mariani MG. The development and validation of a multi-dimensional Job Interview Self-efficacy scale. PERSONALITY AND INDIVIDUAL DIFFERENCES 2022. [DOI: 10.1016/j.paid.2021.111221] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
|
12
|
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
| | | | | |
Collapse
|
13
|
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
| |
Collapse
|
14
|
Holtrop D, Oostrom JK, Dunlop PD, Runneboom C. Predictors of faking behavior on personality inventories in selection: Do indicators of the ability and motivation to fake predict faking? INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12322] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/05/2023]
Affiliation(s)
- Djurre Holtrop
- Future of Work Institute Faculty of Business and Law Curtin University Bentley WA Australia
- Department of Social Psychology Tilburg School of Social and Behavioral Sciences Tilburg University Tilburg The Netherlands
| | - Janneke K. Oostrom
- Department of Management and Organization School of Business and Economics Vrije Universiteit Amsterdam Amsterdam The Netherlands
| | - Patrick D. Dunlop
- Future of Work Institute Faculty of Business and Law Curtin University Bentley WA Australia
| | - Cecilia Runneboom
- Future of Work Institute Faculty of Business and Law Curtin University Bentley WA Australia
| |
Collapse
|
15
|
Davison HK, Kluemper DH, Tao S, Stewart DW, Bing M. The effects of faking on the relationship between cognitive ability and conscientiousness: A cautionary note. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12319] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- H. Kristl Davison
- Department of Management, Walker College of Business Appalachian State University Boone NC USA
| | - Donald H. Kluemper
- Department of Managerial Studies 2204 University Hall, The University of Illinois at Chicago Chicago IL USA
| | - Siyi Tao
- Department of Managerial Studies 2204 University Hall, The University of Illinois at Chicago Chicago IL USA
| | | | - Mark Bing
- Department of Management University of Mississippi UniversityMS USA
| |
Collapse
|
16
|
Impact of a mid-test warning on the personality-cognitive ability relationship in a field setting. PERSONALITY AND INDIVIDUAL DIFFERENCES 2021. [DOI: 10.1016/j.paid.2020.110452] [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: 11/21/2022]
|
17
|
Zheng L, Shen Y, Liu J, Zhao G, Hua J, Fan J. Examining the effect of mid-test warnings on factor structure of personality scores: A field experiment. PERSONALITY AND INDIVIDUAL DIFFERENCES 2021. [DOI: 10.1016/j.paid.2020.110323] [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: 11/15/2022]
|
18
|
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
| |
Collapse
|
19
|
Schilling M, Becker N, Grabenhorst MM, König CJ. The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12314] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/21/2023]
|
20
|
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.
Collapse
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
| |
Collapse
|
21
|
Wilhelmy A, Stühlinger M, Kim K, Taphuntsang D, König CJ. Does self‐verifying behavior in job interviews help secure job offers, even if it reveals negative information about the self? INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12303] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/17/2022]
Affiliation(s)
- Annika Wilhelmy
- Department of Psychology University of Zurich Zurich Switzerland
| | - Manuel Stühlinger
- Department of Management, Technology, and Economics ETH Zurich Zurich Switzerland
| | - Kawon Kim
- Department of Management and Marketing The Hong Kong Polytechnic University Hong Kong Hong Kong
| | | | | |
Collapse
|
22
|
Powell DM, Bourdage JS, Bonaccio S. Shake and Fake: the Role of Interview Anxiety in Deceptive Impression Management. JOURNAL OF BUSINESS AND PSYCHOLOGY 2020; 36:829-840. [PMID: 34720398 PMCID: PMC8550053 DOI: 10.1007/s10869-020-09708-1] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/13/2023]
Abstract
We investigated whether anxiety about self-presentation concerns during interviews (i.e., interview anxiety) is associated with applicants' use of deceptive impression management (IM) tactics. We examined the relationship between interview anxiety and deceptive IM, and we examined whether the personality traits of honesty-humility and extraversion would be indirectly related to deceptive IM through interview anxiety. Participants (N = 202) were recruited after an interview for a research assistant position. Interview anxiety scores were positively related to deceptive IM. Furthermore, there was evidence of a negative indirect effect of honesty-humility on deceptive IM, via overall interview anxiety. Also, extraversion was indirectly associated with deceptive IM through interview anxiety. Results suggest that deceptive IM can be used as a protective mechanism to maintain self-esteem or to avoid the loss of rewards. This paper is the first to examine the role of interview anxiety in interview faking.
Collapse
Affiliation(s)
- Deborah M. Powell
- Department of Psychology, University of Guelph, Guelph, ON N1G 2W1 Canada
| | | | - Silvia Bonaccio
- Telfer School of Management, University of Ottawa, Ottawa, Canada
| |
Collapse
|
23
|
König CJ, Langer M, Fell CB, Pathak RD, Bajwa NUH, Derous E, Geißler SM, Hirose S, Hülsheger U, Javakhishvili N, Junges N, Knudsen B, Lee MS, Mariani MG, Nag GC, Petrescu C, Robie C, Rohorua H, Sammel LD, Schichtel D, Titov S, Todadze K, Lautz AH, Ziem M. Economic Predictors of Differences in Interview Faking Between Countries: Economic Inequality Matters, Not the State of Economy. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2020. [DOI: 10.1111/apps.12278] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
| | | | | | | | | | | | | | | | | | | | | | - Birgit Knudsen
- Max Planck Institute for Psycholinguistics The Netherlands
| | | | | | | | | | | | | | | | | | | | | | | | | |
Collapse
|
24
|
Schilling M, Sparfeldt JR, Becker N, Engel M, Levacher J, Sebastian TFP, Schäfer J, Schwabe S, König CJ. Is it enough to be willing to win or do you have to be smart? The relationship between competitive worldviews, cognitive abilities, and applicant faking in personality tests. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12296] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
| | | | | | - Marie Engel
- Universität des Saarlandes Saarbrücken Germany
| | | | | | | | | | | |
Collapse
|
25
|
Ho JL, Powell DM, Spence JR, Perossa A. Willingness to fake: Examining the impact of competitive climate and hiring situations. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12288] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Jordan L. Ho
- Department of Psychology University of Guelph Guelph ON Canada
| | | | | | - Andrew Perossa
- Lazaridis School of Business Wilfrid Laurier University Waterloo ON Canada
| |
Collapse
|
26
|
Liu Y, Liu J, Zhao G, Fan J. Cheaters on an aptitude test in an earlier selection hurdle are not more likely than non-cheaters to fake on a personality test in a subsequent selection hurdle. PERSONALITY AND INDIVIDUAL DIFFERENCES 2020. [DOI: 10.1016/j.paid.2020.109831] [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: 11/24/2022]
|
27
|
Melchers KG, Roulin N, Buehl A. A review of applicant faking in selection interviews. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12280] [Citation(s) in RCA: 24] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
| | - Nicolas Roulin
- Department of Psychology Saint Mary's University Halifax Canada
| | | |
Collapse
|
28
|
Bourdage JS, Schmidt J, Wiltshire J, Nguyen B, Lee C. Personality, interview faking, and the mediating role of attitudes, norms, and perceived behavioral control. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2019. [DOI: 10.1111/ijsa.12278] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
| | - Joseph Schmidt
- Edwards School of Business University of Saskatchewan Saskatoon Saskatchewan Canada
| | - Jocelyn Wiltshire
- Dhillon School of Business University of Lethbridge (Calgary Campus) Calgary Alberta Canada
| | - Brenda Nguyen
- Dhillon School of Business University of Lethbridge (Calgary Campus) Calgary Alberta Canada
| | - Clara Lee
- Department of Psychology University of Calgary Calgary Alberta Canada
| |
Collapse
|
29
|
Pelt DHM, Van der Linden D, Dunkel CS, Born MP. The Motivation and Opportunity for Socially Desirable Responding Does Not Alter the General Factor of Personality. Assessment 2019; 28:1376-1396. [PMID: 31619053 PMCID: PMC8167912 DOI: 10.1177/1073191119880960] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Socially desirable responding may affect the factor structure of personality questionnaires and may be one of the reasons for the common variance among personality traits. In this study, we test this hypothesis by investigating the influence of the motivational test-taking context (development vs. selection) and the opportunity to distort responses (forced-choice vs. Likert response format) on personality questionnaire scores. Data from real selection and assessment candidates (total N = 3,980) matched on gender, age, and educational level were used. Mean score differences were found between the selection and development groups, with smaller differences for the FC version. Yet, exploratory structural equation models showed that the overall factor structures as well as the general factor were highly similar across the four groups. Thus, although socially desirable responding may affect mean scores on personality traits, it does not appear to affect factor structures. This study further suggests that the common variance in personality questionnaires is consistent and appears to be little influenced by motivational pressures for response distortion.
Collapse
Affiliation(s)
- Dirk H M Pelt
- Erasmus University Rotterdam, Rotterdam, Netherlands.,Ixly, Utrecht, Netherlands
| | | | | | - Marise Ph Born
- Erasmus University Rotterdam, Rotterdam, Netherlands.,North-West University, Vanderbijlpark, South Africa
| |
Collapse
|
30
|
Krammer G. Applicant Faking of Personality Inventories in College Admission: Applicants' Shift From Honest Responses Is Unsystematic and Related to the Perceived Relevance for the Profession. J Pers Assess 2019; 102:758-769. [PMID: 31403324 DOI: 10.1080/00223891.2019.1644342] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Abstract
This study aims to further our understanding of applicant faking twofold. First, it challenges viewing applicant faking as a systematic shift from otherwise honest responses. To this end, systematic item parameter shifts are proposed and tested across applicants and incumbents. Second, items' perceived relevance in a college admission process as real-life selection is scrutinized: Are applicants influenced by items' perceived relevance for the education, the prospective profession, or both? Participants (n = 840) filled out a Big Five inventory in a college admission process, and were retested 10 months later under standard instructions. Furthermore, they rated items' perceived relevancies for educational and professional purposes. Linear partial credit models were used to model item parameter shifts across response conditions. All proposed patterns of systematic shifts fit the data worse than unsystematic shifts. Unsystematic shifts were greater for lower response categories and items that were perceived as more relevant for the profession. The perceived relevance for education moderated the latter effect. Taken together, applicant faking should not be understood as applicants systematically shifting from their otherwise honest responses. Although applicants elevate their responses, it is not in a systematic way. Furthermore, determinants of applicant faking should be differentiated across real-life selection settings.
Collapse
Affiliation(s)
- Georg Krammer
- University College of Teacher Education Styria, Graz, Austria
| |
Collapse
|
31
|
Zhang B, Cao M, Tay L, Luo J, Drasgow F. Examining the item response process to personality measures in high‐stakes situations: Issues of measurement validity and predictive validity. PERSONNEL PSYCHOLOGY 2019. [DOI: 10.1111/peps.12353] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/07/2023]
Affiliation(s)
- Bo Zhang
- Department of PsychologyUniversity of Illinois at Urbana–Champaign Champaign Illinois
| | - Mengyang Cao
- Department of PsychologyUniversity of Illinois at Urbana–Champaign Champaign Illinois
| | - Louis Tay
- Department of Psychological SciencesPurdue University West Lafayette Indiana
| | - Jing Luo
- Department of PsychologyUniversity of Southern California Los Angeles California
| | - Fritz Drasgow
- Department of PsychologyUniversity of Illinois at Urbana–Champaign Champaign Illinois
- School of Labor and Employment RelationsUniversity of Illinois at Urbana–Champaign Champaign Illinois
| |
Collapse
|
32
|
de Leng WE, Stegers‐Jager KM, Born MP, Themmen APN. Faking on a situational judgment test in a medical school selection setting: Effect of different scoring methods? INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2019. [DOI: 10.1111/ijsa.12251] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- W. E. de Leng
- Institute of Medical Education Research Rotterdam Erasmus MC Rotterdam the Netherlands
| | - K. M. Stegers‐Jager
- Institute of Medical Education Research Rotterdam Erasmus MC Rotterdam the Netherlands
| | - M. Ph. Born
- Institute of Psychology Erasmus University Rotterdam Rotterdam the Netherlands
- Optentia and Faculty of Economic and Management Sciences North‐West University Potchefstroom South Africa
| | - A. P. N. Themmen
- Institute of Medical Education Research Rotterdam Erasmus MC Rotterdam the Netherlands
| |
Collapse
|
33
|
Ho JL, Powell DM, Barclay P, Gill H. The Influence of Competition on Motivation to Fake in Employment Interviews. JOURNAL OF PERSONNEL PSYCHOLOGY 2019. [DOI: 10.1027/1866-5888/a000222] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Many applicants fake, or intentionally misrepresent information, in employment interviews. Recent theories of faking propose that applicants may fake more when there are situational cues that signal intense competition for the job. We tested this proposition by manipulating the number of competitors and selection ratio in selection scenarios, and assessed individuals’ faking intentions. We also examined whether Honesty-Humility moderated the relation between competition and faking intentions. Hypotheses were tested using a between-subjects study with 775 participants. Results show that faking intentions increased with few competitors and a small selection ratio. Honesty-Humility did not moderate the relation between competition and faking intentions. Findings support competition as a situational predictor of faking intentions, lending support to models of faking.
Collapse
Affiliation(s)
- Jordan L. Ho
- Department of Psychology, University of Guelph, Ontario, Canada
| | | | - Pat Barclay
- Department of Psychology, University of Guelph, Ontario, Canada
| | - Harjinder Gill
- Department of Psychology, University of Guelph, Ontario, Canada
| |
Collapse
|
34
|
Husain Z, Dayan M, Pathak RD, Langer M, König CJ. How much self-presentation behavior do applicants from the United Arab Emirates exhibit? INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2019. [DOI: 10.1111/ijsa.12225] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Zafar Husain
- College of Business; Al Ain University of Science and Technology; Al Ain United Arab Emirates
| | - Mumin Dayan
- College of Business and Economics; United Arab Emirates University; Al Ain United Arab Emirates
| | | | - Markus Langer
- Fachrichtung Psychologie; Universität des Saarlandes; Saarbrücken Germany
| | - Cornelius J. König
- Fachrichtung Psychologie; Universität des Saarlandes; Saarbrücken Germany
| |
Collapse
|
35
|
Schermer JA, Krammer G, Goffin RD. The General Factor of Personality and faking: A cautionary note on the meaningfulness of the GFP under different response conditions. PERSONALITY AND INDIVIDUAL DIFFERENCES 2019. [DOI: 10.1016/j.paid.2018.08.023] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
|
36
|
Buehl AK, Melchers KG. Do Attractiveness and Competition Influence Faking Intentions in Selection Interviews? JOURNAL OF PERSONNEL PSYCHOLOGY 2018. [DOI: 10.1027/1866-5888/a000208] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Faking models assume that characteristics of applicants as well as contextual factors determine whether applicants intend to fake. However, previous research on faking in interviews mainly investigated applicants’ characteristics while research on contextual factors is largely missing. Accordingly, we examined the influence of two such factors – attractiveness of the organization and competition among applicants – on the intention to fake in an interview. We conducted a vignette study with a 2 × 2 between-subjects design in which we varied competition and attractiveness. We found that attractiveness influenced faking intentions. However, we found no effect for competition. Accordingly, interviewers should be aware that applicants are more prone to faking when they want to get access to attractive organizations.
Collapse
|
37
|
Bourdage JS, Roulin N, Tarraf R. “I (might be) just that good”: Honest and deceptive impression management in employment interviews. PERSONNEL PSYCHOLOGY 2018. [DOI: 10.1111/peps.12285] [Citation(s) in RCA: 38] [Impact Index Per Article: 6.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Joshua S. Bourdage
- Department of Psychology; University of Calgary; 2500 University Drive N.W. Calgary Alberta Canada T2N 1N4
| | - Nicolas Roulin
- Department of Psychology, St. Mary's University; McNally Building South Wing; 923 Robie Street Halifax NS B3H3C3 Canada
| | - Rima Tarraf
- Health Systems Evaluation and Evidence; Alberta Health Services; 10301 Southport Lane SW Calgary AB T2W 1S7
| |
Collapse
|
38
|
Proost K, Verhaest D. Should We Tell the Recruiter That We Value a Good Work–Life Balance? JOURNAL OF PERSONNEL PSYCHOLOGY 2018. [DOI: 10.1027/1866-5888/a000214] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Although both employees and organizations increasingly realize the importance of a good work–life balance, it remains unclear how recruiters react when applicants mention a desire for balance on their CV. We conducted a between-subjects experiment (N = 96) in which one group of participants received a CV of an applicant who valued work–life balance versus a CV from which this information was omitted. Based on signaling theory and gender–role congruence theory, we suggested that mentioning balance on one’s CV would lead to less favorable recruitment outcomes through a lower work ethic, especially for men. The results supported this mediation hypothesis but, contrary to expectations, showed that the mediation effect was only significant for women.
Collapse
Affiliation(s)
- Karin Proost
- Department of Work and Organisation Studies, Faculty of Economics and Business, KU Leuven, Belgium
- Faculty of Psychology and Educational Sciences, Open University of the Netherlands, The Netherlands
| | - Dieter Verhaest
- Department of ECON-CEDON, Faculty of Economics and Business, KU Leuven, Belgium
- Faculty of Economics and Business Administration, Ghent University, Belgium
| |
Collapse
|
39
|
Pelt DH, van der Linden D, Born MP. How Emotional Intelligence Might Get You the Job: The Relationship Between Trait Emotional Intelligence and Faking on Personality Tests. HUMAN PERFORMANCE 2017. [DOI: 10.1080/08959285.2017.1407320] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
|
40
|
Lee H, Smith WZ, Geisinger KF. Faking under a nonlinear relationship between personality assessment scores and job performance. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2017. [DOI: 10.1111/ijsa.12180] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
- HyeSun Lee
- Psychology Program; California State University Channel Islands; Camarillo California
| | - Weldon Z. Smith
- Department of Educational Psychology, Buros Center for Testing; University of Nebraska-Lincoln; Lincoln Nebraska
| | - Kurt F. Geisinger
- Department of Educational Psychology, Buros Center for Testing; University of Nebraska-Lincoln; Lincoln Nebraska
| |
Collapse
|
41
|
Fell CB, König CJ, Jung S, Sorg D, Ziegler M. Are country level prevalences of rule violations associated with knowledge overclaiming among students? INTERNATIONAL JOURNAL OF PSYCHOLOGY 2017; 54:17-22. [PMID: 28675428 DOI: 10.1002/ijop.12441] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/09/2017] [Accepted: 05/18/2017] [Indexed: 11/10/2022]
Abstract
Cultural norms of behaviour influence desirable and problematic behaviours of individuals. In particular, cultural norms should influence individuals' dishonesty. In a recent Nature study, prevalence of rule violations was introduced as a new country-level measure of behavioural norms. However, information on individuals' actual honesty was not available due to characteristics of the experimental design. Overcoming this limitation, we show that country-level behavioural norms are related to individual-level knowledge overclaiming behaviour (i.e., claiming to know concepts that do not exist, a measure of individuals' actual behavioural dishonesty) among 290,954 students from 57 countries (from the 2012 PISA study). Our study represents a crucial test of the argument that cultural norms influence individual's behaviour and of the validity of the measurement of countries' prevalences of rule violations. These results imply that shaping the behaviour of today's students may result in new behavioural norms that emphasise honesty and rule adherence more strongly.
Collapse
Affiliation(s)
- Clemens B Fell
- Department of Psychology, Saarland University, Saarbrücken, Germany
| | | | - Sebastian Jung
- Department of Psychology, Saarland University, Saarbrücken, Germany
| | - Daniel Sorg
- Department of Psychology, Saarland University, Saarbrücken, Germany
| | - Matthias Ziegler
- Department of Psychology, Humboldt University of Berlin, Berlin, Germany
| |
Collapse
|
42
|
Buehl AK, Melchers KG. Individual Difference Variables and the Occurrence and Effectiveness of Faking Behavior in Interviews. Front Psychol 2017; 8:686. [PMID: 28539895 PMCID: PMC5423981 DOI: 10.3389/fpsyg.2017.00686] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2016] [Accepted: 04/20/2017] [Indexed: 12/03/2022] Open
Abstract
There is widespread fear that applicants can fake during selection interviews and that this impairs the quality of selection decisions. Several theories assume that faking occurrence is influenced by personality and attitudes, which together influence applicants’ motivation to show faking behavior. However, for faking behavior to be effective, interviewees also need certain skills and abilities. To investigate the impact of several relevant individual difference variables on faking behavior and interview success, we conducted two studies. In Study 1, we surveyed 222 individuals to assess different personality variables, attitude toward faking, cognitive ability, self-reported faking behavior, and success in previous interviews, and in Study 2, we assessed cognitive ability, social skills, faking behavior, and interview performance in an interview simulation with 108 participants. Taken together, personality, as well as attitude toward faking, influenced who showed faking behavior in an interview, but there was no evidence for the assumed moderating effect of cognitive ability or social skills on interview success.
Collapse
Affiliation(s)
| | - Klaus G Melchers
- Institut für Psychologie und Pädagogik, Universität UlmUlm, Germany
| |
Collapse
|
43
|
König CJ, Steiner Thommen LA, Wittwer AM, Kleinmann M. Are observer ratings of applicants’ personality also faked? Yes, but less than self-reports. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2017. [DOI: 10.1111/ijsa.12171] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Cornelius J. König
- Fachrichtung Psychologie, Universität des Saarlandes, Saarbrücken, Germany
| | | | | | - Martin Kleinmann
- Psychologisches Institut, Universität Zürich, Zürich, Switzerland
| |
Collapse
|
44
|
Derous E. Ethnic Minorities' Impression Management in the Interview: Helping or Hindering? Front Psychol 2017; 8:86. [PMID: 28203211 PMCID: PMC5285377 DOI: 10.3389/fpsyg.2017.00086] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2016] [Accepted: 01/13/2017] [Indexed: 11/13/2022] Open
Abstract
Cross-cultural impression management (IM) has not been considered much, which is remarkable given the fast rate at which the labor market is becoming multicultural. This study investigated whether ethnic minorities and majorities differed in their preference for IM-tactics and how this affected ethnic minorities' interview outcomes. A preliminary study (focus groups/survey) showed that ethnic minorities (i.e., Arab/Moroccans) preferred 'entitlements' whereas majorities (i.e., Flemish/Belgians) preferred 'opinion conformity' as IM-tactics. An experimental follow-up study among 163 ethnic majority raters showed no main effect of IM-tactics on interview ratings. Ethnic minorities' use of IM-tactics only affected interview ratings if rater characteristics were considered. Specifically, interview ratings were higher when ethnic minorities used opinion conformity (i.e., majority-preferred IM-tactic) and lower when minorities used entitlements (i.e., minority-preferred IM-tactic) if recruiters were high in social dominance orientation, and when they felt more experienced/proficient with interviewing. IM-tactics are a human capital factor that might help applicants to increase their job chances on the labor market. It is concluded that ethnic minority applicants' preferences for certain IM-tactics might lead to bias even in structured interview settings, but that this depends on ethnic majority recruiters' interview experience and ingroup/outgroup attitudes. Implications for research and practice are discussed.
Collapse
Affiliation(s)
- Eva Derous
- Department of Personnel Management, Work, and Organizational Psychology, Faculty of Psychology and Educational Sciences, Ghent University Ghent, Belgium
| |
Collapse
|
45
|
Roulin N, Bourdage JS. Once an Impression Manager, Always an Impression Manager? Antecedents of Honest and Deceptive Impression Management Use and Variability across Multiple Job Interviews. Front Psychol 2017; 8:29. [PMID: 28174546 PMCID: PMC5258756 DOI: 10.3389/fpsyg.2017.00029] [Citation(s) in RCA: 29] [Impact Index Per Article: 4.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2016] [Accepted: 01/05/2017] [Indexed: 11/13/2022] Open
Abstract
Research has examined the antecedents of applicants' use of impression management (IM) tactics in employment interviews. All existing empirical studies have measured IM in one particular interview. Yet, applicants generally interview multiple times for different positions, and thus have multiple opportunities to engage in IM, before they can secure a job. Similarly, recent theoretical advances in personnel selection and IM research have suggested that applicant behaviors should be considered as dynamic and adaptive in nature. In line with this perspective, the present study is the first to examine the role of individual differences in both applicants' use of IM tactics and the variability in IM use across multiple interviews. It also highlights which honest and deceptive IM tactics remain stable vs. vary in consecutive interviews with different interviewers and organizations. Results suggest that applicants high in Extraversion or core self-evaluations tend to engage in more honest self-promotion but do not adapt their IM approach across interviews. In contrast, applicants who possess more undesirable personality traits (i.e., low on Honesty-Humility and Conscientiousness, but high on Machiavellianism, Narcissism, Psychopathy, or Competitive Worldviews) tend to use more deceptive IM (and especially image creation tactics) and are also more likely to adapt their IM strategy across interviews. Because deceptive IM users can obtain better evaluations from interviewers and the personality profile of those users is often associated with undesirable workplace outcomes, this study provides additional evidence for the claim that deceptive IM (or faking) is a potential threat for organizations.
Collapse
Affiliation(s)
- Nicolas Roulin
- Asper School of Business, University of Manitoba Winnipeg, MB, Canada
| | | |
Collapse
|
46
|
Fell CB, König CJ. Cross-Cultural Differences in Applicant Faking on Personality Tests: A 43-Nation Study. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2016. [DOI: 10.1111/apps.12078] [Citation(s) in RCA: 22] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
|
47
|
Roulin N, Krings F. When Winning is Everything: The Relationship between Competitive Worldviews and Job Applicant Faking. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2016. [DOI: 10.1111/apps.12072] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
|