Abstract: Job applicants may fake in interviews for numerous reasons. One of these reasons could be that applicants may see greater opportunity and motivation to fake when interviewers have lower job-relevant ...
Faking on the NEO-FFI: An Experimental InvestigationSummary: The susceptibility of the NEO-FFI to deliberate as well as unwitting response distortions was examined in two studies. In Study 1, 96 participants received instructions to distort their ...
Faking of Personality Measures for College Admission in Teacher EducationAbstract. Personality measures in student admission entail the question if applicants fake, i. e. distort their responses to be viewed more favorably than they actually are. This ...
Abstract. The purpose of this meta-analysis was to analyze the relationship between faking and response latencies (RL). Research studies included in online databases, as well as papers identified in previous reviews, were considered for ...
Abstract. Two laboratory studies examined the potential differences in the susceptibility to faking between a construct-oriented Situational Judgment Test (SJT) that measured conscientiousness and a traditional self-report measure of ...
The article investigated the effect of faking on the dimensionality and mean scores of an objective personality test measuring subjectively accepted level of risk. Various studies conducted with standardized personality questionnaires have demonstrated ...
The present research aimed at constructing a questionnaire measuring overclaiming tendencies (VOC-T-bias) as an indicator of self-enhancement. An approach was used which also allows estimation of a score for vocabulary knowledge, the accuracy index (VOC-T-...
Abstract. A General Factor of Personality (GFP) can be derived by extracting one factor from a broad range of personality dimensions. Researchers are divided on whether the GFP represents social desirability or an evolved trait with ...
Abstract: We investigated, to what extent Conscientiousness can predict academic performance in a real application high-stakes setting. N = 267 applicants for a place at a university completed a Conscientiousness questionnaire during the ...
Abstract: In the context of personnel selection, self-reports are often biased by social desirability. For example, applicants may overstate their knowledge to make a good impression on a potential employer. Overclaiming questionnaires (...
Abstract. One of the main advantages of measures of automatic cognition is supposed to be that they are less susceptible to faking than explicit tests. It is an empirical question, however, to what degree these measures can be faked, and the response ...
Practitioners (N = 160) working in the area of selection and assessment read descriptions of a managerial position and the assessment profiles of two hypothetical candidates who were finalists for the job. Embedded in the profiles were scores on a battery ...
The purpose of the present study was to examine the effects of imposing a time constraint on respondents completing the Big Five personality Inventory (John & Srivastava, 1999) based on a self-regulatory model of response distortion. A completely crossed ...
This study contributes to the literature on self-presentation by comparing recruiters’ expectations about applicants’ self-presentational behaviors in personnel selection settings to applicants’ actual use of these behaviors. Recruiters (N = 51) rated the ...
The aim of the study was to test whether the Agentic Management (AM) and Communal Management (CM) scales (Paulhus, 2006) represent valid indicators of faking on a Five-Factor personality questionnaire. These scales represent recent advances in measurement ...
Abstract. Having access to information on personality tests might make faking of personality tests easier because applicants are not hindered by incorrect assumptions about the scoring. Thus, this experiment tests whether very briefly ...
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’ ...
Abstract. Faking has been a concern in selection research for many years. Many studies have examined faking in questionnaires while far less is known about faking in selection exercises with higher fidelity. This study applies the theory ...
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 ...
Abstract. Research suggests that early impressions influence employment interview outcomes. A highly controlled experiment examined the effects of pre-interview qualifications information and early applicant impression management behavior ...