A Model of Faking Likelihood in the Employment Interview

Levashina, Julia; Campion, Michael A.

doi:10.1111/j.1468-2389.2006.00353.x

Cited by 173 publications

(383 citation statements)

References 144 publications

(205 reference statements)

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“…The higher the extraversion score, the higher the motivation to fake. These findings are consistent with Levashina and Campion (2006) that extraversion can lead to faking action.…”

Section: Hypotheses Testingsupporting

confidence: 91%

“…A previous research by Levashina & Campion (2006) showed that faking is a function of capacity, willingness, and opportunity to fake. Levashina and Campion (2006) also mentioned that some other structures or components may increase the faking.…”

Section: Introductionmentioning

confidence: 98%

“…Levashina and Campion (2006) also mentioned that some other structures or components may increase the faking. However, the prior study has not yet determined any other components that may improve the action of faking.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Relations Between Big Five Personalities, Motivation to Fake, and Applicant Faking Behavior

Prasmara¹,

Wijaya²

2017

jmk

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The action of faking is often done by applicants in the process of recruitment and selection of new employees with the purpose to impress an employer. The aim of this study is to integrate the big five personalities, faking motivation, and faking behavior. That is, the personality dimensions of applicants based may be the source of faking motivation, in turn, faking behavior. The data were gathered by questionnaires done toward 200 applicants. Data analysis was conducted using a Structural Equation Modelling (SEM) in the AMOS 22. Results showed that in the five major categories of personalities, there was a dimension that was not significantly related to motivation to fake, i.e., neuroticism, while openness and extraversion positively influenced motivation to fake. The other dimensions, conscientiousness and agreeableness, showed negative effects on motivation to fake. Finally, motivation to fake showed a positive effect on applicants' faking behavior.

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“…The higher the extraversion score, the higher the motivation to fake. These findings are consistent with Levashina and Campion (2006) that extraversion can lead to faking action.…”

Section: Hypotheses Testingsupporting

confidence: 91%

Section: Introductionmentioning

confidence: 98%

See 1 more Smart Citation

Relations Between Big Five Personalities, Motivation to Fake, and Applicant Faking Behavior

Prasmara¹,

Wijaya²

2017

jmk

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“…D. Maurer et al, 1999) or choices (e.g., Janz, 1989). Making interviewees explicitly aware of an interview's requirements, however, might tempt them to say whatever they were made to believe the interviewers wanted to hear-even though these answers might bear no relation to the behavior exhibited once interviewees actually face the situations described (Levashina & Campion, 2006).…”

Section: Consequences Of Interview Transparency On Criterion-related mentioning

confidence: 99%

Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

et al. 2008

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Although researchers agree on the use of structured interviews in personnel selection, past research has been undecided on whether these interviews need to be conducted nontransparently (i.e., without giving interviewees any indication of the evaluated criteria) or transparently (i.e., by revealing to interviewees the dimensions assessed in the interview). This article presents two independent studies examining the effects of interview transparency on interviewees' performance and on the interview's construct and criterion-related validity in the context of an application training program. Results from both Study 1 (N = 123) and Study 2 (N = 269) indicate an improvement in interviewees' performance under transparent interview conditions. Both studies further support the assumption that transparent interviews show satisfactory construct validity, whereas nontransparent interviews do not. Moreover, Study 2 showed no significant difference between the interview's criterion-related validity under transparent versus nontransparent conditions. Implications and directions for future research are discussed.

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“…Qualitative Studien zu Faking belegen, dass Personen in denselben Situationen unterschiedlich faken (Hell & Schuler, 2005) und aussagekräftig sind -sind für Faking anfällig (Levashina & Campion, 2006;Levashina & Campion, 2007). Sogar bei Integritätstests und Tests mit biographischen Inhalten konnte Faking nachgewiesen werden .…”

Section: Theoretischer Hintergrundunclassified

Using Personality Measures for Selection Decisions: Predictive Utility and Applicants' Faking Behaviour (Thesis)

Krammer¹

2018

Preprint

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Aim of this publication-based dissertation was to scrutinize the use of personality measures for selection decisions. This was done in three studies examining personality measures used for selection decisions to teacher education. First, Study 1 evaluated the predictive utility of personality measures for differentiated facets of academic achievement. In accordance with a large body of research, personality measures retained their predictive utility over and above other determinants of academic achievement. With Study 1 supporting the usefulness of personality measures for predicting future academic achievement in the academic field examined, Study 2 then addressed the prevalence of applicants' faking behaviour on the personality scales used for selection decisions. Study 2 showed that applicants increased their raw mean test scores in nearly all personality scales examined, and that applicants' faking behaviour could detrimentally affect applicants' rank order. Based on the findings of Study 2, Study 3 aimed to shed light on the effects of applicants' faking behaviour on the psychometric properties of the personality scales. Measurement invariance analyses revealed that applicants primarily faked by increasing their responses to selected items. The more heterogeneously the responses were increased, the more measurement properties were detrimentally affected. As the synopsis of the three studies, theoretical and practical implications for the use of personality measures for selection decisions are discussed.

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A Model of Faking Likelihood in the Employment Interview

Cited by 173 publications

References 144 publications

Relations Between Big Five Personalities, Motivation to Fake, and Applicant Faking Behavior

Relations Between Big Five Personalities, Motivation to Fake, and Applicant Faking Behavior

Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

Using Personality Measures for Selection Decisions: Predictive Utility and Applicants' Faking Behaviour (Thesis)

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