Deception and Applicant Faking: Putting the Pieces Together

Kim, Brian H.

doi:10.1002/9781119992592.ch7

Cited by 5 publications

(6 citation statements)

References 307 publications

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“…For current study purposes as well as additional ongoing research in this area, we developed resume fraud scales using Hinkin's (1998) procedures and several additional samples (Henle, Dineen, & Duffy, 2014). For this study, we specifically focused on commissive resume fraud dimensions (i.e., embellishing or fabricating information on one's resume; Kim, 2011;Wood, Schmidtke, & Decker, 2007). Our operationalization follows traditional definitions of lying which the Oxford English Dictionary defines as "a false statement made with the intent to deceive."…”

Section: Methodsmentioning

confidence: 99%

“…Envy unpleasantly and painfully threatens the core of one's professional identity (Duffy, Scott, Shaw, Tepper, & Aquino, 2012;Smith, 2004;Vidaillet, 2007) and is a call to action that likely prompts compensatory behaviors when it occurs in a crucial domain such as job search. Research in the broader social and organization literature suggests that envy may evoke deviant responses such as sabotage, revenge and counterproductive work behavior, as well as constructive responses such as increased effort and performance (Duffy, Shaw, & Schaubroeck, 2008;Smith & Kim, 2007;van de Ven, Zeelenberg, & Pieters, 2009, 2011. In the job search domain, while several applied sources cast envy as one of the "seven deadly sins of job searching" (CollegeRecruiter, 2009;Phillips, 2014;Surban, 2013), other sources note its potential positive effects, such as enhanced effort and persistence (e.g., Martin, 2013).…”

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confidence: 99%

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Green by Comparison: Deviant and Normative Transmutations of Job Search Envy in a Temporal Context

Dineen

Duffy

Henle

et al. 2017

AMJ

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We propose a novel temporal-based theory of how a painful social comparative emotion-job search envy-transmutes as deviant or normative job search behaviors (resume fraud or search effort). We theorize that as job searches progress across time or discrete events, temporal-based pressure increases via perceptions that situations are less changeable or more critical, propelling envious job seekers toward deviant rather than normative search behavior. We propose that market-based pressure, deriving from employment opportunity perceptions, further moderates these effects. In a first study of unemployed job seekers, after more search time passes, job search envy relates to deviant search behavior. Market pressure further qualifies this relationship, although contrary to our prediction, lower market pressure exacerbates rather than attenuates the relationship. Study 2, a two-year study of graduate students engaged in internship and full-time job searches, focuses on event-based temporal pressure and mostly replicates the Study 1 findings. It also indicates that under lower event and market pressures, job seekers expend more effort but do not commit resume fraud in response to job search envy. Overall, we conclude that job search envy transmutes differently depending on temporal-and market-based contingencies and discuss future research possibilities.

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Section: Methodsmentioning

confidence: 99%

mentioning

confidence: 99%

Green by Comparison: Deviant and Normative Transmutations of Job Search Envy in a Temporal Context

Dineen

Duffy

Henle

et al. 2017

AMJ

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“…According to Henle et al (2019), resume fraud can be defined as intentional misrepresentation of information on a resume in an effort to present oneself more favorably than is accurate. It can be "commissive" and "omissive" (Kim, 2011). On one hand, commissive misrepresentation introduces false information into the resume, which can be an exaggeration, stretching or distorting the truth, or a lie that is just a falsehood with no truth at all.…”

Section: The Nature Of Resume Fraudmentioning

confidence: 99%

“…Though an applicant rarely prepares a fraudulent resume with a malicious intent but to increase his or her chance of attaining a job position, it disadvantages other qualified applicants who report truthfully on their resumes. For organizations, it creates great problems by increasing hiring and training costs in case fraudsters are terminated or replaced, breeding poor performance leading to project delay when the incumbents really lack those job-related skills or experience, and subjecting the employer to legal claims related to negligent hiring (Bible, 2012;Kim, 2011). To counteract the trend, it is important that researchers identify factors related to resume misrepresentation so that effective preventive or deterrence measures can be planned.…”

Section: Introductionmentioning

confidence: 99%

Rational Choice, Personal Norms, Social Norms and Intention to Commit Resume Fraud

Man¹,

He²,

Cheung³

2020

IJSSR

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Referring to rational choice theory, theory of planned behavior, situational action theory, and model of frame selection, the study examines the effects of rational choice variables, social (subjective) norms, and personal (moral) norms on a sample of 286 associate degree graduants’ intention to misrepresent information on their resumes with a view to identifying ways to curb the problem. Participants were asked to indicate their likelihood of fabricating, embellishing, and omitting information on their resumes in response to a hypothetical recruitment advertisement. Their perceived benefits/costs of resume fraud as well as the respective probabilities of occurrence, perceived social norms and personal norms were measured. Results found that only perceived benefits (but not perceived costs or the probabilities of occurrence) and personal norms (but not social norms) had direct effects on intention to commit resume fraud. The findings suggest that while job applicants are utilitarian, their rationality is bounded, and they only use limited information in making relevant decisions. Personal norms also moderated the effect of perceived benefits on resume fraud, with effect of perceived benefits much weakened among those with higher personal norms. The results cast doubt on the use of deterrence measures to curb resume fraud. On the other hand, the importance of business ethics education is highlighted.

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“…Over the past eight volumes of our editorship, we have striven to maintain IRIOP's position as the premier outlet for the publication of comprehensive, critical reviews of the literature spanning the full spectrum of established and emerging topics that compose the diverse and eclectic I‐O Psychology/OB field. Continuing the tradition of the first two decades of the series, we commissioned purposefully a judicious mix of contributions from established experts, reflecting the rich diversity of advances occurring both within the mainstream and at the leading‐edge of the field, from applications and extensions of social identity theory (Haslam & Ellemers, ) and attribution theory (Martinko, Douglas, & Harvey, ) in I‐O Psychology, to advances in the science of performance appraisal (Latham & Mann, ) and personnel selection (Kim, ; Macan & Merritt, ; Ployhart, ; Viswesvaran & Ones, ), to leadership (Avolio & Chan, ; Martin, Epitropaki, Thomas, & Topakas, ; Shondrick & Lord, ) and cognitive‐affective processes in the workplace (Ashkanasy & Ashton‐James, ; Dane & Pratt, ; DeShon & Rench, ; Latham & Locke, ; Rafaeli, Ravid, & Cheshin, ; Uitdewilligen, Waller, & Zijlstra, ), to the analysis of cultural variations in individual job performance (Bhagat, Van Scotter, Steverson, & Moustafa, ) and the challenges of international management for I‐O psychology (Sparrow, ), to the contribution of I‐O psychology to mitigating the gamut of health, safety, and security issues pervading the contemporary workplace (e.g. Bitzer, Chen, & Johnston, ; Burke, Holman, & Birdi, ; Daniels, ; Tetrick & Ford, ).…”

mentioning

confidence: 99%

Change and continuity in the advancement of (scholarly) knowledge and its dissemination

Hodgkinson

Ford

2013

J Organ Behavior

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Summary This issue comprises the inaugural IRIOP Annual Review Issue, following the incorporation of the International Review of Industrial and Organizational Psychology (IRIOP) into the Journal of Organizational Behavior (JOB). In this editorial, we explain our rationale for transforming the IRIOP series from a long‐established, highly successful invitation‐only edited volume to a double‐blind, peer reviewed issue of the JOB, and outline our vision for its continuing development as the leading outlet for the publication of critical, state‐of‐the‐art overviews and commentary on established knowledge and developments at the forefront of the field. In so doing, we clarify the sorts of contributions we are looking to publish, exemplified by the seven papers appearing in this first issue. Copyright © 2013 John Wiley & Sons, Ltd.

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Deception and Applicant Faking: Putting the Pieces Together

Cited by 5 publications

References 307 publications

Green by Comparison: Deviant and Normative Transmutations of Job Search Envy in a Temporal Context

Green by Comparison: Deviant and Normative Transmutations of Job Search Envy in a Temporal Context

Rational Choice, Personal Norms, Social Norms and Intention to Commit Resume Fraud

Change and continuity in the advancement of (scholarly) knowledge and its dissemination

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