Exploring how response distortion of personality measures affects individuals

Stewart, Greg L.; Darnold, Todd C.; Zimmerman, Ryan D.; Barrick, Murray R.; Parks, Laura; Dustin, Susan

doi:10.1037/e518442013-299

Cited by 7 publications

(6 citation statements)

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“…Because of the risks that are associated with applicant faking, identifying the antecedents of faking is not only of theoretical importance but is also a practical concern of organisations (Arthur, Glaze, Villado, & Taylor, ; Stewart, Darnold, Zimmerman, Parks, & Dustin, ). Theoretical models of faking (Ellingson & McFarland, ; Goffin & Boyd, ; Levashina & Campion, ; Marcus, ; McFarland & Ryan, ; Tett & Simonet, ) as well as empirical investigations (e.g.…”

Section: Introductionmentioning

confidence: 99%

When Winning is Everything: The Relationship between Competitive Worldviews and Job Applicant Faking

Roulin

Krings

2016

Applied Psychology

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Job applicant faking, that is, consciously misrepresenting information during the selection process, is ubiquitous and is a threat to the usefulness of various selection tools. Understanding antecedents of faking is thus of utmost importance. Recent theories of faking highlight the central role of various forms of competition for understanding why faking occurs. Drawing on these theories, we suggest that the more applicants adhere to competitive worldviews (CWs), that is, the more they believe that the social world is a competitive, Darwinian‐type of struggle over scarce resources, the more likely they are to fake in employment interviews. We tested our hypothesis in three independent studies that were conducted in five different countries. Results show that CWs are strongly associated with faking, independently of job applicants’ cultural and economic context. More specifically, applicants’ CWs explain faking intentions and self‐reported past faking above and beyond the Dark Triad of personality (Study 1), competitiveness and the six facets of conscientiousness (Study 2). Also, when faking is measured using a response randomisation technique to control for social desirability, faking is more prevalent among applicants with strong vs. less strong CWs (Study 3). Taken together, this research demonstrates that competition is indeed strongly associated with undesirable applicant behaviors.

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Section: Introductionmentioning

confidence: 99%

When Winning is Everything: The Relationship between Competitive Worldviews and Job Applicant Faking

Roulin

Krings

2016

Applied Psychology

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“…But the extent to which interviewers' decisions may be biased by applicants' IM depends on how interviewers' perceive these behaviors and use them when evaluating applicants. Indeed, applicants' deception is an important concern of organizations ( Arthur et al, 2010;Stewart et al, 2010) and interviewers want to know the truth about applicants' qualities (Vrij, Granhag and Porter, 2010). Yet research on this issue is still limited.…”

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confidence: 99%

Interviewers' perceptions of impression management in employment interviews

Roulin

Bangerter

Levashina

2014

Journal of Managerial Psychology

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Structured Abstract:Purpose -Applicants often use impression management (IM) in employment interviews, and such tactics can considerably influence interviewers' evaluations of their performance. Yet, little research has examined interviewers' perceptions of such behaviors. This paper aims to examine if interviewers' perceptions of various IM behaviors converge with applicants' selfreports and the impact of interviewers' IM perceptions on interview outcomes.Design/methodology/approach -Findings are based on data from a field study of 164 real employment interviews conducted in recruiting agencies in Switzerland. Findings -Interviewers' perceptions do not converge with self-reported applicant IM.Interviewers' perceptions of self-promotion and perceived applicant transparency are positively related to interview evaluations, while perceptions of slight image creation tactics are negatively related to interview evaluations. Perceptions of deceptive ingratiation, image protection, and extensive image creation were not related to evaluations.Practical implications -It may not be that easy for interviewers to identify when applicants use IM, partly because they may be prone to overconfidence in their judgments and may (wrongly) believe they can "see through the applicant". Also, what may actually matter in interviews is not the impression applicants think they are making, but interviewers' perceptions of applicant IM.Originality/value -This study investigates interviewers' perceptions in addition to applicants' self-reports of five types of IM in real employment interviews, and how such perceptions are related to interview outcome.

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“…While both personality questionnaires and integrity test are shown to be ‘fakeable’ (Viswesvaran & Ones, , Alliger & Dwight, ), current findings suggest that the CRT‐A is resistant to faking as long as the respondents do not know the test's true measurement object (i.e., aggression, LeBreton et al, ). That might be a significant comparative advantage of the CRT‐A over personality questionnaires/integrity tests in selection considering that current research suggests that faking occurs in personnel selection (Griffith, Chmielovski & Joshita, ; Galić, Jerneić & Parmač Kovačić, ), and affects the validity and fairness of selection decisions (Stewart, Darnold, Zimmerman, Parks, & Dustin, ).…”

Section: Discussionmentioning

confidence: 98%

Conditional Reasoning Test for Aggression: Further evidence about incremental validity

Galić

2016

Int J Selection Assessment

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The Conditional Reasoning Test for Aggression has shown significant correlations with various counterproductive work behaviors (CWBs) and seems to be potentially very useful for screening out applicants inclined to deviant behaviors at work. However, there is a lack of research testing its overlap with other personality determinants of CWBs. In this article, we report the results of three studies testing incremental validity of the Conditional Reasoning Test for Aggression (CRT‐A). Our results have shown that the CRT‐A was mostly unrelated to the Dark Triad traits (Study 1), the HEXACO traits (Study 2), or trait self‐control (Study 3). However, the CRT‐A score was still a significant predictor of CWBs‐related attitudes (Study 1) and self‐reported interpersonal and organizational deviance (Study 3).

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Exploring how response distortion of personality measures affects individuals

Cited by 7 publications

References 0 publications

When Winning is Everything: The Relationship between Competitive Worldviews and Job Applicant Faking

When Winning is Everything: The Relationship between Competitive Worldviews and Job Applicant Faking

Interviewers' perceptions of impression management in employment interviews

Conditional Reasoning Test for Aggression: Further evidence about incremental validity

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