Faking personality profiles on a standard personality inventory

Krahé, Barbara

doi:10.1016/0191-8869(89)90007-x

Cited by 14 publications

(9 citation statements)

References 16 publications

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“…The results suggest that standard personality questionnaires, such as the NEO-FFI, are sufficiently transparent for participants to enable them to custom tailor their responses to particular items in line with what they perceive as the demands of the test-taking situation, leaving the remaining scales unaffected. These findings are similar to earlier results with another widely used personality questionnaire, the Freiburger Persönlichkeitsinventar (FPI), where participants were able to fake their responses to a particular scale 'on demand' (Krahé, 1989).…”

Section: Discussionsupporting

confidence: 89%

“…The pattern of correlations partly overlaps with the findings from Study 1 in showing that the negative relationship between extraversion and neuroticism in the control condition (and also in the norm population) completing the NEO-FFI under standard instructions is attenuated by the experimental manipulations triggering response distortions on the extraversion scale. (FPI), where participants were able to fake their responses to a particular scale 'on demand' (Krahé, 1989).…”

Section: Priming Effectsmentioning

confidence: 99%

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Contextual cues as a source of response bias in personality questionnaires: The case of the NEO‐FFI

2008

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Two experiments demonstrated the susceptibility of a standard personality inventory to response bias elicited by contextual cues. In Study 1, participants who completed the NEO-FFI in a simulated application for a job stereotypically associated with extraversion (a journalist) scored higher on the extraversion scale than those who completed it under standard instructions. The increase occurred in response to the job label 'journalist' and in response to a job description stressing extraversion-related qualities. In Study 2, a priming procedure was used to elicit cognitive response distortions. Participants exposed to an extraverted stimulus person scored higher on extraversion than participants completing the NEO-FFI under standard instructions. No effects were found on the remaining scales of the NEO-FFI.

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Section: Discussionsupporting

confidence: 89%

Section: Priming Effectsmentioning

confidence: 99%

Contextual cues as a source of response bias in personality questionnaires: The case of the NEO‐FFI

2008

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“…However, companies have been reluctant to include personality instruments in their programs ; instead, they primarily use ability tests and interviews. One reason for this reluctance is the possibility of faking on personality measures. Past research has established that respondents are able to significantly distort scores on a wide variety of personality measures (e.g., Gillis, Rogers, & Dickes, 1990;Krahe, 1989). Respondents who are instructed to answer personality measures in a pattern that will present themselves in a favorable light typically receive higher scores than respondents instructed to answer honestly or than those given no instructions.…”

mentioning

confidence: 99%

Detecting Faking on a Personality Instrument Using Appropriateness Measurement

Zickar

Drasgow

1996

Applied Psychological Measurement

122

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Research has demonstrated that people can and often do consciously manipulate scores on personality tests. Test constructors have responded by using social desirability and lying scales in order to identify dishonest respondents. Unfortunately, these approaches have had limited success. This study evaluated the use of appropriateness measurement for identifying dishonest respondents. A dataset was analyzed in which respondents were instructed either to answer honestly or to fake good. The item response theory approach classified a higher number of faking respondents at low rates of misclassification of honest respondents (false positives) than did a social desirability scale. At higher false positive rates, the social desirability approach did slightly better. Implications for operational testing and suggestions for further research are provided. Index terms: appropriateness measurement, detecting faking, item response theory, lying scales, person fit, personality measurement.

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“…U okviru istraživanja u simuliranim uvjetima uspoređuju se odgovori na upitnicima ličnosti u situaciji iskrenog odgovaranja i uvjeta u kojem su ispitanici instruirani da se prikažu u najboljem svjetlu ili "odglume" zadane osobine ličnosti. U jednom od takvih istraživanja Krahé (1989) je ustanovila da kod ljudi postoji sklonost naglašavanja određenih karakteristika ličnosti koje su u skladu s njihovom percepcijom idealnog zaposlenika. Do iskrivljavanja odgovora dolazi i u situacijama stvarne profesionalne selekcije iako u nešto manjoj mjeri (Smith, Ellingson, 2002).…”

Section: Uvodunclassified

Socijalno poželjno odgovaranje i vrijeme latencije u kontekstu selekcijskoga postupka pri zapošljavanju

Fiškuš

Švegar

2018

Zb. Veleuč. Rij. (Online)

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Socijalno poželjno odgovaranje definira se kao sistematska tendencija davanja pretjerano pozitivnih samoprocjena i često se potvrđuje prilikom selekcijskog postupka. Cilj je ovog istraživanja bio utvrditi postoji li razlika u davanju socijalno poželjnih odgovora i u brzini odgovaranja između osoba koje se prijavljuju na natječaj za posao i kontrolne skupine ispitanika. Uzorak se sastojao od ukupno 252 ispitanika. Eksperimentalna skupina brojila je 94 kandidata koji se za posao prijavljuju na profesionalnoj društvenoj mreži (<a target="_blank" rel="nofollow" href="http://www.linkedin.com">www.linkedin.com</a>) i jednom domaćem portalu (<a target="_blank" rel="nofollow" href="http://www.bika.net">www.bika.net</a>), na kojem se oglašavaju slobodna radna mjesta, dok je u kontrolnoj skupini bilo 158 sudionika koji su odgovarali na ista pitanja kao i kandidati za posao. Web-upitnik se sastojao od ukupno 36 čestica preuzetih iz Eysenckove skale laži i Paulhusove skale samozavaravanja. Multivarijantnom analizom varijance ustanovljeno je da kandidati prilikom prijave za posao daju više socijalno poželjnih odgovora te da odgovaraju sporije u odnosu na sudionike iz kontrolne grupe. Rezultati diskriminantne analize sugeriraju da bi se vrijeme latencije moglo koristiti kao indikator socijalno poželjnog odgovaranja. Razmotrene su implikacije i prijedlozi za buduća istraživanja.

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Faking personality profiles on a standard personality inventory

Cited by 14 publications

References 16 publications

Contextual cues as a source of response bias in personality questionnaires: The case of the NEO‐FFI

Contextual cues as a source of response bias in personality questionnaires: The case of the NEO‐FFI

Detecting Faking on a Personality Instrument Using Appropriateness Measurement

Socijalno poželjno odgovaranje i vrijeme latencije u kontekstu selekcijskoga postupka pri zapošljavanju

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