Forced-Choice Personality Tests: A Measure of Personality and Cognitive Ability?

Vasilopoulos, Nicholas L.; Cucina, Jeffrey M.; Dyomina, Natalia V.; Morewitz, Courtney L.; Reilly, Richard R.

doi:10.1207/s15327043hup1903_1

Cited by 79 publications

(79 citation statements)

References 58 publications

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“…A second group of methods is more proactive as they aim to prevent faking. One approach has consisted of using warnings that fakers can be identified and will be penalized (Becker & Colquitt, 1992;Dwight & Donovan, 2003;Pace & Borman, 2006;Vasilopoulos, Cucina, Dyomina, Morewitz, & Reilly, 2006). So far, the empirical evidence showed only meager effects [around .25 standard deviations (SDs)] for a combination of identification-only and consequences-only warnings on predictor scores and faking scale scores (Dwight & Donovan, 2003).…”

Section: Overview Of Approaches To Detect or Control Fakingmentioning

confidence: 99%

Impact of Elaboration on Responding to Situational Judgment Test Items

Lievens

Peeters

2008

Int J Selection Assessment

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Although faking has been identified as a potential problem in situational judgment tests (SJTs), no studies have investigated proactive approaches for controlling faking in SJTs. Therefore, this study examined the impact of elaboration on responding to SJT items. Elaboration was operationalized as reason-giving. Two hundred and forty-seven master students were assigned to either an honest or a fake condition, and to a non-elaboration or an elaboration condition. Results showed that elaboration decreased the effect of faking for items with high familiarity. Elaboration on familiar items also decreased the percentage of fakers in the top of the distribution. Next, participants in the elaboration condition rated the SJT significantly higher in terms of allowing them to present themselves more realistically and to demonstrate their knowledge, skills, and abilities. Finally, there were no significant differences in participants' satisfaction with the SJT across the elaboration and non-elaboration condition.

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Section: Overview Of Approaches To Detect or Control Fakingmentioning

confidence: 99%

Impact of Elaboration on Responding to Situational Judgment Test Items

Lievens

Peeters

2008

Int J Selection Assessment

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“…Cognitive ability tests generally elicit more positive responses from job applicants because of the perceived scientific validity of these tests (Lievens et al, 2003) and the use of concrete test items instead of abstract test items (as was the case in this study) (Gilliland & Steiner, 2012). The three-option forced-choiceitem format of the personality test that was applied in this study can be considered less laborious and cognitively challenging than a four-option format as far as making choices is concerned, leading to less anxiety and a more positive experience of the testing process (Vasilopoulos, Cucina, Dyomina, Morewitz & Reilly, 2006). The research finding of Hausknecht et al (2004) that applicants' perceptions of tests are not related to their personal characteristics (i.e.…”

Section: Outline Of the Resultsmentioning

confidence: 95%

Job applicants’ attitudes towards cognitive ability and personality testing

Visser

Schaap

2017

SA j. hum. resour. manag.

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Orientation: Growing research has shown that not only test validity considerations but also the test-taking attitudes of job applicants are important in the choice of selection instruments as these can contribute to test performance and the perceived fairness of the selection process.Research purpose: The main purpose of this study was to determine the test-taking attitudes of a diverse group of job applicants towards personality and cognitive ability tests administered conjointly online as part of employee selection in a financial services company in South Africa.Motivation for the study: If users understand how job applicants view specific test types, they will know which assessments are perceived more negatively and how this situation can potentially be rectified.Research design, approach and method: A non-experimental and cross-sectional survey design was used. An adapted version of the Test Attitude Survey was used to determine job applicants’ attitudes towards tests administered online as part of an employee selection process. The sample consisted of a group of job applicants (N = 160) who were diverse in terms of ethnicity and age and the educational level applicable for sales and supervisory positions.Main findings: On average, the job applicants responded equally positively to the cognitive ability and personality tests. The African job applicants had a statistically significantly more positive attitude towards the tests than the other groups, and candidates applying for the sales position viewed the cognitive ability tests significantly less positively than the personality test.Practical and managerial implications: The choice of selection tests used in combination as well as the testing conditions that are applicable should be considered carefully as they are the factors that can potentially influence the test-taking motivation and general test-taking attitudes of job applicants.Contribution: This study consolidated the research findings on the determinants of attitudinal responses to cognitive ability and personality testing and produced valuable empirical findings on job applicants’ attitudes towards both test types when administered conjointly

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“…Individuals with greater cognitive ability are better able to analyze and fake good on forced-choice inventories (Christiansen, Burns, and Montgomery, 2005), raising questions about whether cognitive ability confounds forced-choice integrity test results. To address this issue, researchers can control for cognitive ability when assessing forced-choice integrity tests (Vasilopoulos et al, 2006). Other research suggests that forced-choice formats do not demonstrate sufficient resistance to faking in comparison to single-stimulus formats and thus are not a viable alternative for controlling faking (Heggestad et al, 2006).…”

Section: Faking Goodmentioning

confidence: 99%

Assessing the Use of Employment Screening for Sexual Assault Prevention

Matthews¹

2017

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Forced-Choice Personality Tests: A Measure of Personality and Cognitive Ability?

Cited by 79 publications

References 58 publications

Impact of Elaboration on Responding to Situational Judgment Test Items

Impact of Elaboration on Responding to Situational Judgment Test Items

Job applicants’ attitudes towards cognitive ability and personality testing

Assessing the Use of Employment Screening for Sexual Assault Prevention

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