The influence of job familiarity and impression management on self-report measure scale scores and response latencies.

A situational judgment test (SJT) and a Big 5 personality test were administered to 203 participants under instructions to respond honestly and to fake good using a withinsubjects design. Participants indicated both the best and worst response (i.e., Knowledge) and the most likely and least likely response (i.e., Behavioral Tendency) to each situation. Faking effect size for the SJT Behavioral Tendency response format was (d 5 .34) when participants responded first under honest instructions and (d 5 .15) when they responded first under faking instructions. Those for the Big 5 dimensions ranged from d 5 .26 to d 5 1.0. For the Knowledge response format results were inconsistent. Honest condition Knowledge SJT scores were more highly correlated with cognitive ability (r 5.56) than were Behavioral Tendency SJT scores (r 5.38). Implications for researchers and practitioners are discussed.

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Effects of Response Instructions on Faking a Situational Judgment Test

Nguyen

Biderman²,

McDaniel

2005

Int J Selection & Assessment

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Toward a New Method of Detecting Deliberately Faked Personality Tests: The use of idiosyncratic item responses

Kuncel

Borneman

2007

Int J Selection Assessment

127

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This study presents a new method for developing faking detection scales based on idiosyncratic item-response patterns. Two scoring schemes based on this approach strongly differentiated between scores obtained under honest vs directed faking conditions in cross-validation samples (r pb ¼ .45 and .67). This approach is shown to successfully classify between 20% and 37% of faked personality measures with only a 1% false positive rate in a sample comprised of 56% honest responses. Of equal importance, this method does not result in a scale that meaningfully correlates with personality or cognitive ability tests. This study raises many questions about both the source and generalizabiltiy of the effect. Key directions for future research and improved scale development that may limit or enhance the utility of the idiosyncratic item-response method are discussed.

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Lying Person‐to‐person About Life Events: A Cognitive Framework for Lie Detection

Walczyk

Schwartz

Clifton

et al. 2005

Personnel Psychology

116

137

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Undetected lies of prospective or current employees cost business billions of dollars annually. The ability to detect these lies would be of immense benefit. Several recent reports have called for research on new, theoretically based methods of lie detection. In response, we tested the Activation-Decision-Construction Model of lying (Walczyk, Roper, Seeman, & Humphreys, 2003) according to which response time is a cue to deception. Participants were tested person-to-person. In Experiment 1, half lied to questions probing recent episodic memories. The other half answered honestly. Liar-truth teller response time differences were observed between subjects. Discriminant analyses demonstrated the value of response time for uncovering deceit. Those highest in social skills were the quickest liars. In Experiment 2, lying was shown to take longer than truth telling within subjects, and within-subject response time standard deviations were shown to be converging cues to deception. Based on these data and the ADCM, a Time-Restricted Integrity Confirmation (Tri-Con) framework for lie detection is proposed that might one day provide cost effective lie detection for business. The Costs to Business of Undetected Lies

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The influence of job familiarity and impression management on self-report measure scale scores and response latencies.

Cited by 6 publications

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Effects of Response Instructions on Faking a Situational Judgment Test

Effects of Response Instructions on Faking a Situational Judgment Test

Toward a New Method of Detecting Deliberately Faked Personality Tests: The use of idiosyncratic item responses

Lying Person‐to‐person About Life Events: A Cognitive Framework for Lie Detection

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