2012
DOI: 10.1111/ijsa.12007
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What is in Applicants' Minds When They Fill Out a Personality Test? Insights from a qualitative study

Abstract: Many practitioners fear that applicants will fake if they are asked to fill out a personality test. Although this fear has inspired much research, it remains unknown what applicants think when they fill out a questionnaire. Thus, we conducted a qualitative interview study that was guided by grounded theory principles. We interviewed (a) real applicants directly after filling out a personality test; (b) real applicants who had filled out a personality test in their past job hunt; (c) hypothetical job applicants… Show more

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Cited by 38 publications
(49 citation statements)
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“…Also, in response to Morgeson et al (), Tett and Christiansen () confirmed the usability of personality tests irrespective of assessment situations. Further in a qualitative study, Konig, Merz, and Trauffer () indicated inconclusiveness of research findings questioning validity issues related to situation biases. We believe that due to the awareness of the participants about the purpose of the study and absolute volunteerism, faking tendencies may not have triggered (Bipp, ).…”
Section: Limitations and Directions For Future Researchmentioning
confidence: 99%
“…Also, in response to Morgeson et al (), Tett and Christiansen () confirmed the usability of personality tests irrespective of assessment situations. Further in a qualitative study, Konig, Merz, and Trauffer () indicated inconclusiveness of research findings questioning validity issues related to situation biases. We believe that due to the awareness of the participants about the purpose of the study and absolute volunteerism, faking tendencies may not have triggered (Bipp, ).…”
Section: Limitations and Directions For Future Researchmentioning
confidence: 99%
“…The final full structural model also fitted the data well (χ 2 [71] = 76.004, p = .319, RM SEA = .020, CF I = .980, SRM R = .054). The final full structural model with the standardized path coefficients, and explained variances of the criteria is depicted in Figure 1.…”
Section: Resultsmentioning
confidence: 93%
“…The measurement model of the predictor variables (χ 2 [11] = 17.655, p = .09, RM SEA < .01, CF I > .99, SRM R = .042) and the criterion variables (χ 2 [8] = 6.651, p = .575, RM SEA < .01, CF I > .99, SRM R = .029) fitted the data well. The final full structural model also fitted the data well (χ 2 [71] = 76.004, p = .319, RM SEA = .020, CF I = .980, SRM R = .054).…”
Section: Resultsmentioning
confidence: 99%
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“…One main difference between slight and extreme faking is how applicants position themselves between their true self-image and the perceived ideal applicant profile. Quantitative (Zickar et al, 2004) and qualitative research (König, Merz, & Trauffer, 2012;Robie et al, 2007) has identified different response patterns and faking strategies. While applicants who fake slightly tend to make a compromise still reflecting their true self, applicants who fake extremely try to meet the ideal profile (Robie et al, 2007).…”
Section: The Current State Of Faking Theorymentioning
confidence: 99%