Human Lie-Detection Performance: Does Random Assignment versus Self-Selection of Liars and Truth-Tellers Matter?

Deception research has been criticized for its common practice of randomly allocating senders to truth-telling and lying conditions. In this study, we directly compared receivers’ lie-detection accuracy when judging randomly assigned vs. self-selected truth-tellers and liars. In a trust-game setting, half of the senders (n = 16) were instructed to lie or tell the truth (random assignment), whereas the other half (n = 16) chose to lie or tell the truth of their own accord (self-selection). We hypothesized that receivers (N = 200) would discriminate more accurately between self-selected liars and truth-tellers when using a feeling-focused (vs. detail-focused) detection strategy, and discriminate more accurately between randomly assigned liars and truth-tellers when using a detail-focused (vs. feeling-focused) detection strategy. Accuracy rates did not vary as a function of veracity assignment or detection strategy, failing to support the claim that random assignment of liars and truth-tellers alters the detectability of deception.

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Self-Selection of Peers and Performance

Management Science ◽

10.1287/mnsc.2021.4267 ◽

2021 ◽

Author(s):

Lukas Kiessling ◽

Jonas Radbruch ◽

Sebastian Schaube

Keyword(s):

Standard Deviation ◽

Field Experiment ◽

Peer Effects ◽

Individual Performance ◽

Random Assignment ◽

Self Selection ◽

Multiple Characteristics ◽

Framed Field Experiment ◽

And Performance ◽

Selection Of

This paper studies how the presence of peers and different peer assignment rules—self-selection versus random assignment—affect individual performance. Using a framed field experiment, we find that the presence of a randomly assigned peer improves performance by 28% of a standard deviation (SD), whereas self-selecting peers induces an additional 15%–18% SD improvement in performance. Our results document peer effects in multiple characteristics and show that self-selection changes these characteristics. However, a decomposition reveals that variations in the peer composition contribute only little to the performance differences across peer assignment rules. Rather, we find that self-selection has a direct effect on performance. This paper was accepted by Yan Chen, decision analysis.

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Fit and Congruency

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000233 ◽

2019 ◽

Vol 18 (3) ◽

pp. 148-156

Author(s):

Mary Hogue ◽

Lee Fox-Cardamone ◽

Deborah Erdos Knapp

Keyword(s):

Role Theory ◽

Social Role ◽

Gender Diversity ◽

Job Fit ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Working Adults ◽

Role Congruity ◽

Self Selection ◽

Selection Of

Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into gender-congruent jobs. Such self-selection contributes to a lack of gender diversity across a variety of occupations. We use person-job fit and the role congruity perspective of social role theory to explore job pursuit intentions. We present research from two cross-sectional survey studies (520 students, 174 working adults) indicating that at different points in their careers women and men choose to pursue gender-congruent jobs. For students, the choice was mediated by value placed on the job’s associated gender-congruent outcomes, but for working adults it was not. We offer suggestions for practitioners and researchers.

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