The randomized response technique and large sample comparisons among the parameters of K independent binomial populations.

This paper proposed alternative beta estimators of the population proportion of a sensitive attribute when life data were obtained through the administration of survey questionnaires on abortion of some matured women. The results showed that the proposed alternative beta estimators were more efficient in capturing responses from respondents than the simple beta estimator proposed by Winkler and Franklin for relatively small, medium as well as large sample sizes respectively.

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The randomized response technique and appropriate sample sizes for selecting the population with the largest value of π from among k binomial populations

British Journal of Mathematical and Statistical Psychology ◽

10.1111/j.2044-8317.1977.tb00745.x ◽

1977 ◽

Vol 30 (2) ◽

pp. 234-236

Author(s):

Kenneth J. Levy

Keyword(s):

Randomized Response Technique ◽

Randomized Response ◽

Sample Sizes ◽

Binomial Populations

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The Randomized Response Technique and Large Sample Tests Concerning the Parameters of a Multinomial Distribution

Educational and Psychological Measurement ◽

10.1177/001316448004000313 ◽

1980 ◽

Vol 40 (3) ◽

pp. 701-707 ◽

Cited By ~ 1

Author(s):

Kenneth J. Levy

Keyword(s):

Multinomial Distribution ◽

Randomized Response Technique ◽

Randomized Response ◽

Large Sample

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Applicants’ Self-Presentational Behavior

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000046 ◽

2012 ◽

Vol 11 (2) ◽

pp. 77-85 ◽

Cited By ~ 23

Author(s):

Anne Jansen ◽

Cornelius J. König ◽

Eveline H. Stadelmann ◽

Martin Kleinmann

Keyword(s):

Personnel Selection ◽

Randomized Response Technique ◽

Randomized Response ◽

Self Presentation ◽

Actual Use

This study contributes to the literature on self-presentation by comparing recruiters’ expectations about applicants’ self-presentational behaviors in personnel selection settings to applicants’ actual use of these behaviors. Recruiters (N = 51) rated the perceived appropriateness of 24 self-presentational behaviors. In addition, the prevalence of these behaviors was separately assessed in two subsamples of applicants (N1 = 416 and N2 = 88) with the randomized response technique. In line with the script concept, the results revealed that recruiters similarly evaluated the appropriateness of specific self-presentational behaviors and that applicants’ general use of these behaviors corresponded to recruiters’ shared expectations. The findings indicate that applicants who use strategic self-presentational behaviors may just be trying to fulfill situational requirements.

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