scholarly journals Faking and the Validity of Personality Tests: An Experimental Investigation Using Modern Forced Choice Measures

2021 ◽  
Vol 7 (1) ◽  
Author(s):  
Christopher Huber ◽  
Nathan Kuncel ◽  
Katie Huber ◽  
Anthony Boyce
Keyword(s):  
Experimental Investigation ◽  
Construct Validity ◽  
Impression Management ◽  
Personnel Selection ◽  
Forced Choice ◽  
Personality Tests ◽  
Likert Scales ◽  
Experimental Control ◽  
Applicant Faking ◽  
Fake Good

Despite the established validity of personality measures for personnel selection, their susceptibility to faking has been a persistent concern. However, the lack of studies that combine generalizability with experimental control makes it difficult to determine the effects of applicant faking. This study addressed this deficit in two ways. First, we compared a subtle incentive to fake with the explicit “fake-good” instructions used in most faking experiments. Second, we compared standard Likert scales to multidimensional forced choice (MFC) scales designed to resist deception, including more and less fakable versions of the same MFC inventory. MFC scales substantially reduced motivated score elevation but also appeared to elicit selective faking on work-relevant dimensions. Despite reducing the effectiveness of impression management attempts, MFC scales did not retain more validity than Likert scales when participants faked. However, results suggested that faking artificially bolstered the criterion-related validity of Likert scales while diminishing their construct validity.

Effects of Targeted Self-Coaching on Applicant Distortion of Personality Measures

2012 ◽  
Vol 11 (4) ◽  
pp. 169-175 ◽  
Author(s):  
Katherine A. Sliter ◽  
Neil D. Christiansen
Keyword(s):  
Impression Management ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Lie Detection ◽  
Personality Test ◽  
Personality Measures ◽  
Personality Tests ◽  
The Impact

The present study evaluated the impact of reading self-coaching book excerpts on success at faking a personality test. Participants (N = 207) completed an initial honest personality assessment and a subsequent assessment with faking instructions under one of the following self-coaching conditions: no coaching, chapters from a commercial book on how to fake preemployment personality scales, and personality coaching plus a chapter on avoiding lie-detection scales. Results showed that those receiving coaching materials had greater success in raising their personality scores, primarily on the traits that had been targeted in the chapters. In addition, those who read the chapter on avoiding lie-detection scales scored significantly lower on a popular impression management scale while simultaneously increasing their personality scores. Implications for the use of personality tests in personnel selection are discussed.

Reliability Estimates for IRT-Based Forced-Choice Assessment Scores

2021 ◽  
pp. 109442812199908
Author(s):  
Yin Lin
Keyword(s):  
Impression Management ◽  
Empirical Studies ◽  
Forced Choice ◽  
Reliability Estimation ◽  
Estimation Methods ◽  
High Stakes ◽  
Personnel Decisions ◽  
Assessment Scores ◽  
Reliability Estimates ◽  
Different Types

Forced-choice (FC) assessments of noncognitive psychological constructs (e.g., personality, behavioral tendencies) are popular in high-stakes organizational testing scenarios (e.g., informing hiring decisions) due to their enhanced resistance against response distortions (e.g., faking good, impression management). The measurement precisions of FC assessment scores used to inform personnel decisions are of paramount importance in practice. Different types of reliability estimates are reported for FC assessment scores in current publications, while consensus on best practices appears to be lacking. In order to provide understanding and structure around the reporting of FC reliability, this study systematically examined different types of reliability estimation methods for Thurstonian IRT-based FC assessment scores: their theoretical differences were discussed, and their numerical differences were illustrated through a series of simulations and empirical studies. In doing so, this study provides a practical guide for appraising different reliability estimation methods for IRT-based FC assessment scores.

scholarly journals Effectiveness of psychometric tests for the selection of personnel in jobs in the retail sector

2021 ◽  
pp. 1583-1590
Author(s):  
Cristian Chipana-Castillo ◽  
Gabriela-Jhennyfer Miranda-Roca ◽  
Wagner Vicente-Ramos
Keyword(s):  
Personnel Selection ◽  
Positive Impact ◽  
Structural Equations ◽  
Retail Sector ◽  
Psychometric Tests ◽  
Personality Tests ◽  
Psychological Traits ◽  
Deductive Method ◽  
Relationship Performance ◽  
Selection Of

The aim of this study was to determine the effectiveness of psychometric tests in the selection of personnel in retail sector jobs. The study used the scientific deductive method of explanatory level, with non-experimental design on companies in the retail sector in the region of Junín, Peru. The most relevant psychometric tests in the study was the interview whose intention was to go into the life of the interviewee ensuring, suggestions, opinions and behavioral attitudes, knowledge tests to assess the capabilities and skills of the candidate and finally personality tests that allow to know the working relationship, performance, satisfaction and staff turnover. The results generated through structural equations, show that the interview, positively influences the selection of personnel (p≤0.05). In relation to knowledge tests based on IQ, the results reveal that it had a positive impact on personnel selection (p≤0.05). Finally, personality tests based on psychological traits, significantly influence in personnel selection (p≤0.05). The conclusion of the study indicates that the interview, knowledge tests and personality tests in the selection of personnel contribute to the efficiency of the human resources area, thus optimizing the resources of the organization.

Assessing personality at risk in personnel selection and development

2009 ◽  
Vol 23 (1) ◽  
pp. 51-69 ◽  
Author(s):  
Filip De Fruyt ◽  
Barbara J. De Clercq ◽  
Joshua Miller ◽  
Jean‐Pierre Rolland ◽  
Sung‐Cheol Jung ◽  
...  
Keyword(s):  
Professional Development ◽  
At Risk ◽  
Career Development ◽  
Construct Validity ◽  
Personnel Selection ◽  
Normative Data ◽  
Practical Utility ◽  
Selection Interview ◽  
Selection Decision ◽  
Final Selection

This paper demonstrates the validity and usefulness of a count technique to screen for potential personality dysfunctioning in NEO‐PI‐R ratings obtained in selection and professional development assessments. The usefulness of this screening technique for Industrial, Work and Organizational (IWO) psychologists is demonstrated in five different samples that were administered the NEO‐PI‐R for selection or development purposes. Three additional samples served as normative data to compute FFM PD count cut‐offs that can be used for selection and career development decisions. Evidence for the construct validity of 6 out of 10 FFM PD counts was provided, and all FFM PD compound scales were significantly related to important criteria, including the final selection decision, the results of a behaviourally oriented selection interview and self‐rated work competencies. The practical utility and limitations of this count technique for personnel selection and development are discussed. Copyright © 2008 John Wiley & Sons, Ltd.

Cybervetting

2016 ◽  
Author(s):  
Brenda L. Berkelaar ◽  
Millie A. Harrison
Keyword(s):  
Impression Management ◽  
Personnel Selection ◽  
Information Seeking ◽  
Information Technologies ◽  
Online Information ◽  
Media Communication ◽  
Past Behavior ◽  
Or Organization ◽  
Social Media Communication ◽  
New Hires

Broadly speaking, cybervetting can be described as the acquisition and use of online information to evaluate the suitability of an individual or organization for a particular role. When cybervetting, an information seeker gathers information about an information target from online sources in order to evaluate past behavior, to predict future behavior, or to address some combination thereof. Information targets may be individuals, groups, or organizations. Although often considered in terms of new hires or personnel selection, cybervetting may also include acquiring and using online information in order to evaluate a prospective or current client, employee, employer, romantic partner, roommate, tenant, client, or other relational partner, as well as criminal, civil, or intelligence suspects. Cybervetting takes advantage of information made increasingly available and easily accessible by regular and popular uses and affordances of Internet technologies, in particular social media. Communication scholars have long been interested in the information seeking, impression management, surveillance, and other processes implicated in cybervetting; however, the uses and affordances of new online information technologies offer new dimensions for theory and research as well as ethical and practical concerns for individuals, groups, organizations, and society.

How implicit theories help differentiate approaches to online impression management: A preliminary typology

2016 ◽  
Vol 19 (12) ◽  
pp. 2039-2058 ◽  
Author(s):  
Brenda L. Berkelaar
Keyword(s):  
Information Technology ◽  
Qualitative Analysis ◽  
Information Management ◽  
Impression Management ◽  
Personnel Selection ◽  
Implicit Theories ◽  
Communicative Action ◽  
Future Research ◽  
Online Information ◽  
Management Behavior

This article proposes an empirically-grounded typology to describe how people approach online impression management across multiple digital sites given employers’ use of online information for personnel selection. Qualitative analysis revealed four primary online impression management types: acceptor, dissident, scrubber, and strategist. The four types are primarily differentiated based on people’s relatively fixed or relatively flexible implicit theories about information, technology, visibility, and identity, and whether people take passive, reactive, or active approaches to online impression management. Although research on implicit theories usually focuses on individual attributes, these findings highlight how people’s implicit theories about the context or field of communicative action work in combination to influence impression management behavior. This study suggests practical interventions to increase people’s agency and effectiveness in managing online information and provides foundations for future research on online impression, information management, and implicit theories.

Evaluating the Construct Validity of Objective Personality Tests Using a Multitrait-Multimethod-Multioccasion-(MTMM-MO)-Approach

2014 ◽  
Vol 30 (3) ◽  
pp. 208-230 ◽  
Author(s):  
Tobias Koch ◽  
T. M. Ortner ◽  
M. Eid ◽  
J. Caspers ◽  
M. Schmitt
Keyword(s):  
Construct Validity ◽  
Psychological Assessment ◽  
Discriminant Validity ◽  
Self Report ◽  
Implicit Association ◽  
Validity And Reliability ◽  
Personality Tests ◽  
Convergent And Discriminant Validity ◽  
Lst Model ◽  
Different Sources

Although Objective Personality Tests (OPTs) have a long history in psychology and the field of psychological assessment, their validity, and reliability have not yet been sufficiently studied. In this study, we examined the convergent and discriminant validity of objective (personality) tests, Implicit Association Tests (IATs), and self-report measures for the assessment of conscientiousness and intelligence. Moreover, the convergent and discriminant validity of these measures was assessed on the trait (stable) and occasion specific (momentary) level by using the multimethod latent state-trait (MM-LST) model proposed by Courvoisier, Nussbeck, Eid, and Cole (2008) which allows for the decomposition of different sources of variance. Data from 367 students assessed on three different measurement occasions was incorporated. Results indicate generally low convergence of OPTs with data gained by other approaches. Additional analyses revealed that the OPTs used assess stable rather than momentary components of the constructs. Reliabilities of different tests ranged from .54 to .95. Furthermore, a substantial amount of trait method specificity revealed that different methods assess trait components that are not shared between OPTs and other measures. Data on the criterion validity of the objective conscientiousness test revealed that it is related to the punctuality of test takers in the laboratory.

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