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With the development of modern electronic countermeasure technology, the fight between radar jamming and anti-jamming in aviation military has become increasingly fierce. There are some special requirements for radar countermeasure experiments. For example, such experiments are often divided into several stages, and responses of the previous stages will become factors of the next stages. Moreover, the experiment design can only consider some typical level values of the factors. However, the experiment factors are mostly continuous variables. Thus when there are some jumps in the response, and the value granularity of the factor level is large, the responses fail to reflect the distortion process, which makes it difficult to explore the radar performance boundary. Therefore, it is necessary to study the sequential experiment design method with the optimization goals of response uniformization and response distortion process characterization. In this paper, a sequential experiment design strategy based on Kriging model is established. Firstly, Kriging model is used to fit the initial experimental data to obtain the response surface. In order to enhance the uniformity of response distribution, Shannon entropy is applied to the objective function as the measure of uniformity. While for the situation of response distortion, we consider replacing the existing experiment points with those whose corresponding responses have a larger gradient norm. It means that the response value near these points will change rapidly, so they are more valuable for research. Then we use the peak surface in the three-dimensional space to intuitively verify the effect of the above algorithms on response uniformization and response distortion process characterization, and use the simulated annealing algorithm to solve them. The simulation results show that our sequential experiment strategy has a good effect. Finally, we apply the strategy to the practical problem of radar countermeasure experiment, and the obtained results also perform well. [ABSTRACT FROM AUTHOR]

Curmudgeon personality, which is assessed by having participants evaluate a heterogeneous set of attitude objects, provides an applied value beyond that of more established personality traits. Recent research, for instance, suggests that curmudgeon personality is distinct from the Five Factor Model personality traits and that it predicts unique variance in important criteria, such as job attitudes and well‐being. In the current paper we contribute to this literature by testing an explanation of how curmudgeon personality is distinct from other traits—their potential resistance to response distortion. We estimated response distortion for scales of curmudgeon personality and FFM traits across two quasi‐experimental studies. As expected, the score shifts between nonapplicant and applicant conditions were smaller for scales of curmudgeon personality compared to scales of emotional stability and conscientiousness. We argue that curmudgeon personality scales may be more resistant to response distortion than are measures of other traits because curmudgeon personality items are semi‐implicit and lack an obvious desirable response. The resistance to response distortion should serve as a call to future researchers to test the criterion validity of curmudgeon personality in regard to performance criteria. Practitioner points: Curmudgeon personality is a person's tendency to negatively evaluate various objects and predicts incremental variance in important workplace criteria.Unlike common self‐report personality assessments, curmudgeon personality is assessed with a projective measure.We found that curmudgeon personality scales were more resistant to response distortion than other common personality scales.Practitioners may assess curmudgeon personality in applied settings with little concern of faking. [ABSTRACT FROM AUTHOR]

Three recent meta‐analyses have found that interests, regardless of scoring method (e.g., summative or congruence) are valid predictors of performance in employment contexts. As these inventories gain popularity as a prehire assessment, it is important to understand whether interest assessments are susceptible to faking (i.e., applicant response distortion) similar to how personality assessments are. Thus, the purpose of this study was to investigate whether interest inventories are susceptible to faking and whether faking can be detected and prevented using similar methods as what is commonly used for faking of personality assessments. Measures of forced‐choice and single‐stimulus interests, personality, general mental ability (GMA), and impression management (IM) were collected from 236 participants across honest and faked instructions. Findings suggest that individuals were capable of faking interest inventories, but surprisingly, the effect did not vary greatly as a function of format or scoring method. Further, GMA was not strongly related to faking interests, whereas faking of personality scales was. In efforts to detect interest faking, IM scores outperformed covariances indices in distinguishing between honest and faked scores. Practitioner points: Recently, vocational interest inventories have gained traction as pre‐employment measures that are predictive of job performance. However, it is unclear whether these assessments are susceptible to faking (i.e., inflating scores to appear as an ideal candidate; applicant response distortion) like personality assessments are.The current study aimed to understand the extent to which faking influences interest scores and if interest faking can be prevented or detected using similar methods as what is used for personality assessments.To investigate the effect of faking, measures of interests, personality, general mental ability (GMA), and impression management (IM) were collected for an honest and faked (i.e., simulated applicant) sample.Overall, interests were successfully faked regardless of scoring method or item format and GMA showed small relationships with interest scores.Taken together, it appears as though interest items are transparent in terms of their job relevance, which makes them easy to fake.Though more research is needed, these results suggest that researchers and practitioners should exercise caution when using interest assessments in pre‐employment contexts. [ABSTRACT FROM AUTHOR]

This study examined the effect of job applicant faking on the validity of personality assessments, including self‐other correlations, criterion validity, and cognitive ability correlates. By using a large sample, multiple other‐raters, a repeated‐measures design, and a realistic simulated job application, it sought to provide the most precise estimates to date of the effect of the applicant context on self‐other correlations, as well as the influence of cognitive ability on faking. Undergraduate psychology students (n = 584) completed a measure of Big Five personality (i.e., International Personality Item Pool NEO) in both a low‐stakes and a simulated job applicant context. Participants completed measures of intelligence (i.e., International Cognitive Ability Resource) and personality‐relevant objective criteria (e.g., university grades), and had an average of 3 other raters rate their personality (n = 1831). Responses to the Big Five scales were more socially desirable in the applicant context (average d = 0.58), with notable decreases in reported Neuroticism and increases in Conscientiousness, Agreeableness, and Extraversion. Average self‐other correlations declined by 24% from.59 in the low‐stakes to.45 in the applicant context. Cognitive ability was positively correlated with magnitude of faking. In the applicant context, criterion validities declined minimally. Results suggest response distortion by job applicants results in modest reductions in the accuracy and criterion validity of personality assessments. Practitioner points: Five hundred and eighty‐four participants completed a personality measure in both low‐stakes and applicant contextsParticipants also had three others rate them on the same personality measureResponses were more socially desirable in the applicant contextSelf‐other correlations decreased by 24% in the applicant contextCriterion validity decreased slightly in the applicant contextCognitive ability was correlated with magnitude of faking [ABSTRACT FROM AUTHOR]

Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants' cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = 44.72, SD = 10.97), along with a small repeated-measures, cross-context sample. Respondents completed the 57-item Portrait Values Questionnaire (PVQ) measuring Schwartz' universal personal values. Compared to matched non-applicants, applicants reported valuing power and self-direction considerably less, and conformity and universalism considerably more. Applicants also reported valuing security, tradition, and benevolence more than non-applicants, and reported valuing stimulation, hedonism, and achievement less than non-applicants. Despite applicants appearing to embellish the degree to which their values aligned with being responsible and considerate workers, invariance testing suggested that the underlying structure of values assessment is largely preserved in job applicant contexts. [ABSTRACT FROM AUTHOR]

This study examines people's ability to fake their reported health behavior and explores the magnitude of such response distortion concerning faking of preventive health behavior and health risk behavior. As health behavior is a sensitive topic, people usually prefer privacy about it or they wish to create a better image of themselves (Fekken et al., 2012; Levy et al., 2018). Nevertheless, health behavior is often assessed by self-report questionnaires that are prone to faking. Therefore, it is important to examine the possible impact of such faking. To replicate the findings and test their robustness, two study designs were realized. In the within-subjects-design, 142 participants repeatedly answered a health behavior questionnaire with an instruction to answer honestly, fake good, and fake bad. In the between-subjects design, 128 participants were randomly assigned to one of three groups that filled out the health behavior questionnaire with only one of the three instructions. Both studies showed that successful faking of self-reported preventive and health risk behavior was possible. The magnitude of such faking effects was very large in the within-subjects design and somewhat smaller in the between-subjects design. Even though each design has its inherent merits and problems, caution is indicated regarding faking effects. [ABSTRACT FROM AUTHOR]

Background: Researchers have used within‐subjects designs to assess personality faking in real‐world contexts. However, no research is available to (a) characterize the typical finding from these studies and (b) examine variability across study results. Aims: The current study was aimed at filling these gaps by meta‐analyzing actual applicants' responses to personality measurements in high‐stakes contexts versus low‐stakes contexts reported in within‐subjects studies. Materials & Methods: This meta‐analysis examined 20 within‐subjects applicant–honest studies (where individuals completed an assessment once as applicants and again in a low‐stakes setting). Results: We found that applicants had moderately higher (more socially desirable) means, slightly reduced variability, and stronger rank‐order consistency in high‐stakes settings. The assessment order moderated the findings; studies with a high‐to‐low order (where the high‐stakes setting was introduced first) showed a stronger faking effect—demonstrated by higher means and weaker rank‐order consistencies—than those in a low‐to‐high order. Discussion and Conclusion: These findings are consistent with expectations that, relative to low‐stakes situations, individuals tend to exaggerate, in a positive direction, their personality descriptions as job applicants. In addition, assessment order matters when understanding the magnitudes of faking effects. [ABSTRACT FROM AUTHOR]

Copyright of Der Nervenarzt is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

It is well‐established that selection decisions can be improved using multiple non‐redundant assessments. Two such assessments are cognitive ability and conscientiousness. Though meta‐analytic findings demonstrate little or no relationship between cognitive ability and conscientiousness, faking research suggests the two variables are related when test‐takers are motivated to fake. We extend this logic by showing that incremental validity for conscientiousness declines when respondents fake, due to enhanced collinearity between conscientiousness and cognitive ability. Three studies, employing within‐subjects designs and utilizing three different faking conditions, reveal a consistent increase in collinearity between conscientiousness and cognitive ability when respondents are motivated to fake, leading to reduced incremental validity of conscientiousness beyond cognitive ability in predicting the performance. Implications for selection systems are discussed. [ABSTRACT FROM AUTHOR]

To identify faking, bifactor models were applied to Big Five personality data in three studies of laboratory and applicant samples using within‐subjects designs. The models were applied to homogenous data sets from separate honest, instructed faking, applicant conditions, and to simulated applicant data sets containing random individual responses from honest and faking conditions. Factor scores from the general factor in a bifactor model were found to be most highly related to response condition in both types of data sets. Domain factor scores from the faking conditions were found less affected by faking in measurement of Big Five domains than summated scale scores across studies. We conclude that bifactor models are efficacious in assessing the Big Five domains while controlling for faking. [ABSTRACT FROM AUTHOR]

Faking has remained a major concern for organizations using self‐report personality measures for selection. Scholars recenlty developed a new middle‐warning faking‐mitigation procedure. The present replication study was the first field test in the United States using 193 applicants for an entry‐level position in a New York‐based consulting firm. Results replicated most of Fan et al.'s findings including (a) the middle‐warning significantly lowered fakers' personality scores over retesting, whereas the control message had little influence on nonfakers; (b) the above warning effect carried over to personality scales that were not retested; and (c) the persistent tendency of potential fakers rising to the top of personality score distribution was weakened. In addition, applicants' perceptions were not being negatively affected by the warning. [ABSTRACT FROM AUTHOR]

Summary: Small business growth is critical for economic development and poverty reduction in emerging markets, yet there remains an over $2 trillion gap in financing these entrepreneurs. This study explores the potential of personality assessments to help lenders solve this problem and lend to more entrepreneurs and contributes to psychological selection research by examining the effect of high versus low stakes on response distortions and predictive validity in a new area—entrepreneurship with a new dependent variable—paying back credit. Results of Study 1 show that personality assessments are indeed related to credit risk, but response patterns depend significantly on whether or not the assessment is taken as a mandatory part of the credit application (high stakes) or as an optional research survey after the credit has already been provided (low stakes), and predictive relationships do not generalize between these situations. In Study 2, the distributions of personality dimensions relevant for entrepreneurs applying for a credit—conscientiousness, extraversion, and integrity—are shown to be different for applicants when in high‐ versus low‐stakes settings. These findings convey several implications for the research on and practice of lending to entrepreneurs in emerging markets and offer new directions for future research. [ABSTRACT FROM AUTHOR]

Socially desirable responding has become a central concept in research regarding applicants' deliberate distortions in answering personality tests. Key findings based on this concept infer that such distortions do not impair the utility of personality measures for personnel selection. However, in recent years some scholars questioned the utility of social desirability itself as concept and introduced another applicant faking behavior. This narrative review provides an overview and integration of this construct by proposing a definition of applicant faking behavior, the current state of faking theory, and latest techniques to model and detect applicant faking. Implications of these findings for research and personnel selection are discussed. [ABSTRACT FROM AUTHOR]

Past research has established strong psychometric properties of several indicators of response distortion on the Personality Assessment Inventory (PAI). However, to date, it has been unclear whether the response distortion indicators of the adolescent version of the PAI (PAI-A) operate in an equally valid manner. The current study sought to examine several response distortion indicators on the PAI-A to determine their relative efficacy at the detection of distorted responding, including both positive distortion and negative distortion. Protocols of 98 college students asked to either overreport or underreport were compared with 98 age-matched individuals sampled from the clinical standardization sample and the community standardization sample, respectively. Comparisons between groups were accomplished through the examination of effect sizes and receiver operating characteristic curves. All indicators demonstrated the ability to distinguish between actual and feigned responding, including several newly developed indicators. This study provides support for the ability of distortion indicators developed for the PAI to also function appropriately on the PAI-A. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to examine the prevalence of applicant faking and its impact on the psychometric properties of the selection measure, the quality of hiring decisions, and employee performance. Design/Methodology/Approach: This study utilized a within-subjects design where responses on a self-report measure were obtained for 162 individuals both when they applied for a pharmaceutical sales position, and after they were hired. Training performance data was collected at the completion of sales training and sales data was collected 5 months later. Findings: Applicant faking was a common occurrence, with approximately half of the individuals being classified as a faker on at least one of the dimensions contained in the self-report measure. In addition, faking was found to negatively impact the psychometric properties of the selection measure, as well as the quality of potential hiring decisions made by the organization. Further, fakers exhibited lower levels of performance than non-fakers. Implications: These findings indicate that past conclusions that applicant faking is either uncommon or does not negatively impact the selection system and/or organizational performance may be unwarranted. Originality/Value: Remarkably few studies have examined applicant faking using a within-subjects design using actual job applicants, which has limited our understanding of applicant faking. Even fewer studies have attempted to link faking to criterion data to evaluate the impact of faking on employee performance. By utilizing this design and setting, the present study provides a unique glimpse into both the prevalence of faking and the significant impact faking can have on organizations. [ABSTRACT FROM AUTHOR]

There is wide agreement in the methodology community that the choice of data collection mode may affect the quality of response. In addition, the method of choice may also influence respondent behavior and feelings which may also impact the quality of data. This research examines response quality and respondent satisfaction measures compared across three data collection methods among male adolescent respondents. Results suggest that adolescents provide improved levels for several dimensions of response quality when participating in interview-based research studies compared to text-based methods such as electronic form and paper and pencil formats. [ABSTRACT FROM AUTHOR]

There is wide agreement in the methodology community that the choice of data collection mode may affect the quality of response. In addition, the method of choice may also influence respondent behavior and feelings which may also impact the quality of data. This research examines response quality and respondent satisfaction measures compared across three data collection methods among male adolescent respondents. Results suggest that adolescents provide improved levels for several dimensions of response quality when participating in interview-based research studies compared to text-based methods such as electronic form and paper and pencil formats. [ABSTRACT FROM AUTHOR]

The Adaption-Innovation Inventory (AII), originally developed by Kirton (1976), is a widely used self-report instrument for measuring problem-solving styles at work. The present study investigates how scores on the AII are affected by different response styles. Data are collected from a combined sample (N= 738) of students, employees, and entrepreneurs. Using mixture distribution item response theory, we identify individuals with normal and distorted response styles. Additionally, we investigate antecedents and consequences of distorted responses. For antecedents, results indicate influences of cognitive schemata resulting from an individual's professional work context. For consequences, distorted responses show different relationships with occupational outcomes in comparison to normal responses. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Research on software piracy often relies on self-reports by individual users and thus suffers from possible response distortion attributable to a variety of human motivations. Conclusions drawn directly from distorted self-reports may misguide managerial and policy decisions. The randomized response technique (RRT) was proposed as a remedy to response distortion. In this paper, a model based on RRT was used to illustrate how truthful responses to sensitive questions can be empirically estimated. The model was tested in two empirical studies on software piracy. Consistent with our expectations, respondents responding to RRT were more willing to disclose sensitive information about their attitudes, intentions, and behaviors on software piracy. Nontrivial distortions were demonstrated in causal relationships involving sensitive and nonsensitive variables. The study extends RRT to multivariate analysis and illustrates the feasibility and usefulness of the method in studying sensitive behavioral issues in the information systems (IS) domain. [ABSTRACT FROM AUTHOR]

This article describes how a multilevel logistic regression (MLR) approach to assessing person fit can be used to test hypotheses concerning faking on personality assessments. Item difficulty and person trait estimates obtained from a two-parameter logistic item response theory model are used to predict the probability of endorsing an item in a MLR equation. The regression slope for item difficulty reflects the extent to which the probability of endorsement decreases as item difficulty increases. Less negative slopes may indicate faking, and slope variance may be modeled with person-level variables using MLR. Two examples are presented. Example 1 models faking on a personality assessment with dichotomous items. Example 2 extends the approach to scales using polytomous items. [ABSTRACT FROM AUTHOR]

Companies and organizations use integrity tests to screen job applicants, and the fakability of these tests remains a concern. The present study uses two separate designs to analyze the fakability of the Personnel Reaction Blank (PRB) and the personality constructs related to integrity test scores. The results demonstrate that the PRB can be successfully faked. Moreover, a within-participants design resulted in significantly greater faking than the between-participants design. The personality constructs conscientiousness, agreeableness, and neuroticism were significantly correlated with honest scores on the PRB, and there was a significant negative correlation between conscientiousness and magnitude of faking. [ABSTRACT FROM AUTHOR]

The MMPI-2 continues to be widely used in many areas of professional forensic psychology, including the evaluation of criminal offenders for rehabilitation purposes. While many possible applications of the MMPI exist, not all are well-supported by strong empirical evidence. The origins of the scale among psychiatric populations suggest some utility in detecting other forms of psychopathology in use with offenders. In many applications with offenders, the utility of the validity scales and indicators of the MMPI/MMPI-2 in the detection of invalid or questionable profiles may rival the interpretation of the clinical scales in value. This commentary summarizes issues and research upon the nature and utility of the MMPI/MMPI-2 scales and indices that have been developed to detect various forms of response distortion that can affect the validity of the instrument. [ABSTRACT FROM AUTHOR]

For practitioners, the possibility of faking on personality tests has potential implications that are much broader than those captured by current theoretical debates over criterion-related validity, factor structure, or psychological processes. One unexplored potential impact of response distortion involves the pass rates associated with applying cutoff scores developed using a concurrent validation design to applicant samples. This practitioner-oriented paper compared applicant and incumbent scores on three personality dimensions and uncovered significant standardized group differences. These differences greatly influenced pass rates for three different selection models, which impacted expected utility of the selection system. Potential solutions for practitioners are provided, along with recommendations for future research in this area. [ABSTRACT FROM AUTHOR]

The impact of response distortion (faking) on selection decisions was investigated. Participants ( N = 224) completed the NEO-PI-R under instructions to “make the most favorable impression” and/or “answer honestly.” Those instructed to fake were often over-represented at the top of the score distributions as instructions to fake resulted in higher scores both between and within groups in a test–retest situation. There was significantly lower correspondence between participants’ honest scores and their faked scores as well as multiple instances where participants with unfavorable honest scores subsequently produced the most favorable scores when faking. Response distortion may remain a serious threat to the use of personality test scores in selection. [ABSTRACT FROM AUTHOR]

There is increasing interest in using situational judgment tests (SJTs) to supplement traditional student admission procedures. An important unexplored issue is whether students can intentionally distort or fake their responses on SJTs. This study examined the fakability of an SJT of college students' performance. Two hundred ninety-three psychology students completed a cognitive test, a personality measure, and an SJT. Only for the SJT, the students were assigned to either an honest or a fake condition. The scores of students in the fake condition were significantly higher than those of students in the honest condition (d = .89). Furthermore, faking had a negative effect on the criterion-related validity (there was a significant drop from r = .33 to r = .09) and the incremental validity of the SJT over cognitive ability and personality. These results are discussed in terms of the use of SJTs in high-stakes testing programs. [ABSTRACT FROM AUTHOR]

Most research on faking personality inventories has assumed that individuals are either faking or responding honestly; distinctions within these two groups are generally not made. A recently developed statistical technique, mixed-model item response theory, was used to identify subgroups within samples of individuals taking two different personality inventories under various conditions. For one personality test, the authors obtained a sample of applicants and incumbents. For the second test, a sample of honest respondents and two samples of respondents instructed to fake (coached and ad lib) were obtained. Across the applicant and incumbent data sets, the authors generally found that three classes were needed to model all response patterns. In the experimental faking study, an honest class and an extreme faking class were needed to model the data. Overall, these results demonstrate that previous assumptions about the nature of faking on personality inventories have been too restrictive. [ABSTRACT FROM AUTHOR]