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Although contracts certainly facilitate exchange, scholars have debated whether contracts and trust are complements or substitutes. Recent theoretical work has suggested that contract frames influence the relationship between contracts and trust. We test and extend this theorizing by examining the effects of prevention and promotion contract frames on trust and some potential cognitive and emotional mechanisms responsible for them. We also explore how unexpected negative events affect trust developed under different contract frames. Experiment 1 found that promotion contracts fostered stronger attributions of benevolence than prevention contracts, but emotional experiences of the exchanges did not differ. Additionally, trusting intentions were higher following positive exchange experience under promotion than prevention contracts. Experiment 2 found that people were more willing to engage in trusting behavior following positive exchange experience under promotion than prevention contracts. However, violations of exchange expectations were more damaging to trust developed under promotion than prevention contracts. Together, the studies indicate that contract frames and whether exchange experiences are positive or negative affect the relationship between contracts and trust, likely because contract frames influence attributions of benevolence. [ABSTRACT FROM AUTHOR]

In this brief Commentary, Neal Nathanson recounts his memories of the metamorphosis of the American Journal of Hygiene into the American Journal of Epidemiology , and his subsequent service as the Editor-in-Chief from 1964 to 1979. [ABSTRACT FROM AUTHOR]

Blissett and O'Sullivan contend that workplace learning environment contributes to learners devaluing administrative tasks and, as such, must be considered in strategies to promote a physician‐as‐manager identity. [ABSTRACT FROM AUTHOR]

Telework is becoming increasingly prevalent. Since exposures in the psychosocial work environment is associated with higher risks for cardiovascular disease (66), all-cause coronary heart disease (67), burnout (68), depressive symptoms (69) and chronic low back pain (70), the results presented here helps clinical practicians to assess health risks among teleworkers. Objectives: The aim of the study are to determine to what extent pre–COVID-19 experience of telework was associated with perceived psychosocial working conditions (PWCs; job demands, social support, and influence at work) during the COVID-19 pandemic among white-collar workers in Sweden and to determine to what extent the association depends on demographic factors, organizational tenure, and amount of computer use. Methods: Cross-sectional questionnaire data from 603 white-collar workers were collected October to December 2020 in an industrial company. Results: In general, telework experience was not significantly associated with PWCs. Women who began teleworking because of COVID-19 reported more job demands than women not teleworking. For those who began teleworking because of COVID-19, managerial support increased with age. Conclusions: In general, telework experience was not associated with PWCs, but telework due to COVID-19 may have influenced PWCs differently depending on gender and age. [ABSTRACT FROM AUTHOR]

Managers use idiosyncratic deals (i-deals) to motivate and retain employees. Yet we know little about the subsequent effects i-deals have on decisions about pay raises and promotions. Two studies investigate how managers make pay raise and promotion decisions for workers with i-deals. Using a policy-capturing design, managers (N = 116) made pay raise and promotion allocations for workers presented as good performers, based on information provided regarding whether and what type of i-deal workers had and the extent to which they helped peers. Developmental i-deal recipients tend to be recommended for both pay raises and promotions, while such recommendations are less likely for employees with flextime i-deals (for promotions) or reduced workload i-deals (for promotions and pay raises). In addition, workers with i-deals who help their peers are viewed more favorably in both decisions. The second study surveyed managers (N = 174) regarding their actual subordinates (N = 806), both controlled for the manager's rating of subordinate performance. It supports the positive effect of developmental i-deals on pay and promotion decisions, but not the negative effects of flextime and reduced workload i-deals. Helping effects depend on the i-deal: Managers report that unhelpful recipients of developmental i-deals are less likely to be promoted than those with such i-deals who help their peers; unhelpful recipients of reduced workload i-deals are less likely to get pay raises than those with such deals who help. We discuss the implications of our findings for future research and career management. [ABSTRACT FROM AUTHOR]

SMK IT daarul Abror really understands that marketing strategy is very important, especially in terms of competition between SMA/SMK equivalent in getting students. This study aims to develop strategic promotion planning formulations in competition to get students, so that data collection is carried out through interviews, observation, and document studies. internal and external environmental analysis at SMK IT Daarul Abor which is used to formulate promotion strategic planning in getting students. [ABSTRACT FROM AUTHOR]

Introduction Regulations of the United States Air Force (USAF) prohibit male members from growing beards. Shaving waivers can be issued to airmen who are not able to shave due to various medical conditions such as pseudofolliculitis barbae, a condition that predominantly affects Blacks/African-Americans. Beard growth has been anecdotally associated with a negative impact on career progression. This study sought to establish if shaving waivers are associated with delays in promotion and, if present, if this association leads to racial bias. Materials and Methods An online survey that collected information relating to shaving waivers and demographic data was emailed to all air force male members at 12 randomly selected air force bases. Generalized linear models were conducted to test the waiver group difference in promotion time controlling for rank and the covariates of race/ethnicity, level of education, professional military education completion, and disciplinary action. Results A total of 51,703 survey invitations were emailed to members, and 10,383 complete responses were received (20.08% response rate). The demographics of the study cohort closely matched that of the USAF. Shaving waivers were associated with a longer time to promotion (P  = .0003). The interaction between race and waiver status was not significant, indicating that shaving waivers are associated with a similarly longer time to promotion in individuals of all races. However, 64.18% of those in the waiver group were Black/African-American despite only being 12.85% of the study cohort. Conclusions This study found an association between shaving waivers and delayed promotions. The majority of the waiver group was Black/African-American, which may lead to a racially discriminatory effect of the male grooming standards of the USAF. [ABSTRACT FROM AUTHOR]

The study investigates the extent job rotation on the career development of Royal Malaysian Navy officers in a fixed wage setting model. It attempts to fill in the gap in literatures concerning the impact of job rotation in a non-conventional wage setting model. The present study is benefited from an actual data set of Royal Malaysian Navy officers that is obtained from Department of Human Resource, Royal Malaysian Navy in 2017. The data consists of 1,686 officers that are ranked from Lieutenant RMN (ZA18/44) to Captain RMN (ZA24/5)2. The analysis of an Ordinary Least Squares OLS regression showed that job rotation is positively associated with education level, training, and experience. The likelihood of job rotation increases if the nature of job is more flexible in terms of hours of work, skill, and content. Further, there is a significant effect of job rotation on wage. Specifically, a quantile regression indicates that the low rank positions such as Lieutenant and Lieutenant Commander are benefited more from job rotation than a Captain in terms of wage premium. However, the small effect of job rotation in the fixed wage setting environment suggests a need to review the way job rotation is being implemented by Department of Human Resource, Royal Malaysian Navy. In this regard, work experience should be viewed as an important catalyst for enhancing the positive wage impact of job rotation, so much so that it outweighs the role played by educational attainment in the Malaysian navy sector. [ABSTRACT FROM AUTHOR]

This article provides the first analysis of gendered promotion issues for cabinet ministers using most‐similar systems design for three "Westminster‐style" governments: Australia, Canada, and New Zealand. Using individual‐level data and controlling for biographical, institutional, and country effects we find, in common with earlier literature, that women are more likely to be given less prestigious cabinet posts and be assigned to "feminine" portfolio. Using both sequence and event history analysis, we see the careers of men and women starkly diverge. We find that women are less likely to be promoted than men but find no relationship between prestigious portfolio and promotion. However, feminine portfolio assignments decrease the promotion prospects for women yet increase them for men. [ABSTRACT FROM AUTHOR]

Objective: to assess the job satisfaction of nursing professionals who worked in care and management during the COVID-19 pandemic. Method: cross-sectional epidemiological study, with the participation of 334 nursing professionals of a teaching hospital. Absolute and relative frequencies of qualitative variables and means of numerical variables were calculated. The mean scores of the domains of the Job Satisfaction Survey were compared with sociodemographic-labor variables. Student's t-test, Mann-Whitney test, and ANOVA test were applied and followed by Tukey, Kruskal-Wallis, or Dunn's post-test to verify the statistical significance of the results with a critical level of 0.05. Results: 90 professionals were satisfied with their work, three professionals were dissatisfied and 241 professionals were ambivalent. Conclusion: ambivalence was evidenced among nursing workers regarding their job satisfaction during the period of the COVID-19 pandemic. The findings indicate a path for managers and health policymakers to invest in career plans and work environments that improve the working conditions of nursing workers. [ABSTRACT FROM AUTHOR]

Orientation: Calls exist to understand how talent can be managed especially within the public service. Research purpose: The research sought to determine the determinants of employee mental health accounting for the role of decent work and organisational citizenship behaviours within the South African public service environment. Motivation for the study: Talent management within the public service has become a crucial focus area. Further, there is a need to explore how such efforts of talent management relate with the promotion of employee well-being. Research approach/design and method: A survey approach utilising a convenience sample was used with the South African public service employees with a sample of 289 respondents. The location of the study was Bisho, in the Eastern Cape province of South Africa. The Statistical Package for Social Science (SPSS) was used for the purpose of analysis with multiple regression and partial least squares (PLS) also utilised. Main findings: The results do not show support for the influence of organisational citizenship behaviour on employee mental health. Further, decent work predicted employee mental health and also had a full mediation on the relationship between organisational citizenship behaviours and mental health. Practical/managerial implications: Managers, particularly in the public service, where work engagement is so intense, should prioritise decent work and organisational citizenship behaviour when promoting employee mental health. Managers should also take a closer look at how these two constructs influence talent promotion. A focus on these constructs will not only nurture talent but will also produce a highly engaged and committed workforce that will provide the sector with a competitive advantage. Contribution/value-add: The findings inform an important conversation around addressing the challenges of employee mental health within the organisation. The theoretical and practitioner press could potentially benefit from these findings in addressing such a challenge. [ABSTRACT FROM AUTHOR]

Within this essay, we view the traditional, time-honored approach to hiring, advancement, tenure, and promotion practices in the academy through the lens of the Peter Principle. Current practices have a profoundly debilitating effect on the quality of instruction because values, tenets, and processes are not clarified and not made transparent or even consistently and equitably applied. In turn, this has a profound impact on the quality of the professoriate. The faculty governance agreements with most major US universities allow faculty to hire and promote peers, at will, irrespective of clear and measurable qualification or even federal and state labor laws that apply to other classified employees within institutions receiving federal funds. These faculty-led evaluation and hiring produces a condition of homo-social reproduction among the faculty with a stated rationale of selecting candidates with best-fit characteristics. Not only does the lack of clearly defined credos and philosophies hinder faculty to be the mentors they ought to be for students, but by removing objective, competence-based criteria for candidate selection and promotions, faculty become inbred and incompetent, divorced from professional job classifications. The faculty pool, through lack of diversity in experience, background, and demonstrable knowledge and skill sets will ultimately be promoted not only to the level of incompetence, but also out of the area of their competence. This practice diminishes higher levels of professional development and competency within disciplines. [ABSTRACT FROM AUTHOR]

Financial, personal, and labor variables are well-known for understanding career choices' decision-making process. This research examines the relationship between these different motivating factors and how they influence choosing a master's degree. The research applied quantitative, exploratory methods using a two-part questionnaire: one for the characterization of the sample population and the other with questions with Likert-type scale answers around the constructs determined. Structural equation modeling is used to statistically analyze the responses to 728 self-administered questionnaires completed by undergraduate administrative sciences and management students from two universities in Medellín (Colombia). The factors that most affect the motivation to study a master's degree are labor market competition (β^=1.664, p-value = 0.021) and job promotion (β^=0.922, pvalue: < 0.001). Understanding the motivations of potential students is important to higher education institutions with graduate degrees because it allows them to adjust their academic opportunities and outreach strategies to meet students' expectations and needs. This study also proposes a model that adapts to developing countries' social, economic, and educational characteristics. [ABSTRACT FROM AUTHOR]

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In three experiments, I investigate how supervisors' task performance in lower-level jobs prior to being promoted to the supervisory level influences the targets they set for employees. I propose that supervisors show an "experience bias" by which they overemphasize their own experiences when setting targets for employees. As such, supervisors who achieved high performance before being promoted set higher targets than low-performing supervisors, despite having the same information about the employee's potential. In line with my prediction, I find that supervisors exhibit this bias if they have worked on the employees' task but that this bias is absent when they previously did a different task. I also show that this bias comes from a limited awareness that own experiences are not generalizable and it likely prevails in many managerial situations. The biased targets also lead to negative employee reactions. This study contributes to the understanding of supervisor target setting. [ABSTRACT FROM AUTHOR]

Purpose: To ensure faculty members' active participation in education in response to growing demand, medical schools should clearly describe educational activities in their promotion regulations. This study analyzed the status of how medical education activities are evaluated in promotion regulations in 2022, in Korea. Methods: Data were collected from promotion regulations retrieved by searching the websites of 22 medical schools/universities in August 2022. To categorize educational activities and evaluation methods, the Association of American Medical Colleges framework for educational activities was utilized. Correlations between medical schools' characteristics and the evaluation of medical educational activities were analyzed. Results: We defined 6 categories, including teaching, development of education products, education administration and service, scholarship in education, student affairs, and others, and 20 activities with 57 sub-activities. The average number of included activities was highest in the development of education products category and lowest in the scholarship in education category. The weight adjustment factors of medical educational activities were the characteristics of the target subjects and faculty members, the number of involved faculty members, and the difficulty of activities. Private medical schools tended to have more educational activities in the regulations than public medical schools. The greater the number of faculty members, the greater the number of educational activities in the education administration and service categories. Conclusion: Medical schools included various medical education activities and their evaluation methods in promotion regulations in Korea. This study provides basic data for improving the rewarding system for efforts of medical faculty members in education. [ABSTRACT FROM AUTHOR]

There may be a relationship between leadership styles and retention. Administrators with more experience have more developed management and leadership skills and may be better at managing the facilities and enhancing organizational performance (Decker & Decker, 2012). Recruitment and retention are a common problem in long-term care (Brannon et al., 2010). Johs-Artisensi et al. (2016) acknowledged the industry is growing while the number of people interested in the profession is declining. According to Castle and Lin (2010), a link exists between top management and quality; therefore, one potential approach to improving quality in nursing homes is to reduce top management turnover. Reducing turnover has been linked to management practice interventions (Brannon et al., 2010). Developing an NHA's leadership style may also be a way to increase recruitment for the profession (Seigel et al., 2014). Research findings suggested that additional retention efforts may be needed to recruit and retain better educated NHAs (Decker & Castle, 2009). In addition, job satisfaction has been linked to lower intentions to leave or a lower rate of turnover (Schwendimann et al., 2016). [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore how employees respond to tensions in groups and whether experiencing tensions could spur on their creativity (including radical and incremental creativity). Through integrating the literature on tension and regulatory focus theory, this study develops a model depicting the process from experiencing tensions to creativity via regulatory foci. This study further investigates the moderating effect of employees' hierarchical level on these processes. Design/methodology/approach: A two-wave survey was conducted with a sample of 375 employees in China. MPLUS was used to examine the moderated mediation model. Findings: The results show that experiencing tensions can simultaneously activate employees' prevention focus and promotion focus, both of which in turn influence radical and incremental creativity. Specifically, prevention focus mediates the negative relationship between experiencing tensions and the two aforementioned types of creativity, and promotion focus mediates the positive relationship between experiencing tensions and radical creativity. Employees' hierarchical level significantly buffers the link between experiencing tensions and prevention focus. Practical implications: Organizations should optimize their work design to simplify the role demand of employees in the early stages of their careers. Top-tier employees should be encouraged and empowered to think and act with a paradoxical approach, which can drive them to generate more creative outcomes. Besides, when aiming to discover radical ideas, managers should emphatically cultivate employees' promotion focus. Originality/value: This study contributes to the literature on tension through revealing and testing the dual paths resulted by employees' experiencing tensions. It also advances current research by contrasting the effects of experiencing tensions on different types of creativity. [ABSTRACT FROM AUTHOR]

Many employees want to either retain their jobs or attain promotion. In doing so, they remain silent and conform to all the decisions taken by the top management. Most studies have treated the causes of this silence as unobserved intervening mechanisms and named them black boxes. The current study therefore, aims to explore those unobserved psychological characteristics of employees. More specifically, it examines the employee’s psychological ideology, namely liberalism and conservatism in affecting commitment to status quo mediated by employee silence and moderated by social dominance. This study proposes that employee ideologies (liberalism and conservatism) affect their voicing behaviour and ultimately their resistance or acceptance to the status quo. Data from 219 faculty members from different universities in Karachi, Pakistan was gathered. The study hypothesised that liberals will tend to voice their opinions and resist the managements status quo while conservatives tend not to voice their opinions and endorse status quo, and they accept management’s decision and will not question their actions. The results showed that liberals have an indirect relationship with silence, namely they do not remain silent. Additionally, silence had an indirect relationship with status quo. Even though they are silent it does not mean they endorse status quo. Further, it was found that silence mediates the relationship between liberals and commitment to status quo. t was also found that conservatives also endorsed status quo but there was no relationship between conservatives and silence. Further, silence did not mediate the relationship between conservatives and status quo. Moreover, social dominance orientation strengthens or moderates the relationship between silence and status quo. [ABSTRACT FROM AUTHOR]

Recent advancement in educational systems have fostered the significance of language teachers' responsibilities to improve their qualities and competences since students' development is directly related to teachers' qualities and profession. The current study aims at finding the interrelationships between TEFL graduates vs. Non TEFL graduates EFL teachers' Teaching Experience, Sense of Creativity, Sense of Mindfulness, and their Instructional Competency. 318 EFL teachers were selected through convenience sampling from different institutes. Participants filled three questionnaires of Teaching Creativity Quotient, Five Facet Mindfulness Questionnaire, and Instructional Competency Questionnaire by using both paper-based and online methods. To analyze the data, two models for interrelationships among the variables of the study for the two groups of TEFL and Non- TEFL graduates were proposed and tested using path analysis. The findings showed that the proposed model in TEFL group perfectly fit with the data. In non-TEFL group the goodness of fit indices was not within the acceptable range. Moreover, there was a significant difference between the two groups (TEFL and Non-TEFL teachers) regarding instructional competency. This study can be beneficial for teachers, learners, and supervisors. [ABSTRACT FROM AUTHOR]

Discovering the causes of satisfaction and dissatisfaction is one of the primary goals of job satisfaction studies, and also it has a connection with several important factors. The present study investigates the relationship among Iranian EFL teachers' experience, age, gender, income level, and job satisfaction. To this end, 104 male and female EFL teachers in Urmia, Iran was selected based on convenience sampling design. The participants were asked to fill out an online Job Satisfaction Index (JDI) questionnaire. It evaluates a person in six areas: the nature of the job, supervision, coworkers, promotions, salaries, and benefits, and working conditions. The questionnaires were analyzed by SPSS. In order to investigate the hypothesis, a parametric correlation coefficient was used. The results revealed there was a connection between experience, age, income level, and job satisfaction. However, the gender-job satisfaction connection was determined to be insignificant. It implies that job satisfaction is irrelevant to gender. The implication of the present study can be beneficial to supervisors, institutes, and administrators. [ABSTRACT FROM AUTHOR]

Background The coronavirus 2019 (COVID-19) pandemic has placed unprecedented challenges on the nursing practice, particularly in Poland. Nurses, as crucial healthcare service providers, have faced organisational disruptions, altered working conditions, and heightened professional anxieties. Methods We undertook a comprehensive survey across all medical centres in Lublin, Poland in 2020 to understand nurses' attitudes towards their roles and working conditions during the pandemic. This involved 470 nurses completing a questionnaire which focused on four pivotal areas: readiness to be on call in a disaster situation (even when not formally asked); willingness to work overtime in a disaster without additional compensation, preparedness to undertake health risks by caring for individuals with infectious diseases or exposure to hazardous substances, and willingness to be transferred to other departments during a disaster. Results We found that excessive workload, fear of infection, and feelings of helplessness significantly influenced nurses' readiness to work overtime, particularly when unpaid. We also presented the ethical dilemmas that nurses encountered during the pandemic and how these dilemmas affected their decision-making processes. We further explored the impact of variables such as nurses' professional experience, tenure, and level of organisational preparedness on their readiness to respond to crisis situations. Conclusions Gaining an understanding of nurses' perspectives is key for formulating strategies to bolster their professional engagements and resilience during crises. Addressing these issues can help build a more robust and well-prepared healthcare system that can effectively navigate future crises. [ABSTRACT FROM AUTHOR]

The purpose of this scoping review was to assess the state of the literature concerning the experiences of new PhD-prepared tenure-track faculty, with a keen interest in nursing faculty. Effective recruitment and retention strategies for new nursing academic faculty need to be found and implemented. A literature review based on Arksey and O'Malley's five-stage framework for scoping reviews was undertaken. Using the PRISMA protocol, a systematic literature search was conducted in seven databases of studies published in English. Based upon inclusion criteria and relevance, 13 studies out of 90 papers were included in this study. Themes identified from the studies were transitioning to academia, developing a research program, balancing work and life, and perceived inequity. The research was predominately American and Canadian based. Several gaps in the literature were identified. Further research is critical to make recommendations to key stakeholders for recruitment and retention strategies. [ABSTRACT FROM AUTHOR]

Forest biological disaster control (FBDC) is appealing the attention in China and even across the world, while the control system plays a pivotal role in the entire control work. The survey-based comprehensive indicators system was developed to evaluate the perceived effectiveness of the entropy weight model and the perceived responsibilities of the FBDC system of China from the perspective of government administrators at the province-, prefecture-, and county- levels. Ordinary Least Square (OLS) and Simultaneous Equations Models (SEM) were further developed to quantitatively analyze the affecting factors of the perceived effectiveness. The results indicated that the perceived effectiveness of the FBDC system in China was relatively low, with a value of 47.18 (the range is 0–100). In specific, the county level has the highest value of 48.85, while the province level has the lowest value of 42.99. The major limiting factors perceived are the insufficiency of the funds and employees. In addition, the intelligentization level, the implementation of the quarantine enforcement, the infrastructure construction, and the involvement of the local communities also need to be further improved. The salary does not positively affect the perceived effectiveness, while administrators with higher education levels and ages usually have higher salaries. Furthermore, compared with the province- and prefecture-level agencies, the county-level agencies have higher perceived effectiveness and more perceived responsibilities with higher workloads. Thus, future policies are suggested to focus on diversifying the investment sources, refining the employee recruitment and promotion system, and paying more attention to the county-level agencies. The results of this study could help to enhance the understanding of the FBDC system of China, hence improving the control efficiency and reducing the economic loss caused by forest biological disasters in China. [ABSTRACT FROM AUTHOR]

Education Elites (i.e., higher-educated people) with new ideas and technologies are widely acknowledged to be a source of innovation and the engine of regional economic growth. A city that can attract higher-educated people will ultimately become the winner of future. This paper examines whether city amenities attract higher-educated people. Using three different datasets from China, we find that people with college degree or above are much more likely to choose the best amenity cites, which in fact results in 68.4% increase in the concentration of these higher-educated people. In addition, we find that people with master degree or above education can enjoy 45.61 percent income premium in the best amenity cities, and people with four-year college education can also enjoy 30.68 percent income premium. Furthermore, we find that these higher-educated people have much higher satisfaction on income and job promotion opportunity. However, with prices soaring in the best amenity cities, housing becomes increasingly unaffordable. In fact, we find strong evidence that the attractiveness of the best amenity cities has declined over time. This finding suggests that policies that curb the rapid increase in housing prices in the best amenity cities are necessary for local governments in order for their cities continuing to be the winner of future. [ABSTRACT FROM AUTHOR]

In 2007, the Conference Board published a piece calling middle managers "the biggest roadblock to diversity and inclusion" for standing in the way of change efforts. Today, many chief diversity officers report that they have failed both to diversify middle management and to get middle managers involved in promoting inclusion. We explore popular diversity programs that create "paper" or "symbolic" principles for achieving diversity (diversity policy statements and guidelines for hiring, promotion, and discharge), as well as programs that engage middle managers in promoting diversity (special recruitment and mentoring programs, and diversity task forces). "Paper" policies often fall flat, but by getting managers involved in finding new talent, mentoring staff, and designing new diversity initiatives, firms have turned them into champions of diversity. Our quantitative analyses, tracking more than 800 firms over more than three decades, show that "paper" policies often have adverse effects, while manager-led targeted recruitment programs, mentoring programs, and diversity taskforces have been hugely effective at diversifying the ranks of management. Interviews with managers document why these programs are so effective. [ABSTRACT FROM AUTHOR]

This paper aims to explore the role of Vartan Bhanji on the promotion process of employees in the context of Pakistan. Based on qualitative study, our analysis shows that Vartan Bhanji being the ingrained value of Pakistani society influences the behaviour, priorities and decision process of employees in the contemporary organizations. This study reduces the knowledge-gap for Pakistan by presenting an emic perspective, a country underrepresented in the international HRM discourse; and illustrates the role of traditional social networks in modern organizations. [ABSTRACT FROM AUTHOR]

To date, experimental research on the effect of faking on personality measures has used two types of designs: within-subject designs and between-subjects designs. None of these designs permit us to control for the effects of transient error on faking. Using a Latin-square design (LSD), the current study examines the effects of faking on the Big Five as assessed by a quasi-ipsative forced-choice (FC) personality inventory. LSD is a type of experimental design that simultaneously permits us to control for between-subject differences, within-subject variability, and transient error. The sample consisted of 246 participants (four experimental groups, assessed twice, 2-3 week interval). The results showed that (1) faking effect size can be largely attributed to transient error and (2) the quasi-ipsative FC format shows great resistance to faking behavior. The average effect size (Cohen's d) for the Big Five was 0.21, 0.12, and 0.09 for observed faking, transient error, and true faking, respectively. On average, 62% of observed faking effect size can be attributed to transient error. To conclude, we discuss the implications of these findings for the research and practice of personnel selection. [ABSTRACT FROM AUTHOR]