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Indirect indices for faking detection in questionnaires make use of a respondent's deviant or unlikely response pattern over the course of the questionnaire to identify them as a faker. Compared with established direct faking indices (i.e., lying and social desirability scales), indirect indices have at least two advantages: First, they cannot be detected by the test taker. Second, their usage does not require changes to the questionnaire. In the last decades, several such indirect indices have been proposed. However, at present, the researcher's choice between different indirect faking detection indices is guided by relatively little information, especially if conceptually different indices are to be used together. Thus, we examined and compared how well indices of a representative selection of 12 conceptionally different indirect indices perform and how well they perform individually and jointly compared with an established direct faking measure or validity scale. We found that, first, the score on the agreement factor of the Likert-type item response process tree model, the proportion of desirable scale endpoint responses, and the covariance index were the best-performing indirect indices. Second, using indirect indices in combination resulted in comparable and in some cases even better detection rates than when using direct faking measures. Third, some effective indirect indices were only minimally correlated with substantive scales and could therefore be used to partial faking variance from response sets without losing substance. We, therefore, encourage researchers to use indirect indices instead of direct faking measures when they aim to detect faking in their data. [ABSTRACT FROM AUTHOR]

Research on whether interviewees can improve their interview ratings through impression management (IM) relative to an honest condition has focused on highly structured interviews whereas traditional interviews have received little attention. Thus, this study aimed to determine how prone traditional compared to highly structured interviews are to effects of IM. Therefore, we conducted simulated selection interviews using a 2 × 2 within‐subjects design. All participants went through a condition in which they were asked to present themselves as honestly as possible and a condition in which they were instructed to act like an applicant. Additionally, each interview contained eight traditional and eight structured questions. The differences in the usage of self‐reported honest and deceptive IM between the honest and applicant conditions were comparable for both interview types. Furthermore, interview ratings were better in the applicant condition compared to the honest condition, and importantly, this improvement was larger for the traditional interview part compared to the structured interview part. Even though the larger performance improvement was not reflected in self‐reported honest and deceptive IM, our results suggest that it is easier for applicants to intentionally improve their performance ratings in traditional interviews. Additionally, performance improvements correlated positively with applicants' ability to identify criteria. [ABSTRACT FROM AUTHOR]

In a cognitive-behavioural theoretical framework, automatic negative thoughts are considered among the main determinants of depression and other disorders. Negative thinking is usually assessed through self-report scales, although several studies demonstrated their proneness to well-known confounds like introspective limits and social desirability. In the last decades several measures have been developed, within an implicit social cognition framework, that allow to moderate these confounds. Among them, the questionnaire-based Implicit Association Test (qIAT) is a latency-based paradigm well-suited to measure automatic propositional thinking. In this vein, two versions of the qIAT were designed to measure negative thinking, and successively tested in two different studies (with 118 and 71 participants, respectively). Internal consistency and concurrent validity of the new qIATs were assessed, along with their vulnerability to faking. Results showed adequate, even though not optimal, internal consistency for both qIATs. Across the two studies small/moderate positive correlations of the qIAT with two traditional self-report measures of depression were found, along with small/ moderate negative correlations with satisfaction with life, self-esteem, and positive affects scales, supporting the concurrent validity of the new measures. Finally, both studies showed that the qIAT is considerably less vulnerable to faking compared to a traditional self-report scale of depression. [ABSTRACT FROM AUTHOR]

According to faking models, personality variables and faking are related. Most prominently, people's tendency to try to make an appropriate impression (impression management; IM) and their tendency to adjust the impression they make (self-monitoring; SM) have been suggested to be associated with faking. Nevertheless, empirical findings connecting these personality variables to faking have been contradictory, partly because different studies have given individuals different tests to fake and different faking directions (to fake low vs. high scores). Importantly, whereas past research has focused on faking by examining test scores, recent advances have suggested that the faking process could be better understood by analyzing individuals' responses at the item level (response pattern). Using machine learning (elastic net and random forest regression), we reanalyzed a data set (N = 260) to investigate whether individuals' faked response patterns on extraversion (features; i.e., input variables) could reveal their IM and SM scores. We found that individuals had similar response patterns when they faked, irrespective of their IM scores (excluding the faking of high scores when random forest regression was used). Elastic net and random forest regression converged in revealing that individuals higher on SM differed from individuals lower on SM in how they faked. Thus, response patterns were able to reveal individuals' SM, but not IM. Feature importance analyses showed that whereas some items were faked differently by individuals with higher versus lower SM scores, others were faked similarly. Our results imply that analyses of response patterns offer valuable new insights into the faking process. [ABSTRACT FROM AUTHOR]

Despite the fact that employee faking or intentional response distortion is a critical concern in many workplace processes, the antecedents of this behavior are poorly understood. Based on signaling theory describing faking behavior as a strategic adaptation to competitive signals, this study examines the influence of personal integrity and perceived competition on faking. An online between-subjects experiment was carried out on a sample of teachers from elementary schools in selected regions of the Czech Republic (N = 470). The experimental group was subjected to competition-inducing instructions during the administration of the Occupational Integrity Scale (OIS) and the Balanced Inventory of Desirable Responding (BIDR-CZ), as an indicator of faking (impression management). Findings provided support for the moderating role of perceived competition on the link between impression management and personal integrity. Those who scored lower in reliability and moral sense (factors of OIS) exposed to competition-inducing instructions scored significantly higher on impression management than respondents in the control group, supporting the critical role of competition manipulation against excessive score inflation. Findings suggested that if organizations are not sure of the level of integrity of employees, they should not utilize competitive cues since individuals with low integrity tend to fake their responses to increase the person-organization fit. The managerial implications of these findings were discussed. [ABSTRACT FROM AUTHOR]

Although applicant self-reports of skills and experience are a core component of many selection methods (e.g., application blanks, resumes, biodata, online applicant tracking systems), applicant impression management (IM) on these types of assessments has generally been overlooked in the literature. Moreover, little research has examined the influence of contextual factors on within-person IM behaviors across time. This study applied the lens of expectancy theory to investigate how aspects of the application context—specifically time, information in the job ad, and verifiability—influenced IM on skill proficiency and experience measures over time. Using a sample of 1893 job applicants who had responded to 70 questions in relation to multiple job applications, we observed that applicants often change their responses to these questions across multiple applications, increasing and, in some cases, decreasing self-reported skills and experience. Longer job searches were positively associated with increases in self-reported skill proficiency and experience questions. Applicants were also likely to rate themselves more highly on questions assessing harder-to-verify skills and experience and were more likely to increase their reported years of experience over time for less verifiable questions. The findings have useful implications for researchers and practitioners, indicating that applicant job search length and question verifiability are contextual determinants of IM behavior on self-reported skills and experience assessments. Moreover, these findings are in line with valence-instrumentality-expectancy theory and dynamic models of applicant faking. [ABSTRACT FROM AUTHOR]

This article presents and discusses the sonic aspects of human sexual play, focusing on soundtracks and sonic scripts related to sexual "faking". The author's ethnographic archives are used to exemplify these complicated mimetic sounds, as they travel and bounce within the sonic nexus of pornography and everyday human sexuality beyond porn. Recognizably regional East Asian vocalizations are used to showcase subtle relations between sonic enactments and those sounds that are, presumably, directly rooted in pleasurable sensations. Pretending in sexual acts often gets perceived as hedonically empty, lacking, or negative, in stark opposition to both pleasure and sexual agency. The undertaken ethnography of South Korean female mimetic sexual plays complicates this opposition. According to these ethnographic voices, supported by more recent findings in human ethology, these two modes of sexual behavior, while remaining conceptually separate, happen in infinitesimally close vicinity and often overlap. Vocal and other sounds that vacillate between these modes contribute to layered and complex enactment and the materialization of pleasure. [ABSTRACT FROM AUTHOR]

Overclaiming questionnaires (OCQs) were proposed as a means to counteract social desirability bias by capturing individual differences in participants' self-enhancement tendencies in self-report assessments. Previous studies that evaluated OCQs reported mixed results. However, fit between the content of an OCQ in terms of its items and the context in which the measure is presented has not been tested systematically. In a mock application study (N = 432), we compared different levels of content-context fit between conditions. Results show that the utility of a general knowledge OCQ varied as a function of its content fit to different application contexts. Expectedly, overclaiming was most pronounced in an application context with optimal content fit to the OCQ, followed by a context with lower fit and an honest control condition without application context. Furthermore, participants in the application conditions were shown to successfully fake on conventional personality scales while incorporating specific requirements of the application context into their faking behavior. Our results thus corroborate previous findings suggesting a high susceptibility of personality scales to deliberate faking. In contrast, when content-context fit is taken into account, OCQs may be a promising method for assessing applicant faking. [ABSTRACT FROM AUTHOR]

Quasi‐ipsative (QI) forced‐choice response formats are often recommended over single‐stimulus (SS) as a method to reduce applicant faking. Across three studies we developed and tested a QI version of the RIASEC occupational interests scale. The first study established acceptable reliability and validity of the QI version. The second and third studies tested the efficacy of the QI version for faking prevention in simulated job applicant scenarios. The results revealed that although the QI and SS formats were similarly fakable for the primary targeted interest, faking was limited for the secondary target on the QI version. Future research should identify the specific contexts in which QI prevents faking on various individual differences measures to allow for accurate recommendations in applied settings. Practitioner Points: Quasi‐ipsative (QI) forced‐choice personality measures have been shown to prevent faking.QI format of the RIASEC measure did not effectively reduce faking on the primary targeted interest.QI format was more effective in limiting faking on a secondary targeted interest and may be useful for organizations assessing multiple interests.Practitioners should carefully consider which assessment formats to use in high‐stakes selection contexts. [ABSTRACT FROM AUTHOR]

A key finding in personnel selection is the positive correlation between conscientiousness and job performance. Evidence predominantly stems from concurrent validation studies with incumbent samples but is readily generalized to predictive settings with job applicants. This is problematic because the extent to which faking and changes in personality affect the measurement likely vary across samples and study designs. Therefore, we meta‐analytically investigated the relation between conscientiousness and job performance, examining the moderating effects of sample type (incumbent vs. applicant) and validation design (concurrent vs. predictive). The overall correlation of conscientiousness and job performance was in line with previous meta‐analyses (r¯=.17,k=102,n=23,305 $\bar{r}=.17,k=102,n=23,305$). In our analyses, the correlation did not differ across validation designs (concurrent: r¯=.18,k=78,n=19,132 $\bar{r}=.18,k=78,n=19,132$; predictive: r¯=.15,k=24,n=4173 $\bar{r}=.15,k=24,n=4173$), sample types (incumbents: r¯=.18,k=92,n=20,808 $\bar{r}=.18,k=92,n=20,808$; applicants: r¯=.14,k=10,n=2497 $\bar{r}=.14,k=10,n=2497$), or their interaction. Critically, however, our review revealed that only a small minority of studies (~12%) were conducted with real applicants in predictive designs. Thus, barely a fraction of research is conducted under realistic conditions. Therefore, it remains an open question if self‐report measures of conscientiousness retain their predictive validity in applied settings that entail faked responses. We conclude with a call for more multivariate research on the validity of selection procedures in predictive settings with actual applicants. Practitioner points: Research on the predictive validity of conscientiousness is almost exclusively conducted with incumbents and criterion data gathered at the same time as test data.Such studies likely underestimate the detrimental effects of faking and personality change across time.Predictive studies with real applicant samples are scarce.Self‐report personality measures should be used with caution if faking was expected.In general, a stronger emphasis on incremental validity instead of individual predictors is desirable. [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.

Forced‐choice format tests have been suggested as an alternative to Likert‐scale measures for personnel selection due to robustness to faking and response styles. This study compared degrees of faking occurring in Likert‐scale and forced‐choice five‐factor personality tests between South Korea and the United States. Also, it was examined whether the forced‐choice format was effective at reducing faking in both countries. Data were collected from 396 incumbents participating in both honest and applicant conditions (NSK = 179, NUS = 217). Cohen's d values for within‐subjects designs (dswithin) for between the two conditions were utilized to measure magnitudes of faking occurring in each format and country. In both countries, the degrees of faking occurring in the Likert‐scale were larger than those from the forced‐choice format, and the magnitudes of faking across five personality traits were larger in South Korea by from 0.07 to 0.12 in dswithin. The forced‐choice format appeared to successfully reduce faking for both countries as the average dswithin decreased by 0.06 in both countries. However, the patterns of faking occurring in the forced‐choice format varied between the two countries. In South Korea, degrees of faking in Openness and Conscientiousness increased, whereas those in Extraversion and Agreeableness were substantially decreased. Potential factors leading to trait‐specific faking under the forced‐choice format were discussed in relation to cultural influence on the perception of personality traits and score estimation in Thurstonian item response theory (IRT) models. Finally, the adverse impact of using forced‐choice formats on multicultural selection settings was elaborated. Practitioner Points: The benefit of using forced‐choice formats for cross‐cultural selection settings is not yet clear because there is a lack of scholarly evidence on the performance of forced‐choice formats with respect to faking occurring in different cultures.With the use of a forced‐choice format personality test, the magnitudes of faking decreased in the United States for all five personality traits, whereas the magnitudes of faking occurring in Openness and Conscientiousness increased in South Korea.Potential factors leading to trait‐specific faking under the forced‐choice format can be related to cultural influences on the perception of personality traits and score estimation in Thurstonian item response theory (IRT) models.Practitioners should consider cultural differences in how applicants view target constructs if a forced‐choice format is considered for cross‐cultural/international personnel selection settings. [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]

There is scant research on the validity of personality assessment games in selection situations. Therefore, in two experimental simulated selection studies, the construct validity of an assessment game developed to assess honesty‐humility was tested. Both studies found no differences between a control condition and a simulated selection condition on honesty‐humility game scores. Moreover, convergent and discriminant validity with self‐reported personality were not affected by the manipulation. We obtained mixed evidence that individual differences in dispositional insight and the ability to identify criteria influenced the validity of the game. As the validity of the personality assessment game was not significantly affected in the simulated selection context, our findings may imply that well‐designed personality assessment games can be used for high‐stakes selection assessments. Practitioner points: There is currently little research addressing the validity of personality assessment games.We demonstrate the construct validity of a personality assessment game to measure honesty‐humility.The game was valid in both a research context and a simulated selection situation.Mixed evidence was found that ability to fake variables influenced validity of the game.Practitioners may be able to use validated personality assessment games for assessments. [ABSTRACT FROM AUTHOR]

Many applicants use faking in interviews to present themselves more favorably than they really are. There is widespread concern that this may affect interview validity. As previous research on countermeasures is sparse, we conducted an exploratory study to identify the most promising countermeasures. For technology‐mediated interviews, these were warnings referring to a criterion‐based content analysis and lie detection algorithms focusing on nonverbal or paraverbal cues. For face‐to‐face interviews, these were objective questions and a personable interviewer. We then investigated the effects of these countermeasures on faking intentions in two experimental vignette studies and on faking in another simulated interview study. However, none of the countermeasures could reduce faking intentions or faking. Additionally, in the vignette studies, warnings impaired applicant reactions. Practitioner points: There is the fear that faking can jeopardize the criterion‐related validity of selection interviews.Faking in interviews can hardly be detected, which is why we investigated potential countermeasures to prevent faking.In three experiments, none of the different countermeasures were effective in reducing faking intentions or faking.Warnings against faking in interviews partially led to negative applicant reactions. [ABSTRACT FROM AUTHOR]

Personality assessments have been used by employers in hiring applications for more than a century; however, the integrity and efficacy of these tools as applied to hiring and recruitment efforts is not fully understood. The purpose of this paper is to examine the relevant literature to date on the different personality assessments that have been applied to hiring objectives in business and industry. From this analysis, the paper then summarizes the current body of knowledge in this area and identifies needs for further research and exploration on these topics. 24 recent research articles were reviewed, summarized, and analyzed. From this review, three themes were identified in the literature: 1) personality assessments may be reliable in some contexts, 2) assessments which purport to measure personality through indirect means may offer limited reliability and validity, and 3) faking is a serious threat to the reliability and validity of personality assessments. [ABSTRACT FROM AUTHOR]

The Reaction Time-Based Concealed Information Test (RT-CIT) was designed to detect familiarity with crime-related information. However, RT-CIT results can be manipulated by preparing innocent-looking responses for these probes. We developed a new paradigm allowing us to assess such response preparation processes. In each trial of the task, a crime-related prime question was presented, followed by a test item which was either a publicly known item, an irrelevant item, or a probe. The test item could either match the question in terms of content or not, and a key had to be pressed if the answer was not publicly known (Go-Nogo task). In two experiments (total N = 138), we found evidence for both familiarity (slower reactions toward crime-related than unrelated information) and response preparation effects (less errors for probes matching the prime question) in guilty participants, indicating that the new paradigm can help to overcome problems of strategic response preparation. [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]

We investigated individual differences in faking in simulated high-stakes personality assessments through the lens of expectancy (VIE) theory, using a novel experimental paradigm. Three hundred ninety-eight participants (MTurk) completed a "low-stakes" HEXACO personality assessment for research purposes. Three months later, we invited all 398 participants to compete for an opportunity to complete a genuine, well-paid, one-off MTurk job, and 201 accepted. After viewing the selection criteria, which described high levels of perfectionism as critical for selection, these participants completed the HEXACO personality assessment as part of their applications ("high-stakes"). All 201 participants were then informed their applications were successful and were invited to complete the performance task, with 189 accepting the offer. The task, which involved checking text data for inconsistencies, captured two objective performance criteria. We observed faking on measures of diligence and perfectionism. We found that perceived job desirability (valence) was the strongest (positive) determinant of individual differences in faking, along with perceived instrumentality and expectancy. Honesty-humility was also associated with faking however, unexpectedly, the association was positive. When all predictors were combined, only perceived job desirability remained a significant motivational determinant of faking, with cognitive ability also being a positive predictor. We found no evidence that cognitive ability moderated the relations of motivation and faking. To investigate the role of faking on predictive validity, we split the sample into those who had faked to a statistically large extent, and those who had not. We found that the validity of high-stakes assessments was higher amongst the group that had faked. [ABSTRACT FROM AUTHOR]

The item response tree (IR-tree) model is increasingly used in the field of personality assessments. The IR-tree model allows researchers to examine the cognitive decision-making process using a tree structure and evaluate conceptual ideas in accounting for individual differences in the response process. Recent research has shown the feasibility of applying IR-tree models to personality data; however, these studies have been exclusively focused on an honest or incumbent sample rather than a motivated sample in a high-stakes situation. The goal of our research is to elucidate the internal mechanism behind how respondents in different testing situations (i.e., honest and motivated test conditions) experience decision-making processes through the three-process IR-tree model (Böckenholt, 2012). Our findings generally corroborate the response mechanism of the direction–extremity–midpoint sequence in both honest and motivated test settings. Additionally, samples in motivated test settings generally exhibit stronger directional and extreme response preferences but weaker preferences of midpoint selection than samples in unmotivated test settings. Furthermore, for actual job applicants, social desirability had a substantial effect on all directional, extreme, and midpoint response preferences. Our findings will aid researchers and practitioners in developing a nuanced understanding of the decision-making process of test-takers in motivated test environments. Furthermore, this research will help researchers and practitioners develop more fake-resistant personality assessments. [ABSTRACT FROM AUTHOR]

We explored the transformative impact of ChatGPT on applicants' responses and performance in situational judgement tests (SJTs), as well as the role played by faking-prevention mechanisms, in two complementary studies. Study 1 examined how the availability of ChatGPT influenced response content and performance of real applicants (N = 107,805), who completed an SJT for admission before vs. after the release of the technology. We found only small differences in content (e.g., slightly less "authentic" words used) and performance (slight score improvements when controlling for response length, no differences otherwise). In Study 2, we used an experimental approach with (N = 138) Prolific participants completing a mock SJT, while being instructed to use ChatGPT when responding (vs. use online resources or no resources). We found only slightly higher SJT scores for the ChatGPT users, but no difference in response content. Additionally, GPTZero (i.e., a popular AI detection tool) struggled to detect ChatGPT content, and generated many false positives, in both studies. This research advances our understanding of how the release and popularization of ChatGPT can influence applicant behaviors. Given the "arms race" nature of applicant selection, they also highlight the importance of designing assessments to prevent or limit faking. Yet, the ever-evolving nature of AI calls for continuous research on the topic. • Generative AI such as ChatGPT can impact applicants' responses and performance in situational judgement tests (SJTs). • We conducted 2 studies (a field study with real applicants and an experimental study). • Study 1 showed small differences in response content and performance post- vs. pre-ChatGPT release. • Study 2 showed slightly higher SJT scores but no difference in response content for participants instructed to use ChatGPT. [ABSTRACT FROM AUTHOR]

Perilaku faking merupakan sesuatu hal yang umum dilakukan oleh pelamar dalam kegiatan wawancara kerja. Namun, faking yang dilakukan oleh pelamar dapat mempengaruhi asesor/interviewer dalam memberikan penilaian yang tepat. Penelitian ini bertujuan untuk menunjukkan gambaran mengenai tipe faking dan melihat perbedaan tipe faking pada pelamar fresh graduate dan berpengalaman pada wawancara kerja. Penelitian ini menggunakan pendekatan kuantitatif dengan desain non-eksperimental kepada 262 orang, yang diseleksi di beberapa perusahaan di Kota Medan. Teknik pengambilan sampling yang digunakan adalah accidental sampling. Penelitian ini menggunakan alat ukur Interview Faking Behavior Scale. Pengujian hipotesis dilakukan dengan menggunakan teknik analisa data T-test. Hipotesis yang diajukan dalam penelitian ini yaitu “terdapat perbedaan tipe faking pada pelamar fresh graduate dan berpengalaman dalam wawancara kerja”. Penelitian ini memperlihatkan tidak ada perbedaan tipe faking antara pelamar fresh graduate dan pelamar berpengalaman dalam wawancara kerja berdasarkan hasil analisis data nilai T-hitung (-1,550) < T-tabel (1,969) dengan taraf signifikansi 0,719 > 0,05. Selanjutnya nilai F-hitung (0,130) < F-tabel (1,366).

The Antisocial Self-Report (ASR-13) was developed to assess a general antisocial personality factor. However, because antisocial traits are socially aversive, the ASR-13 scores can be potentially contaminated by social desirability in high-stakes testing situations. In the present study, we performed an in-depth analysis of the ASR-13 to determine which items may be subject to socially desirable responding when used for data collection in prison settings. Participants were 324 college students, and 20 male prisoners. A Multiple Indicator Multiple Cause (MIMIC) model suggested three items were especially prone to eliciting socially desirable responding. We found evidence that prisoners likely attenuated their scores when rating items with content that is related to illegal behaviors. We discuss the implications of the findings, and how they help understand the latent processes that cause item responses to the ASR-13 inventory. [ABSTRACT FROM AUTHOR]

Researchers and practitioners have long been concerned about detrimental effects of socially desirable responding on the structure and criterion validity of personality assessments. The current research examined the effect of reducing evaluative item content of a Big Five personality assessment on test structure and criterion validity. We developed a new public domain measure of the Big Five called the Less Evaluative Five Factor Inventory (LEFFI), adapted from the standard 50-item IPIP NEO, and intended to be less evaluative. Participants (n = 3164) then completed standard (IPIP) and neutralized (LEFFI) measures of personality. Criteria were also collected, including academic grades, age, sex, smoking, alcohol consumption, exercise, protesting, religious worship, music preferences, dental hygiene, blood donation, other-rated communication styles, other-rated HEXACO personality, and cognitive ability (ICAR). Evaluativeness of items was reduced in the neutralized measure. Cronbach's alpha and test-retest reliability were maintained. Correlations between the Big Five were reduced in the neutralized measure and criterion validity was similar or slightly reduced in the neutralized measure. The large sample size and use of objective criteria extend past research. The study also contributes to debates about whether the general factor of personality and agreement with socially desirable content reflect substance or bias. [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]

Can employers use realistic job previews to encourage applicants to open up in job interviews? We draw on theories of self‐disclosure to examine the association between realistic job previews and applicants' willingness to self‐disclose and use image protection tactics. We also examine perceived competition for the job and Honesty‐Humility as moderators. Results of a between‐subjects 2 × 2 experimental study (N = 396) show that realistic job previews were associated with decreased willingness in applicants to self‐disclose during the interview. This effect was stronger when applicants perceived high competition for the job. Organizational attractiveness and trust toward the employer mediated the effect. There were no direct effects of realistic job previews on image protection tactics. Furthermore, willingness to self‐disclose and use image protection tactics was influenced by applicants' Honesty‐Humility, but Honesty‐Humility did not moderate the relation between job preview condition and willingness to self‐disclose and use image protection tactics. Key points: Realistic job previews refer to providing applicants with positive and negative job‐related information.We conducted an online experiment to examine whether realistic job previews help or hinder applicants to open up during a job interview.Realistic job previews may decrease willingness in applicants to open up during the interview, especially when applicants perceive high competition for the job. [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]

With the increasing popularity of noncognitive inventories in personnel selection, organizations typically wish to be able to tell when a job applicant purposefully manufactures a favorable impression. Past faking research has primarily focused on how to reduce faking via instrument design, warnings, and statistical corrections for faking. This article took a new approach by examining the effects of faking (experimentally manipulated and contextually driven) on response processes. We modified a recently introduced item response theory tree modeling procedure, the three-process model, to identify faking in two studies. Study 1 examined self-reported vocational interest assessment responses using an induced faking experimental design. Study 2 examined self-reported personality assessment responses when some people were in a high-stakes situation (i.e., selection). Across the two studies, individuals instructed or expected to fake were found to engage in more extreme responding. By identifying the underlying differences between fakers and honest respondents, the new approach improves our understanding of faking. Percentage cutoffs based on extreme responding produced a faker classification precision of 85% on average. [ABSTRACT FROM AUTHOR]

Self-presentation in a selection setting has largely been viewed as deviant and detrimental for validity, often simplified by the label "faking behaviour". Yet, applicants may also express meaningful skills and motivation when presenting themselves. In this paper, we present an empirical test of a theory of self-presentation, which takes this position. By simulating a complete selection process, from choosing a position to final decision-making about job offers, we test several key assumptions the model made. If motivation was operationalized as willingness to deviate from true self-image, findings provide partial support for proposed antecedents of initial motivation, for motivational changes during the selection process, for the hypothesis that greater discrepancy between true self-image and perceived expectations lower the motivation to self-present and for expected effects of analytical self-presentation skills. Hardly any support was found for propositions if motivation was operationalized as willingness to adapt to perceived employer's ideals and for proposed antecedents of analytical skills. [ABSTRACT FROM AUTHOR]

The multidimensional forced-choice (MFC) format has been proposed to reduce faking because items within blocks can be matched on desirability. However, the desirability of individual items might not transfer to the item blocks. The aim of this paper is to propose a mixture item response theory model for faking in the MFC format that allows to estimate the fakability of MFC blocks, termed the Faking Mixture model. Given current computing capabilities, within-subject data from both high- and low-stakes contexts are needed to estimate the model. A simulation showed good parameter recovery under various conditions. An empirical validation showed that matching was necessary but not sufficient to create an MFC questionnaire that can reduce faking. The Faking Mixture model can be used to reduce fakability during test construction. [ABSTRACT FROM AUTHOR]

Research has shown that faking behavior affects the factor structure of single-stimulus (SS) personality measures. However, no published research has analyzed the effects of this phenomenon on the factor structure of forced-choice (FC) personality inventories. This study examines the effects of faking, induced in a laboratory setting, on the construct validity of a quasi-ipsative FC personality inventory based on the Five-Factor Model. It also examines the moderator effect of the type of experimental design (between-subject and within-subject design) on factor analyses. The results showed that (a) data fit to a structure of five-factors in the two conditions (honest and faking) in both experimental designs; (b) model fit indices are also good or excellent in all cases; and (c) Burt-Tucker’s congruence coefficients between convergent factors of conditions analyzed are very high. These findings provide evidence that the quasi-ipsative FC format is a robust instrument that controls the effects of faking on factor structure. Finally, we discuss theoretical and practical implications of these findings for personnel selection and assessment.

Background 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. Methods 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. Results 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. Conclusion Even though each design has its inherent merits and problems, caution is indicated regarding faking effects.

This paper comments on Tett and Simonet's (2021) outline of two contradictory positions on job applicants' self-presentation on personality tests labelled "faking is bad" (FIB) versus "faking is good" (FIG). Based on self-presentation theory (Marcus, 2009) Tett and Simonet assigned to their FIG camp, I develop the ideas of (a) understanding self-presentation from the applicant's rather than the employer's perspective, (b) avoiding premature moral judgment on this behavior, and (c) examining consequences for the validity of applicant responses with a focus on the intended use for, and the competitive context of, selection. Conclusions include (a) that self-presentation is motivationally and morally more complex than assumed by proponents of the FIB view; (b) that its consequences for validity are ambivalent, which implies that simple credos like "FIB" or "FIG" are equally unjustified; and (c) that the label "faking" shall be abandoned from the scientific inquiry on the phenomena at hand, as it contributes to prejudiced and often erroneous conclusions. [ABSTRACT FROM AUTHOR]

Applicant faking poses serious threats to achieving personality-based fit, negatively affecting both the worker and the organization. In articulating this "faking-is-bad" (FIB) position, Tett and Simonet (2021) identify Marcus' (2009) self-presentation theory (SPT) as representative of the contrarian "faking-is-good" camp by its advancement of self-presentation as beneficial in hiring contexts. In this rejoinder, we address 20 of Marcus' (2021) claims in highlighting his reliance on an outdated empiricist rendering of validity, loosely justified rejection of the negative and moralistic "faking" label, disregard for the many challenges posed by blatant forms of faking, inattention to faking research supporting the FIB position, indefensibly ambiguous constructs, and deep misunderstanding of person--workplace fit based on personality assessment. In demonstrating these and other limitations of Marcus' critique, we firmly uphold the FIB position and clarify SPT as headed in the wrong direction. [ABSTRACT FROM AUTHOR]

This paper examines a new personality assessment scoring approach labeled supervised forced choice scoring (SFCS), which aims to maximize construct validity of forced choice (FC) personality assessments. SFCS maximally weights FC responses to predict or "reproduce" honest, normative, and reliable personality scores using machine learning. In this proof of concept study, a graded response FC assessment was tested across several samples, and SFCS resulted in psychometric improvements over traditional FC scoring. Correlations with aligned single‐stimulus trait scores (taken honestly) were strong, both when the FC measure was taken honestly and when taken in induced applicant settings. SFCS scores also exhibited small shifts in average scores between honest and faked conditions and were predictive of organizational citizenship behaviors, employee engagement, and leadership emergence at work. Although SFCS showed merit in this proof of concept study, it is unclear how well results will generalize to new FC measures, and we urge more research on this scoring method. Practitioner points: Forced choice (FC) personality assessments are thought to be more faking resistant than single‐stimulus, Likert personality measures. However, there are measurement challenges when scoring FC assessments, and there may be opportunities to improve upon the construct validity of current FC scoring.This paper examined a new personality assessment scoring approach labeled supervised forced choice scoring (SFCS), which aims to maximize construct validity of FC personality assessments. Specifically, SFCS maximally weights FC responses to predict or "reproduce" honest, normative, and reliable personality scores using machine learning (ML). The use of ML in this way helps leverage variance from all FC personality responses when estimating each trait, accounts for complex item‐trait relationships should they exist, and develops algorithms explicitly designed to account for faking.In this proof of concept study, a graded response FC assessment was tested across several samples, and SFCS resulted in psychometric improvements over traditional FC scoring. Notably, correlations with aligned single stimulus trait scores (taken honestly) were strong, both when the FC measure was taken honestly and when taken in induced applicant settings. SFCS scores also exhibited small shifts in average scores between honest and faked conditions and were predictive of organizational citizenship behaviors, employee engagement, and leadership emergence at work.Initial SFCS findings are favorable, suggesting this method of FC scoring should be considered for future use. However, although SFCS showed merit in this proof of concept study, it is unclear how well results will generalize to new FC measures, and we urge more research on this scoring method. [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]

The present study is an updated survey examining individual assessor beliefs and practices related to faking in the individual assessment context. The responses from a mix of quantitative and qualitative survey questions were compared across individual assessors from the original 2005 sample (n = 77) and an updated 2020 sample (n = 78). Results suggest that single stimulus personality assessments are still the predominant form of personality assessment in use, but many individual assessors employ other types of personality assessments such as forced‐choice. In 2020, individual assessors do not appear to be heavily concerned about the effects of faking on their recommendations, do not believe that a large number of candidates fake, and believe that even fewer candidates successfully fake. [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]

This study presents a comprehensive meta-analysis on the faking resistance of forced-choice (FC) inventories. The results showed that (1) FC inventories show resistance to faking behavior; (2) the magnitude of faking is higher in experimental contexts than in real-life selection processes, suggesting that the effects of faking may be, in part, a laboratory phenomenon; and (3) quasi-ipsative FC inventories are more resistant to faking than the other FC formats. Smaller effect sizes were found for conscientiousness when the quasi-ipsative format was used (δ = 0.49 vs. δ = 1.27 for ipsative formats). Also, the effect sizes were smaller for the applicant samples than for the experimental samples. Finally, the contributions and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

This study presents a comprehensive meta-analysis on the faking resistance of forced-choice (FC) inventories. The results showed that (1) FC inventories show resistance to faking behavior; (2) the magnitude of faking is higher in experimental contexts than in real-life selection processes, suggesting that the effects of faking may be, in part, a laboratory phenomenon; and (3) quasi-ipsative FC inventories are more resistant to faking than the other FC formats. Smaller effect sizes were found for conscientiousness when the quasi-ipsative format was used (δ = 0.49 vs. δ = 1.27 for ipsative formats). Also, the effect sizes were smaller for the applicant samples than for the experimental samples. Finally, the contributions and practical implications of these findings are discussed.

Socially desirable responding may affect the factor structure of personality questionnaires and may be one of the reasons for the common variance among personality traits. In this study, we test this hypothesis by investigating the influence of the motivational test-taking context (development vs. selection) and the opportunity to distort responses (forced-choice vs. Likert response format) on personality questionnaire scores. Data from real selection and assessment candidates (total N = 3,980) matched on gender, age, and educational level were used. Mean score differences were found between the selection and development groups, with smaller differences for the FC version. Yet, exploratory structural equation models showed that the overall factor structures as well as the general factor were highly similar across the four groups. Thus, although socially desirable responding may affect mean scores on personality traits, it does not appear to affect factor structures. This study further suggests that the common variance in personality questionnaires is consistent and appears to be little influenced by motivational pressures for response distortion. [ABSTRACT FROM AUTHOR]

Susceptibility to faking is a key issue in the operational use of SJTs. We administered an SJT with both knowledge‐based ("should do") and behavioral ("would do") response instructions in a low‐stakes developmental context to 946 current medical residents and in a high‐stakes selection context to 275 applicants to medical residency programs. Results indicated that (a) controlling for instruction condition, SJT scores were higher in the selection context and (b) controlling for context, SJT scores were lower in the behavioral instruction condition. However, instruction condition moderated the effect of faking on SJTs in these contexts, such that differences between SJT scores in the "would do" and "should do" instruction conditions were greater in the developmental versus selection context. Implications are discussed. [ABSTRACT FROM AUTHOR]

The reaction time-based Concealed Information Test (RT-CIT) can be used to detect information a suspect wishes to conceal. While it is often argued that it is easily faked, empirical research on its vulnerability to faking is scarce. In three experiments, we tested whether receiving faking instructions enables guilty participants to fake an innocent test outcome in an RT-CIT. In Experiment 1, when not using a response deadline, we found the RT-CIT to be vulnerable to faking (d = 1.06). Experiment 2 showed that when using a response deadline, faking was ineffective (d = −0.25). Critically, Experiment 3 replicated these findings within one between-subject design, showing again a faking effect when no response deadline was used (d = 1.08) that vanished with the use of a response deadline (d = −0.56). By providing suggestions for the development of a faking detection algorithm, we hope to stimulate further research in this area. [ABSTRACT FROM AUTHOR]

Research on faking behavior and underlying intentions has mostly employed an intraindividual perspective, stressing the role of individual-level predictors. Inspired by theoretical arguments (e.g., from socioecological psychology) and cross-cultural studies, we hypothesize and demonstrate that in addition to individual-level predictors, there are also regional differences in faking intentions (within a country) and systematic links to regional-level features. Specifically, we tested and compared individual- and region-level predictors of applicant faking intentions (N = 4860 MTurk workers) across the largest 50 Metropolitan Statistical Areas of the USA using multi-level techniques. We found individual-level effects of conscientiousness, competitive worldviews, and religiosity on individual-level faking intentions. On the regional level, macro-psychological conscientiousness was negatively associated with the average faking intentions in a region, while macro-psychological competitive worldviews (i.e., the prevailing competitive worldviews in a region) showed a positive relationship. Additionally, macro-psychological competitive worldviews predicted individual-level faking intentions even when controlling for individual-level competitive worldviews. No effects were found for regional parameters such as the economic situation of a region. We discuss implications for research and personnel selection. [ABSTRACT FROM AUTHOR]

Research has shown that faking behavior affects the factor structure of single-stimulus (SS) personality measures. However, no published research has analyzed the effects of this phenomenon on the factor structure of forced-choice (FC) personality inventories. This study examines the effects of faking, induced in a laboratory setting, on the construct validity of a quasi-ipsative FC personality inventory based on the Five-Factor Model. It also examines the moderator effect of the type of experimental design (between-subject and within-subject design) on factor analyses. The results showed that (a) data fit to a structure of five-factors in the two conditions (honest and faking) in both experimental designs; (b) model fit indices are also good or excellent in all cases; and (c) Burt-Tucker's congruence coefficients between convergent factors of conditions analyzed are very high. These findings provide evidence that the quasi-ipsative FC format is a robust instrument that controls the effects of faking on factor structure. Finally, we discuss theoretical and practical implications of these findings for personnel selection and assessment. [ABSTRACT FROM AUTHOR]