A Meta-Analytic Investigation of Job Applicant Faking on Personality Measures
| Autor: | Jennifer L. Kisamore, Michael T. Brannick, Scott A. Birkeland, Todd M. Manson, Mark Alan Smith |
|---|---|
| Rok vydání: | 2006 |
| Předmět: |
Extraversion and introversion
Response distortion Strategy and Management media_common.quotation_subject Conscientiousness Job applicant Deception General Business Management and Accounting Personality scale Management of Technology and Innovation Openness to experience Personality Psychology Social psychology General Psychology Applied Psychology media_common |
| Zdroj: | International Journal of Selection and Assessment. 14:317-335 |
| ISSN: | 0965-075X |
| DOI: | 10.1111/j.1468-2389.2006.00354.x |
| Popis: | This study investigates the extent to which job applicants fake their responses on personality tests. Thirty-three studies that compared job applicant and non-applicant personality scale scores were meta-analyzed. Across all job types, applicants scored significantly higher than non-applicants on extraversion (d 5.11), emotional stability (d 5.44), conscientiousness (d 5.45), and openness (d 5.13). For certain jobs (e.g., sales), however, the rank ordering of mean differences changed substantially suggesting that job applicants distort responses on personality dimensions that are viewed as particularly job relevant. Smaller mean differences were found in this study than those reported by Viswesvaran and Ones (Educational and Psychological Measurement, 59(2), 197–210), who compared scores for induced ‘‘fake-good’’ vs. honest response conditions. Also, direct Big Five measures produced substantially larger differences than did indirect Big Five measures. |
| Databáze: | OpenAIRE |
| Externí odkaz: |
|
| Nepřihlášeným uživatelům se plný text nezobrazuje | K zobrazení výsledku je třeba se přihlásit. |