Faking and selection: considering the use of personality from select-in and select-out perspectives.

Full Abstract

The effects of faking on criterion-related validity and the quality of selection decisions are examined in the present study by combining the control of an experiment with the realism of an applicant setting. Participants completed an achievement motivation measure in either a control group or an incentive group and then completed a performance task. With respect to validity, greater prediction error was found in the incentive condition among those with scores at the high end of the predictor distribution. When selection ratios were small, those in the incentive condition were more likely to be selected and had lower mean performance than those in the control group. Implications for using personality assessments from select-in and select-out strategies are discussed.

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Author information

Author/s: Mueller-Hanson, Rose (R); Heggestad, Eric D (ED); Thornton, George C (GC);

Affiliation: Department of Psychology, Colorado State University, USA. rose.hanson(-atsign-)pdri.com

Journal and publication information

Publication Type: Clinical Trial; Controlled Clinical Trial; Journal Article

Journal: The Journal of applied psychology (J Appl Psychol), published in United States. (Language: eng)

Reference: 2003-Apr; vol 88 (issue 2) : pp 348-55

Dates: Created 2003/05/06; Completed 2003/05/23; Revised 2006/09/18;

PMID: 12731719, status: MEDLINE (last retrieval date: 11/6/2008)

Sourced from the National Library of Medicine. Abstract text and other information may be subject to copyright.

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