Practical Limitations in Making Decisions Regarding the Distribution of Applicant Personality Test Scores Based on Incumbent Data

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

Effects of Pay Expected on Pay Received: The Confirmatory Nature of Initial Expectations1

Previous research suggests that women have lower pay expectations and a lower sense of personal entitlement with respect to pay than similarly qualified men (cf. Major & Konar, in press; Major, McFarlin, & Gagnon, 1984). The present research examined, in two liking simulation experiments, the impact of a job applicant's pay expectations and gender on starting salary offers, hiring recommendations, and evaluations made by management students. Results of both experiments indicated that, given identical applicant qualifications, the higher the salary requested by an applicant, the higher the salary he or she was offered, regardless of the applicant's gender. However, women with moderate pay expectations were offered significantly more money (Experiment 1) and were significantly more likely to be hired (Experiment 2) than were men with moderate expectations. Amount of pay expected had no impact on other evaluations of the applicant. The role that gender differences in pay expectations may play in perpetuating nonperformance-related pay differences between women and men is discussed.     

Applicant Faking,Social Desirability,and the Prediction of Counterproductive Work Behaviors

Recent studies have pointed to within-subjects designs as an especially effective tool for gauging the occurrence of faking behavior in applicant samples. The current study utilized a within-subjects design and data from a sample of job applicants to compare estimates of faking via within-subjects score change to estimates based on a social desirability scale. In addition, we examined the impact of faking on the relationship between Conscientiousness and counterproductive work behaviors (CWBs), as well as the direct linkage between faking and CWBs. Our results suggest that social desirability scales are poor indicators of within-subjects score change, and applicant faking is both related to CWBs and has a negative impact on the criterion-related validity of Conscientiousness as a predictor of CWBs.     

CORRECTING THE 16PF FOR FAKING: EFFECTS ON CRITERION-RELATED VALIDITY AND INDIVIDUAL HIRING DECISIONS

The effects of correcting a personality measure for faking were evaluated within an organizational context. Two possible repercussions of score correction were studied using the 16PF personality inventory: the effect on criterion-related validity and the effect on individual hiring decisions (i.e., which applicants would or would not be hired). Results indicated that correction for faking had little effect on criterion-related validity. However, depending on the selection ratio, correction of scores would have resulted in different hiring decisions than those that would have been made on the basis of uncorrected scores. Implications for organizations using personality measures for selection and recommendations regarding the use of faking corrections are discussed.     

Personal Growth Initiative and Mental Health: A Meta-Analysis

Personal growth initiative (PGI) is an individual's active and intentional desire to grow in personally important areas. In the past 20 years, a body of literature has emerged examining PGI's relationship to mental health. We conducted the first meta-analyses to synthesize this literature. Two meta-analyses examined the relationship between PGI total scores and distress (k = 22) and wellness (k = 37). Both average effect sizes were significant. We also examined the potential impact of nine moderators. The type of outcome assessed was a significant moderator for PGI and distress, and the PGI measure used was a significant moderator for PGI and wellness, accounting for 61% and 15% of the overall variance, respectively. Meta-analyses examining the relationship between the four PGI subscales (Readiness for Change, Planfulness, Using Resources, and Intentional Behavior) and distress (k = 4) and wellness (k = 7) yielded similar results to the total score analyses.     

Substance versus style: a new look at social desirability in motivating contexts

Although there is an emerging consensus that social desirability does not meaningfully affect criterion-related validity, several researchers have reaffirmed the argument that social desirability degrades the construct validity of personality measures. Yet, most research demonstrating the adverse consequences of faking for construct validity uses a fake-good instruction set. The consequence of such a manipulation is to exacerbate the effects of response distortion beyond what would be expected under realistic circumstances (e.g., an applicant setting). The research reported in this article was designed to assess these issues by using real-world contexts not influenced by artificial instructions. Results suggest that response distortion has little impact on the construct validity of personality measures used in selection contexts.     

Forced-Choice Personality Tests: A Measure of Personality and Cognitive Ability?

This study examined the effects of item format (single-stimulus vs. forced-choice) and response motivation (honest vs. applicant) on scores for personality scales measuring Conscientiousness and Openness to Experience. Consistent with the hypotheses, cognitive ability was related to forced-choice personality scores in the applicant condition but not in the honest condition. Cognitive ability was unrelated to single-stimulus personality scores in both the applicant and honest conditions. The results suggest that controlling for cognitive ability can reduce the incremental predictive validity of forced-choice personality scales in applicant settings. Findings are discussed in terms of the importance of considering how item format influences the construct and criterion-related validity of personality tests used to make selection decisions.     

Personality retesting for managing intentional distortion

Self-report personality questionnaires often contain validity scales designed to flag individuals who intentionally distort their responses toward a more favorable characterization of themselves. Yet, there are no clear directives on how scores on these scales should be used by administrators when making high-stakes decisions about respondents. Two studies were conducted to investigate whether administrator-initiated retesting of flagged individuals represents a viable response to managing intentional distortion on personality questionnaires. We explored the effectiveness of retesting by considering whether retest responses are more accurate representations of a flagged individual's personality characteristics. A comparison of retest scores to a baseline measure of personality indicated that such scores were more accurate. Retesting should only work as a strategy for dealing with intentional distortion when individuals choose to respond more accurately the second time. Thus, we further explored the emotional reaction to being asked to retest as one possible explanation of why individuals who engage in intentional distortion respond more accurately upon retest.     

The International Wayfinding Strategy Scale: evidence for cross-cultural use with a sample from the UK

This study suggested Lawton and Kallai's 2002 International Wayfinding Strategy Scale was appropriate for use in the UK. Participants at a northeastern English university (N = 148) completed the scale. Principal components analysis (oblimin rotation) with 2 factors specified supported the expected structure and indicated the scale could be used to measure wayfinding strategies across cultures; however, 1 of the 17 original items on the scale was not suitable for use with a UK sample and 1 item loaded on the opposite factor as expected. The resulting orientation strategy score was used more by men, but the mean route strategy scale scores did not differ by sex.     

Effects of Motivation on Young Children's Object Recall and Strategy Use

The study was designed to examine the effects of motivation on young children's recall for object names and early-emerging mnemonic activities. Seventy-two 4-year-old children were randomly assigned to 1 of 3 instructional conditions: incidental, intentional, or motivational. Each child was shown 10 small toy objects and provided a 90 s study period prior to recall. The children's mnemonic behaviors were videotaped for subsequent coding. The children in the incidental condition were instructed to simply look at the toys while children in the intentional and motivational condition were given explicit instructions to remember. The motivational group was also told that they could keep whichever toys they remembered. A recognition memory task was employed to examine the extent to which the stimuli were encoded during the study period. The children's recall memory did not vary as a function of instructional condition. Children's use of singular versus multiple strategies was calculated, along with a weighted summary score giving most weight to the participant's use of mature mnemonic strategies. Significant differences in strategy use were found, favoring the motivational condition. Significant positive correlations were found between the weighted summary scores and object recall, and the teacher ratings of mastery motivation and object recall. Mastery motivation was found to be unrelated to the strategic summary scores, failing to mediate strategic behaviors. The results suggest that when providing incentives to remember, children apparently engaged in more effortful mnemonic processing in order to remember the items, even though a greater number of items were not recalled.     

Context in selection of men and women in hiring decisions: gender composition of the applicant pool

The hypothesis that the sex composition of an applicant pool affects the hiring probabilities of individual job applicants was tested using gender-distinctive information on accepted and rejected job applicants in The Netherlands. The evidence supports this hypothesis, although the effect sizes are moderate. Both men and women have a lower probability of being hired when the applicant pool contains fewer applicants from their own sex.     

A clarification of Holland's construct of differentiation: The importance of score elevation

In J. L. Holland's (1985, Making Vocational Choices (2nd ed.), Englewood Cliffs, NJ: Prentice-Hall) theory of vocational choice, the construct of differentiation refers to the degree to which an individual's interests are clearly defined and is operationalized in the present study as the numerical difference between an individual's highest and lowest scores on the General Occupational Theme scales (GOT) of the Strong-Campbell Interest Inventory (SCII) (D. P. Campbell and J. C. Hansen, Manual for SVIB-SCII (3rd ed.), Palo Alto, CA: Stanford Univ. Press). Techniques for measuring differentiation do not account for the elevation of an interest profile; thus, subjects with strong interests (all high scores) are treated as equivalent to subjects with weak interests (all low scores). The present study examined the custom of treating all undifferentiated subjects as if they were equal, by dividing subjects into High-Score Undifferentiated (HSU) and Low-Score Undifferentiated (LSU) groups, based on the elevation of the highest GOT score. Compared to the LSU subjects, HSU subjects (a) were more likely to have SCII profiles which were internally consistent, (b) had a higher mean cumulative grade point average, (c) had a higher mean Academic Comfort score, and (d) were more likely to persist in college. These results suggest that accounting for score elevation does reveal differences between HSU and LSU subjects and that future studies should not treat undifferentiated subjects as a homogeneous group.     

Gender Bias or Motherhood Disadvantage? Judgments of Blue Collar Mothers and Fathers in the Workplace

The effects of gender, marital, and parental status on judgments of applicants for a blue-collar job were examined. One hundred eighteen undergraduates (72 males, 46 females) at University of Kansas, USA first rated a standard “ideal worker” applicant (single male with no child), followed by a target applicant (who varied on gender, martial and parental status) for a factory worker position. Overall findings demonstrated straightforward gender bias: Female applicants were perceived as warmer, less self-confident, less committed, and most importantly, were less likely than men to be hired. Results suggest the possibility that blue-collar jobs trigger gender bias rather than the more nuanced bias against caregivers or a motherhood penalty.     

Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study

The present research investigated factors that might affect gender discrimination in a hiring simulation context from the perspectives of social role theory and the shifting standards model. Specifically, the experimental study investigated whether gender biases are evident in the screening and hiring stage of the personnel selection process depending on the applicants?? social role and evaluators?? gender. A sample of German undergraduate business students (54 women, 53 men) was asked to make a personnel selection decision (short-listing or hiring) about a fictitious applicant (man or woman) in a specific role (leader or non-leader) for a managerial position. Consistent with social role theory??s assumption that social role information is more influential than gender information, participants selected applicants described as leaders over applicants described as non-leaders, regardless of applicant gender. In addition, in the presence of role information, female applicants portrayed as leaders were similarly short-listed and hired as male applicants with the same credentials. In the absence of role information, female applicants were similarly short-listed as male applicants; however, male applicants were hired over female applicants, albeit by male participants only. This is consistent with the shifting standards model??s assumption that group members are held to a higher standard to confirm traits on which they are perceived to be deficient: Male participants hired female applicants portrayed as non-leaders with less certainty than their male counterparts possibly due to higher confirmatory standards for leadership ability in women than men. The research and practice implications of these results are discussed.     

Age Discrimination in the Evaluation of Job Applicants

This study investigated the nature of age discrimination against older job applicants. One hundred fifty‐six participants (102 students; 54 organization based) evaluated a hypothetical job applicant's (aged 33–66 years) work‐related competences and likelihood of being hired. Applicant age affected hiring decisions for both samples where there was a preference for hiring applicants aged 42–48 years. Applicants at both the older and younger ends of the continuum were less likely to be hired, with the oldest applicants (over 54 years) being the least likely to be hired. Although the applicants' age negatively affected evaluations of their trainability and sociability, the effect of applicant age on hiring evaluations was not mediated by these work‐related competencies, suggesting that age discrimination occurs via direct bias against older workers.     

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

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.     

Living and Learning: Reproducing Beliefs in Selective Experience

People's decisions shape their experience. For example, a recruitment officer decides between job applicants and cannot evaluate the suitability of rejected applicants. The selection decisions thus affect the content of the officer's experience of suitable and unsuitable applicants, and experiential learning is achieved from a selective sample of experiences. It is suggested that people's beliefs are sensitive to the content of the experienced sample, but the mind cannot adjust for the selectivity of the sample even when it results from the individual's own decisions. Two experiments with a recruitment task showed that incorrect prior beliefs survive experiential learning when the beliefs are reproduced and thus appear to be confirmed, in actual experience. When the task was to achieve high performance, incorrect prior beliefs persisted because they were reproduced in a smaller sample of selected job applicants. In contrast, when the task was focused on learning, a greater number of applicants were selected, and a more representative experience therefore revised incorrect beliefs. The actual content of the experienced sample is thus crucial for the persistence, as well as for the revision, of incorrect beliefs. Further, as predicted by the hypothesis of constructivist coding, when feedback was absent for rejected applicants, participants constructed “internal feedback” in line with the expectation that the rejected applicant was unsuitable. Thus, when fewer applicants were hired, participants came to believe that the actual proportion of suitable applicants was low. Finally, the implications for efforts to reduce bias and improve experiential learning are discussed. Copyright © 2012 John Wiley & Sons, Ltd.     

Retest Reliability of Scores on Objective and Projective Measures of Dependency: Relationship to Life Events and Interest Interval

The retest reliabilities of widely used objective and projective measures of dependency were assessed in a mixed-sex sample of undergraduates (54 women and 34 men). Subjects completed Hirschfeld and colleagues' (1977) Interpersonal Dependency Inventory (IDI) and Masling, Rabie, and Blondheim's (1967) Rorschach Oral Dependency (ROD) scale on two occasions separated by 16, 28, or 60 weeks. The IDI and ROD scale showed good retest reliability over 16 weeks in both men and women. However, the ROD scale did not show adequate retest reliability over longer periods in subjects of either sex. IDI scores showed excellent long-term retest reliability in women, but poor longterm retest reliability in men. Subjects' self-reports and impact ratings of life events experienced during the intertest period were unrelated To changes in subjects' IDI and ROD scale scores from Time 1 to Time 2, regardless of the intertest interval used.     

Predicting Short‐Term Remembering as Boundedly Optimal Strategy Choice

It is known that, on average, people adapt their choice of memory strategy to the subjective utility of interaction. What is not known is whether an individual's choices are boundedly optimal. Two experiments are reported that test the hypothesis that an individual's decisions about the distribution of remembering between internal and external resources are boundedly optimal where optimality is defined relative to experience, cognitive constraints, and reward. The theory makes predictions that are tested against data, not fitted to it. The experiments use a no‐choice/choice utility learning paradigm where the no‐choice phase is used to elicit a profile of each participant's performance across the strategy space and the choice phase is used to test predicted choices within this space. They show that the majority of individuals select strategies that are boundedly optimal. Further, individual differences in what people choose to do are successfully predicted by the analysis. Two issues are discussed: (a) the performance of the minority of participants who did not find boundedly optimal adaptations, and (b) the possibility that individuals anticipate what, with practice, will become a bounded optimal strategy, rather than what is boundedly optimal during training.     

The synergistic effect of prosociality and physical attractiveness on mate desirability

Mate selection requires a prioritization and joint evaluation of different traits present or absent in potential mates. Herein, we focus on two such traits – physical attractiveness and prosociality – and examine how they jointly shape impressions of overall desirability. We report on two related experiments which make use of an innovative methodology combining large samples of raters and target persons (i.e., stimuli) and information on targets’ behaviour in economic games representing altruistic behaviour (Experiment 1) and trustworthiness (Experiment 2), two important facets of prosociality. In accordance with predictions derived from a cognitive perspective on mate choice and sexual strategies theory, the results show that the impact of being prosocial on an individual's overall desirability was increased further by them also being physically attractive, but only in long-term mating contexts. Furthermore, we show that men's mate preferences for certain prosocial traits (i.e., trustworthiness) were more context-dependent than women's due to differential evolutionary pressures for ancestral men and women.