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1.
HyeSun Lee 《International Journal of Selection & Assessment》2023,31(1):147-162
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. 相似文献
2.
Lennart Sjöberg 《Scandinavian journal of psychology》2015,56(5):582-591
Faking is a common problem in testing with self‐report personality tests, especially in high‐stakes situations. A possible way to correct for it is statistical control on the basis of social desirability scales. Two such scales were developed and applied in the present paper. It was stressed that the statistical models of faking need to be adapted to different properties of the personality scales, since such scales correlate with faking to different extents. In four empirical studies of self‐report personality tests, correction for faking was investigated. One of the studies was experimental, and asked participants to fake or to be honest. In the other studies, job or school applicants were investigated. It was found that the approach to correct for effects of faking in self‐report personality tests advocated in the paper removed a large share of the effects, about 90%. It was found in one study that faking varied as a function of degree of how important the consequences of test results could be expected to be, more high‐stakes situations being associated with more faking. The latter finding is incompatible with the claim that social desirability scales measure a general personality trait. It is concluded that faking can be measured and that correction for faking, based on such measures, can be expected to remove about 90% of its effects. 相似文献
3.
Matthew S. O'Connell Mei‐Chuan Kung Esteban Tristan 《International Journal of Selection & Assessment》2011,19(4):340-351
Three measures of response distortion (i.e., social desirability, covariance index, and implausible answers) were examined in both applicant and incumbent samples. Performance data, including supervisor ratings of task and contextual performance as well as objective performance criteria such as tardiness, work‐related accidents, and a customized work simulation, were obtained for the incumbent sample. Results provided further support for the existence of applicant faking behavior and shed light into the relationship between faking and job performance, largely depending on how one defines and measures faking as well as the performance criteria evaluated. Implications for future research and practice in personality assessment for selection purposes were discussed. 相似文献
4.
Detection of feigned cognitive impairment: The two-alternative forced-choice method compared with selected conventional tests 总被引:1,自引:0,他引:1
Cheryl K. Hiscock Janet Dry Branham Merrill Hiscock 《Journal of psychopathology and behavioral assessment》1994,16(2):95-110
A two-alternative forced-choice test, two putative malingering tests, and four neuropsychological tests were administered to 105 prison inmates (51 males and 54 females) and 108 university students (54 males and 54 females) in one of three conditions: naive faking, coached faking, and control. Six of the seven tests differentiated faking subjects from controls, but only the forced-choice test differentiated between naive and coached faking. Even though only 11% of the faking subjects performed below the level of chance on the forced-choice test, this test was more sensitive than other tests in distinguishing between faking subjects and controls. The putative malingering tests were the least sensitive measures. The most salient difference between inmates and students was that faking inmates did not respond to a bogus difficulty manipulation in the forced-choice test. The results indicate that the forced-choice method is a sensitive means of detecting dishonest performance even when scores do not fall below chance. 相似文献
5.
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. 相似文献
6.
Patrick D. Converse Frederick L. Oswald Anna Imus Cynthia Hedricks Radha Roy Hilary Butera 《International Journal of Selection & Assessment》2008,16(2):155-169
The potential for applicant response distortion on personality measures remains a major concern in high‐stakes testing situations. Many approaches to understanding response distortion are too transparent (e.g., instructed faking studies) – or are too subtle (e.g., correlations with social desirability measures as indices of faking). Recent research reveals more promising approaches in two methods: using forced‐choice (FC) personality test items and warning against faking. The present study examined effects of these two methods on criterion‐related validity and test‐taker reactions. Results supported incremental validity for an FC and Likert‐scale measure in warning and no‐warning conditions, above and beyond cognitive ability. No clear differences emerged between the FC vs Likert measures or warning vs no‐warning conditions in terms of validity. However, some evidence suggested that FC measures and warnings may produce negative test‐taker reactions. We conclude with implications for implementation in selection settings. 相似文献
7.
Recent research suggests multidimensional forced-choice (MFC) response formats may provide resistance to purposeful response distortion on personality assessments. It remains unclear, however, whether these formats provide normative trait information required for selection contexts. The current research evaluated score correspondences between an MFC format measure and 2 Likert-type measures in honest and instructed-faking conditions. In honest response conditions, scores from the MFC measure appeared valid indicators of normative trait standing. Under faking conditions, the MFC measure showed less score inflation than the Likert measure at the group level of analysis. In the individual-level analyses, however, the MFC measure was as affected by faking as was the Likert measure. Results suggest the MFC format is not a viable method to control faking. 相似文献
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We evaluate the extent to which established self-report measures of emotional intelligence (EI) are susceptible to socially desirable responding. A study was conducted to assess the relationship between EI and multiple outcomes across 3 experimental faking conditions. Using structural equation modeling, we found that the criterion validities of self-report EI measures in the prediction of life satisfaction, psychological distress, rational coping, and detachment coping are not attenuated in moderate social desirability settings, but are somewhat attenuated when faking is maximized. Moreover, partialing out social desirability does not yield any improvement of the predictive validity of self-report EI. 相似文献
10.
Are observer ratings of applicants’ personality also faked? Yes,but less than self‐reports
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《International Journal of Selection & Assessment》2017,25(2):183-192
Although self‐report personality tests are a comparatively cheap and easy‐to‐administer personnel selection tool, researchers have criticized them for not predicting enough criterion‐related variance. Researchers have suggested using observer‐ratings of personality (e.g., as part of a reference check from a supervisor) because observer‐ratings have been reported to be more predictive. However, it is theoretically and empirically unclear whether supervisors also engage in faking (the intentional distortion of responses). Study 1 explored faking among managers who were first asked to imagine that a subordinate had to leave his/her job for private reasons and then to rate the personality of the subordinate. A week later, managers rated their subordinates honestly. A repeated‐measures MANOVA indicated that managers did fake. Study 2 (among supervisors of working students) replicated the above findings but also showed that there is less faking in supervisor‐ratings than in self‐ratings. Furthermore, we found no evidence that the validity of personality scales for predicting academic performance depends on self‐ versus observer‐ratings or on an applicant versus an honest condition. These two studies thus show that practitioners should not equate personality ratings obtained from observers in a selection context with honest personality ratings. 相似文献
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人格测验中作假的控制方法 总被引:2,自引:0,他引:2
被试很容易对人格测验作假,这严重影响了人格测验的有效性。目前测评专家已经提出了一些应对作假的方法,它们可被分为事前控制技术和事后识别技术两大类。前者包括迫选式量表,警告及假渠道技术等,后者包括作假识别量表,IRT及反应时识别技术等。目前,在人格测验中嵌套使用作假识别量表,以及在测验指导语中加入警告是比较有效的两种方法,迫选式量表的发展也值得期待。由于研究者对作假的内部发生机制了解较少,这制约了IRT与反应时识别技术的发展。 相似文献
13.
Mitchell H. Peterson Joshua A. Isaacson Matthew S. O'Connell Phillip M. Mangos 《人类行为》2013,26(3):270-290
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. 相似文献
14.
The Implicit Association Test (IAT) was adapted to measure anxiety by assessing associations of self (vs. other) with anxiety-related (vs. calmness-related) words. Study 1 showed that the IAT-Anxiety exhibited good internal consistency and adequate stability. Study 2 revealed that the IAT-Anxiety was unaffected by a faking instruction. Study 3 examined the predictive validity of implicit and explicit measures and showed that the IAT-Anxiety was related to changes in experimenter-rated anxiety and performance decrements after failure. Study 4 found that several behavioral indicators of anxiety during a stressful speech were predicted by the IAT. Taken together, these studies show that the IAT-Anxiety is a reliable measure that is able to predict criterion variables above questionnaire measures of anxiety and social desirability. 相似文献
15.
Lisa Feldman Barrett 《Cognition & emotion》2013,27(1):47-68
Self-reports of mood are the most frequently used measure of subjective emotional experience in studies of human emotion. The present study evaluated the degree to which self-reports of mood reflect the social desirability of an affective state, rather than the hedonic tone and the level of arousal associated with such states. The study produced three main findings. First, the desirability of a mood and the hedonic quality of a mood are related, but not identical entities. Secondly, the desirability of a mood is also related to the level of arousal the mood denotes. Thirdly, desirability components are related to the self-report ratings of mood, but the ratings also reflect the hedonic tone and level of arousal describing the internal state of the respondents. Social desirability does affect the self-report ratings that are often used in emotion research, but such ratings also reflect something about the internal state of the respondents. 相似文献
16.
迫选测验的传统计分方式会产生自模式数据, 不能进行传统的信效度检验、因素分析和方差分析等。近年来研究者提出了一些基于项目反应理论的计分模型, 如瑟斯顿IRT模型和MUPP模型等, 它们可以规避自模式数据的弊端。瑟斯顿IRT模型方便进行参数估计, 模型定义灵活; 而MUPP模型的拓展性较差, 参数估计的方法有待提高。另一方面, 已有研究者基于MUPP模型开发了一些抗作假的迫选测验, 而瑟斯顿IRT模型距离这种应用还比较远。此外, 两个模型的适用性和有效性都有待更多的实证研究来检验。 相似文献
17.
《Personality and individual differences》1987,8(3):445-447
This study examined the relationship between the L Scale measure of social desirability responding on the Junior Eysenck Personality Inventory and two types of measures of self-reported pro-authority tendencies among schoolchildren. One type of measure assessed attitudes and the other behaviour, each in relation to the authority of parents and teachers. Positive and, in most cases, significant correlations were found between the L Scale and both types of measures. However, as predicted, correlations with the self-reported behaviour scales were, in general, significantly higher, suggesting that attitude to authority scales are less susceptible to bias resulting from ‘faking good’. 相似文献
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《人类行为》2013,26(4):371-388
We evaluated the effects of faking on mean scores and correlations with self-reported counterproductive behavior of integrity-related personality items administered in single-stimulus and forced-choice formats. In laboratory studies, we found that respondents instructed to respond as if applying for a job scored higher than when given standard or "straight-take" instructions. The size of the mean shift was nearly a full standard deviation for the single-stimulus integrity measure, but less than one third of a standard deviation for the same items presented in a forced-choice format. The correlation between the personality questionnaire administered in the single-stimulus condition and self-reported workplace delinquency was much lower in the job applicant condition than in the straight-take condition, whereas the same items administered in the forced-choice condition maintained their substantial correlations with workplace delinquency. 相似文献
20.
M A Fristad 《Perceptual and motor skills》1988,66(1):131-137
This study focused on social desirability in family members' self-reports. 32 clinical families (93 family members) were given self-report measures from the McMaster and Circumplex family-assessment models and a measure of social desirability. Clinicians assessed these families on clinical rating scales from the same models. Regression analyses were used to examine the relationship between self-reports, social desirability scores, and clinicians' ratings. It was expected that social desirability would be a suppressor variable (i.e., when accounted for, the similarity between clinicians' and family members' ratings would be enhanced). This did not occur; instead, social desirability was significantly but negatively correlated with ratings of pathology. Results provide evidence that correcting for social desirability on clinical pencil-and-paper tests is not supported. 相似文献