Cheating the Lie Detector: Faking in the Autobiographical Implicit Association Test

ABSTRACT— The autobiographical Implicit Association Test (aIAT) was recently introduced in this journal as a new and promising lie-detection tool. The initial report found 91% accuracy in determining which of two autobiographical events was true. It was suggested that the aIAT, unlike other lie-detection tests, is resistant to faking. We investigated whether participants can strategically alter their performance on the aIAT. Experiment 1 showed that participants guilty of a mock theft were able to obtain an innocent test outcome. Two additional experiments showed that guilty participants can fake the aIAT without prior experience with the aIAT and when a response deadline is imposed. The aIAT is subject to the same shortcomings as other lie-detection tests.     

Warning Against Faking on a Personality Test: Effects on Applicant Reactions and Personality Test Scores

To reduce faking on personality tests, applicants may be warned that a social desirability scale is embedded in the test. Although this procedure has been shown to substantially reduce faking, there is no data that addresses how such a warning may influence applicant reactions toward the selection procedure or the relationships among personality constructs. Using an organizational justice framework, this study examines the effect of warning on procedural justice perceptions. Additionally, the extent to which warning changes the relationships among personality variables, socially desirable responding, and organizational justice variables, was explored. The results suggest that warning did not negatively affect test‐taker reactions. However, the relationships among the justice measures and the personality variables and socially desirable responding differed across the warned and unwarned groups. The organizational justice model fit best and there was less multicollinearity among the personality variables in the warned condition, compared to the unwarned condition. Thus, providing a warning appears to have positive consequences when using personality measures.     

Hostility on the TAT as a Function of Defensive Inhibition and Stimulus Situation

It was hypothesized that there would be significant differences in the aggressive imagery of inhibited and uninhibited subjects when TAT cards or instructions strongly suggested an aggressive response but not when the experimental conditions did not suggest hostile themes. This prediction was verified on a sample of women but no support was found in a sample of men. The findings were related to other studies in the literature and directions for further research suggested.     

Faking Fast and Slow: Within-Person Response Time Latencies for Measuring Faking in Personnel Testing

Purpose

Item response time (RT) latencies offer a potentially promising approach for measuring faking in personnel testing, but have been studied almost exclusively as either long or short RTs relative to group norms. As such, the ability to reliably assess faking RTs at the individual level remains a challenge. To address this issue, the present study set out to examine the usefulness of a within-person difference score index (DSI) method for measuring faking, in which “control question” (baseline) RTs were compared to “target question” RTs, within single test administrations.

Design/Methodology/Approach

Two hundred six participants were randomly selected to simulated faking or honest testing conditions, and were administered two types of integrity test items (overt and personality), whereby group classification (faking/honest) served as the main dependent variable.

Findings

Faking condition RTs were longer than honest condition RTs for both item types (overt: d = .43; personality: d = .47), and overt item RTs were slightly shorter than personality item RTs in both testing conditions (honest: d = .34; faking: d = .41). Finally, using a sample cut score, the DSI correctly classified an average of 26 % more cases of faking, and 53 % less false positives, compared to the traditional normative method.

Implications

The results suggest that the DSI can be an advantageous method for identifying faking in personnel testing scenarios.

Originality/Value

This is the one of the first studies to propose a practical method for identifying individual-level faking RTs within single test administrations.

     

Treatment of Time in the TAT

Part of a larger empirical investigation to identify and classify subjective probability notions and explore their relationship to personality variables (Lipgar, 1965). Four factors that distinguished four types of subjective probability notions had been obtained from a matrix of intercorrelations among 30 Ss' Q sort ratings on patterns of “head-tail” guesses. To investigate the possibility that subjective probability notions are associated with other orientational activities in situations of uncertainty, a typology of time orientations and rating scales was derived from TAT stories by those Ss who best represented the four subjective probability factors. These and other stories were rated by four judges independently, and an association between treatment of time in the TAT and subjective probability notions was substantiated.     

Differential validity of the Defense Mechanism Manual for the TAT between Asian Americans and Whites. Thematic Apperception Test

Thematic Apperception Test (Murray, 1943) responses of 69 Asian American (hereafter, Asian) and 83 White students were coded for defenses according to the Defense Mechanism Manual (Cramer, 1991b) and studied for differential validity in predicting paper-and-pencil measures of relevant constructs. Three tests for differential validity were used: (a) differences between validity coefficients, (b) interactions between predictor and ethnicity in criterion prediction, and (c) differences between groups in mean prediction errors using a common regression equation. Modest differential validity was found. It was surprising that the DMM scales were slightly stronger predictors of their criteria among Asians than among Whites and when a common predictor was used, desirable criteria were overpredicted for Asians, whereas undesirable ones were overpredicted for Whites. The results were not affected by acculturation level or English vocabulary among the Asians.     

Marijuana-induced primary process content in the TAT

Seventy-two normal adult male subjects wrote TAT stories under baseline and either placebo- or marijuana-ingestion conditions. Marijuana subjects received 20 mg. doses of delta-9 tetrahydrocannabinol. The stories were keypunched and content analyzed with the Regressive Imagery Dictionary, which yields a score for primary process content. Results indicate that marijuana, relative to placebo, caused subjects to write stories with a higher proportion of primary process content than they had included in baseline stories.     

Sources of male chauvinism in the TAT

Potential sources of antifemale bias in TAT stimuli were evaluated by having 358 undergraduate subjects rate 17 male and 17 female TAT figures on 7-point anchored scales. Data from the five independent rating conditions were examined by 2 x 2 ANOVA. Biases toward greater Mental Health and Intelligence for female figures were seen to be insufficient counterbalancers of biases toward greater Cultural Favorability and Identification for male figures. Achievement status was rated equivalently. TAT stimuli appeared to show a "built in" source of male chauvinism systematically "pulling" male-sex identification. Potential for unfavorable clinical evaluation was seen to be greater for female TAT subjects compared with male subjects.     

Knowing and Faking One's Five-Factor Personality Score

This article reports on 2 studies, both concerned with the validity of the NEO Five-Factor Inventory (NEO-FFI). The first study, replicated over 3 samples, concerned the validity of the measure as determined by self-ratings. Results indicated that participants were able to predict their extraversion, conscientiousness, and neuroticism scores with reasonable accuracy, but agreeableness and openness-to-experience less so. In addition, participants were not very reliable in predicting others' test scores, although they believed themselves to have scores moderately similar to the other, self-nominated person. The second study showed that the NEO-FFI was highly susceptible to faking, although the all-important fake good versus control comparisons were significant only for agreeableness, conscientiousness, and neuroticism. The implications of these studies for applied personality measurement are considered.     

Faking and the validity of conscientiousness: a Monte Carlo investigation

The article reports the findings from a Monte Carlo investigation examining the impact of faking on the criterion-related validity of Conscientiousness for predicting supervisory ratings of job performance. Based on a review of faking literature, 6 parameters were manipulated in order to model 4,500 distinct faking conditions (5 [magnitude] x 5 [proportion] x 4 [variability] x 3 [faking-Conscientiousness relationship] x 3 [faking-performance relationship] x 5 [selection ratio]). Overall, the results indicated that validity change is significantly affected by all 6 faking parameters, with the relationship between faking and performance, the proportion of fakers in the sample, and the magnitude of faking having the strongest effect on validity change. Additionally, the association between several of the parameters and changes in criterion-related validity was conditional on the faking-performance relationship. The results are discussed in terms of their practical and theoretical implications for using personality testing for employee selection.