Personality and the Likelihood to Sexually Harass

To identify personality traits associated with sexual harassment proclivities, scales that measure the Likelihood to Sexually Harass (LSH) and personality traits were administered to 150 respondents. Peer reports of personality were also obtained from respondents' acquaintances. The Big Five factors and a newly suggested major dimension of personality, named Honesty–Humility, were measured to represent respondents' personalities. Two major findings were obtained. First, as predicted, Honesty–Humility was more strongly associated with sexual harassment proclivities than were any of the Big Five, within both self- and peer reports. Second, among the Big Five, only peer-reported Intellect/Imagination (i.e., Openness to Experience) contributed to the prediction of LSH independently of Honesty–Humility. The importance of using an optimal framework of personality structure was discussed.     

The prediction of Honesty–Humility-related criteria by the HEXACO and Five-Factor Models of personality

We examined two questions involving the relative validity of the HEXACO and Five-Factor Models of personality structure. First, would the HEXACO model outpredict the Five-Factor Model (FFM) with regard to several diverse criteria that are conceptually relevant to the Honesty–Humility dimension of personality? If so, would the addition of a proxy Honesty–Humility scale—as computed from relevant facets of the FFM Agreeableness domain—allow the FFM to achieve predictive validities matching those of the HEXACO model? Results from self- and observer ratings in three samples (each N > 200) indicated that the HEXACO model showed considerable predictive validity advantages over the FFM. When a measure of Honesty–Humility derived from the FFM was added to the original five domains of that model, the predictive validity reached that of the HEXACO model for some criteria, but remained substantially below for others.     

It takes two: Honesty–Humility and Agreeableness differentially predict active versus reactive cooperation

Recently, similar six-factor solutions have emerged in lexical studies across languages, giving rise to the HEXACO model of personality. As a core extension of its most well-known predecessor, the five-factor model, the HEXACO model distinguishes between two factors predicting complimentary aspects of prosocial behavior or, more specifically, reciprocal altruism: Honesty–Humility (the tendency toward active cooperation, i.e. non-exploitation) and Agreeableness (the tendency toward reactive cooperation, i.e. non-retaliation). However, this dissociation has not yet been tested to its full extent. To this end, we herein present re-analyses of published studies (N = 1090), showing that Honesty–Humility, but not Agreeableness, indeed predicts active cooperation. More importantly, in a new experiment (N = 410), we found a pattern of two concurrent selective associations, supporting the theoretical distinction between the two factors: Honesty–Humility (but not Agreeableness) predicted active cooperation (non-exploitation in the dictator game), whereas Agreeableness (but not Honesty–Humility) was linked to reactive cooperation (non-retaliation in the ultimatum game).     

Personality,interview faking,and the mediating role of attitudes,norms, and perceived behavioral control

This study investigated the psychological processes underlying interview faking, and that link personality to interview faking. In a sample of 198 recent interviewees, surveyed across three time points, we examined the mediating role of three constructs from the theory of planned behavior (TPB; i.e., attitudes, subjective norms, and perceived behavioral control) in explaining the relationship between the traits of Honesty–Humility and Conscientiousness and one form of interview faking (i.e., extensive image creation). Results indicated that all three TPB constructs correlated with interview faking, although only attitudes and subjective norms predicted faking incrementally. Attitudes and norms mediated the relationships between Honesty–Humility and Conscientiousness and interview faking. This study provides insight into interview faking, and the link between personality and interview faking.     

Do people fake on personality inventories? A verbal protocol analysis

Research has focused heavily on whether individuals can fake on personality inventories. Research is less clear on whether individuals actually do fake on personality inventories. Verbal protocol analysis was used to trace the motivational processes for 12 participants as they completed a personality inventory in an applicant context. Exploratory analyses suggested that individuals do fake on personality inventories; that individuals can be classed into one of three faking classes (honest responders, slight fakers, and extreme fakers); and that honest fakers take less time to complete and make less corrections to their personality inventories than faking responders. Study implications, limitations, and future research will be discussed.

人才甄选中的人格测验作假研究的深入与拓展

企业人才甄选情境下求职者很容易在人格测验中作假。至今有关作假的研究已包含作假的内涵、来源和识别等多个方面,也诞生了多种心理模型尝试解释作假产生的心理机制,如作假动机与作假能力交互作用理论、作假计划行为理论、作假整合模型、一般作假行为模型以及作假的VIE模型,为后续理论研究点明方向。此外,作假应用领域中新兴的网络人格测验作假受到关注,在此介绍网络与纸笔测验两种形式下,人格测验作假行为、作假意向的不同。     

Developing Pairwise Preference-Based Personality Test and Experimental Investigation of Its Resistance to Faking Effect by Item Response Model

Recent years have shown increased awareness of the importance of personality tests in educational, clinical, and occupational settings, and developing faking-resistant personality tests is a very pragmatic issue for achieving more precise measurement. Inspired by Stark (2002) and Stark, Chernyshenko, and Drasgow (2005), we develop a pairwise preference-based personality test that aims to measure multidimensional personality traits using a large-scale statement bank. An experiment compares the resistance of the developed personality test to faking with that of rating scale-based personality tests in the item response theory model framework. Results show that latent traits estimated from the personality test based on the rating scale method are severely biased, and that faking effect can be pragmatically ignored in the personality test developed based on the pairwise preference method.     

Correction for faking in self‐report personality tests

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.     

Reduction of faking with the use of a forced-choice personality test: Cross-cultural comparisons between South Korea and the United States

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 (N_SK = 179, N_US = 217). Cohen's d values for within-subjects designs (ds_within) 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 ds_within. The forced-choice format appeared to successfully reduce faking for both countries as the average ds_within 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.     

How do applicants fake? A response process model of faking on multidimensional forced-choice personality assessments

Faking on personality assessments remains an unsolved issue, raising major concerns regarding their validity and fairness. Although there is a large body of quantitative research investigating the response process of faking on personality assessments, for both rating scales (RS) and multidimensional forced choice (MFC), only a few studies have yet qualitatively investigated the faking cognitions when responding to MFC in a high-stakes context (e.g., Sass et al., 2020). Yet, it could be argued that only when we have a process model that adequately describes the response decisions in high stakes, can we begin to extract valid and useful information from assessments. Thus, this qualitative study investigated the faking cognitions when responding to MFC personality assessment in a high-stakes context. Through cognitive interviews with N = 32 participants, we explored and identified factors influencing the test-takers' decisions regarding specific items and blocks, and factors influencing the willingness to engage in faking in general. Based on these findings, we propose a new response process model of faking forced-choice items, the Activate-Rank-Edit-Submit (A-R-E-S) model. We also make four recommendations for practice of high-stakes assessments using MFC.     

Relating the Spherical representation of vocational interests to the HEXACO personality model

The present study extends previous research on interests–personality relations by comparing recent models of vocational interests (using the Personal Globe Inventory; PGI, Tracey, 2002) and personality (using the HEXACO-PI-R; Ashton, Lee, & de Vries, 2014) with each other. First, the structure of the Spherical representation was adequately replicated in a Dutch sample (N = 656). Second, in so far as comparisons were possible, the relations between interests and personality were found to be congruent with previous findings. Third, Prestige interests, the defining feature of the Spherical representation, were related, albeit weakly, to Openness to Experience and to Extraversion. Last of all, Honesty–Humility and Openness to Experience were related to profile elevation in interest scores. All results were obtained for normative and ipsatized scales, revealing several meaningful differences in interests–personality relations depending on the type of interest scoring procedure.     

Broad versus narrow traits: Conscientiousness and honesty–humility as predictors of academic criteria

Recent research has suggested that the six‐dimensional personality model, and especially the dimension Honesty–Humility/Integrity, adds incremental validity to the prediction of important criteria. We expected both this dimension and the dimension Conscientiousness to explain incremental variance in two academic criteria, namely grade point average (GPA) and counterproductive academic behaviour (CAB). In addition, we expected the more specific, so‐called narrow traits of Conscientiousness and Honesty–Humility/Integrity to be stronger predictors of academic criteria than the broad traits. To test these expectations, two studies were conducted using the HEXACO Personality Inventory Revised (HEXACO‐PI‐R) and the Multicultural Personality Test—Big Six (MPT‐BS). The results confirmed our expectations and suggest that academic criteria may be predicted with greater accuracy by focusing on the narrow traits of Conscientiousness and Honesty–Humility/Integrity. Copyright © 2010 John Wiley & Sons, Ltd.     

职业选拔情境下人格测验作假研究

在职业选拔情境下被试很容易对人格测验作假,从而制约了人格测验在企业中的应用。许多研究者在努力解决作假问题,分别就应聘者是否会作假,作假给人格测验带来的负面影响、应聘者如何作假以及如果应对作假等问题进行了深入的探讨。经过几十年的发展,该研究领域已经形成了包括实验诱导设计、已知群体设计和量表设计等几种特定的研究范式。研究结果显示,大多数应聘者会作假,但其负面影响并不严重;作假不同于社会称许性反应,它是一种工作称许性反应。目前的几种应对作假的方法尚存在一些问题,其有效性有待提高。总之,人格测验的作假作用明显,其研究难度较大,有待革新性理论和方法的出现     

Does perceived ability to deceive = ability to deceive? Predictive validity of the perceived ability to deceive (PATD) scale

This research investigated whether the perceived ability to deceive (PATD) scale predicts ability to deceive in a vocational testing context. Using a quasi-experimental design, participants (N = 85 student and community members) completed the PATD scale and a personality measure under standard instructions before being asked to fake the personality measure as if they were applying for a job in the police force. Based on extant research, successful faking was operationalised as elevated scores on conscientiousness and extraversion and reduced scores on neuroticism. Analysis via independent t-test did not support the hypothesis that PATD predicts faking success. Future research should consider the relationship between PATD and intention to fake, as well as extend examination of PATD to other deception-related contexts.     

The Impact of Job Insecurity on Counterproductive Work Behaviors: The Moderating Role of Honesty–Humility Personality Trait

The detrimental effects of job insecurity on individual and organizational well-being are well documented in recent literature. Job insecurity as a stressor is generally associated with a higher presence of negative attitudes toward the organization. In this article, the moderating role of Honesty–Humility personality trait was investigated. It was assumed that Honesty–Humility would function as a psychological moderator of the job insecurity impact on counterproductive work behaviors. Participants were 203 workers who were administered a self–reported questionnaire. Results confirmed that job insecurity was positively related to counterproductive work behaviors whereas Honesty–Humility was negatively associated to them. More importantly, Honesty–Humility moderated this relationship, even after controlling for gender, age, type of contract, and the other HEXACO personality traits. For individuals with low Honesty–Humility, job insecurity was positively related to counterproductive work behaviors, whereas for individuals with high Honesty–Humility, job insecurity turned out to be unrelated to counterproductive work behaviors.     

Who are you and what do you want? Life aspirations,personality, and well-being

In two studies with undergraduate samples, we investigated the relations between life aspirations and personality and evaluated whether aspirations added to the prediction of psychological well-being and sexuality. Within the HEXACO framework, aspirations were highly related to Honesty–Humility. Within the Big Five framework, intrinsic aspirations were related to high Conscientiousness and Agreeableness, and extrinsic aspirations were most related to low Openness and Agreeableness. Aspirations did not add to the HEXACO’s prediction of well-being in study one, but in study two, aspirations added to the prediction of sexuality variables beyond the two personality frameworks. These results suggest that aspirations may account for beyond personality in explaining specific types of well-being.     

The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis

Several faking theories have identified applicants’ cognitive ability (CA) as a determinant of faking—the intentional distortion of answers by candidates—but the corresponding empirical findings in the area of personality tests are often ambiguous. Following the assumption that CA is important for faking, we expected applicants with high CA to show higher personality scores in selection situations, leading in this case to significant correlations between CA and personality scores, but not in nonselection situations. This meta‐analysis (66 studies, k = 115 individual samples, N = 46,265) showed this pattern of results as well as moderation effects for the study design (laboratory vs. field), the response format of the personality test, and the type of CA test.     

Status Seeking and Manipulative Self‐presentation

Three studies examine the relation of dispositional status‐seeking with workplace self‐presentation behaviors. The first study showed that the status‐seeking motive provided incremental prediction, over and above narcissism and self‐monitoring, in self‐reported exaggerating, faking, and fabricating in job search. The second study showed that, after controlling for the traits from the five factor model of personality, status‐seeking predicted the undesirable job‐search behaviors, as well as use of impression‐management tactics at work. A field study showed that employee status seeking explained supervisor impressions of employee supplication and ingratiation, even after controlling for task and contextual performance. Male status‐seekers were also more likely to engage in intimidation. Status‐seeking appears to be an important motive for understanding manipulative self‐presentation at work.     

Are Dishonest Extraverts More Harmful than Dishonest Introverts? The Interaction Effects of Honesty‐Humility and Extraversion in Predicting Workplace Deviance

Honesty‐Humility, one of the six major personality dimensions included in the HEXACO model of personality structure, has previously been found to show negative correlations with workplace deviance. In this study, we hypothesised that Extraversion would moderate the relationship between Honesty‐Humility and workplace deviance. In particular, we posited that the relation between Honesty‐Humility and workplace deviance would be stronger among employees who are high on Extraversion than among those low on Extraversion. The hypothesis was tested using three different samples across Australia, Canada, and the Netherlands. It was found in two of the three samples that high levels of Extraversion did indeed amplify the relationship between (low) Honesty‐Humility and workplace deviance. Results suggest a potentially important role for multiplicative effects of personality variables on workplace criteria.     

Overclaiming as a measure of faking

Researchers have recently asserted that popular measures of response distortion (i.e., socially desirable responding scales) lack construct validity (i.e., measure traits rather than test faking) and that applicant faking on personality tests remains a serious concern ( [Griffith and Peterson, 2008] and [Holden, 2008]). Thus, although researchers and human resource (HR) selection specialists have been attempting to find measures which readily capture individual differences in faking that increase personality test validity, to date such attempts have rarely, if ever succeeded. The current study, however, finds that the overclaiming technique captures individual differences in faking and subsequently increases personality test score validity via suppressing unwanted error variance in personality test scores. Implications of this research on the overclaiming technique for improving HR selection decisions are illustrated and discussed.