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.     

人事选拔中作假的内涵及测量方法

作假普遍存在于人事选拔各个阶段,并对最终选拔结果造成影响.研究者对于作假的内涵界定有较大差异,主要是由于研究者对作假结构、变异来源和作假水平有不同理解.根据不同作假定义可衍生出多种作假测量方法,常用的有基线差值法、认知模式法、嵌入量表法和行为模式法四类.从测量指标、次数和内容三个方面分析归纳这四类测量方法,其作假识别效用与选拔中作假测量的可行性各异.今后的研究应完善现有作假测量方法,开发作假动机测量工具,加强作假的过程性控制研究,并深入探索作假的个体差异.     

Personal and Situational Determinants of Personality Responses: A Partial Reanalysis and Reinterpretation of the Schmit et al. (1995) Data

Using generalizability theory, a partial reanalysis and reinterpretation of the Schmit et al. (1995) data was conducted with undergraduate students who were asked to respond to both noncontextualized and work-specific versions of the NEO Five-Factor Inventory (Costa & McCrae, 1989) either honestly (N = 100) or as if they were applying for a job (N = 100). Results indicated that the person variance was larger in the applicant compared to the general instructions condition, that the person × situation interaction accounted for significant variance across all scales included in the study (Neuroticism, Extraversion, Agreeableness, and Conscientiousness), that these person × situation effects were attenuated in the applicant instructions condition as compared to the general instructions condition, and that responses to the Neuroticism scale were most affected by this interaction. Implications for the use of personality constructs in personnel selection include a shift from concerns of faking to a concern for proper contextualization of personality measures with the goal of maximizing prediction of work-related behavior.     

Applicant reactions and faking in real-life personnel selection

Faking may affect hiring decisions in personnel selection. All the antecedents of faking are still not known. The present study investigates the association between applicants' reactions about the selection procedure and their tendency to fake. The subjects (N = 180) were real-life applicants for a fire and rescue personnel school. After completing the selection process, the applicants filled out a questionnaire about their test reactions (Chan, Schmitt, Sacco & DeSohon, 1998b) and a faking scale, the Balanced Inventory of Desirable Responding (Paulhus, 1991). The results based on Structural Equation Modelling (SEM) indicated that the more positive reactions applicant had about the selection procedure the more impression management they had. The applicant reactions were not associated with self-deception.     

Prepared to fake? The relationship between applicants’ job interview preparation and faking

Multiple frameworks and models postulate an effect of job interview preparation on faking. Two studies were conducted to examine if applicants’ interview preparation is correlated with higher faking. Besides analyzing the general extent of preparation, we also distinguished between different preparation categories. In Study 1 (N = 237), a presented preparation video led to higher intentions on image protection but did not increase overall faking intentions. Study 2 (N = 206) focused on past preparation and impression management (IM). The total time spent on preparation was positively correlated with faking. Applicants’ preparation via online videos and professional interview preparation was correlated with higher deceptive and honest IM. Preparation via online videos was additionally correlated with a higher perceived interview difficulty.     

Is it enough to be willing to win or do you have to be smart? The relationship between competitive worldviews,cognitive abilities,and applicant faking in personality tests

Recent research has highlighted competitive worldviews as a key predictor of faking—the intentional distortion of answers by candidates in the selection context. According to theoretical assumptions, applicants’ abilities, and especially their cognitive abilities, should influence whether faking motivation, triggered by competitive worldviews, can be turned into successful faking behavior. Therefore, we examined the influence of competitive worldviews on faking in personality tests and investigated a possible moderation of this relationship by cognitive abilities in three independent high school and university student samples (N₁ = 133, N₂ = 137, N₃ = 268). Our data showed neither an influence of the two variables nor of their interaction on faking behavior. We discuss possible reasons for these findings and give suggestions for further research.     

面试中的AIM问题及改进对策

面试、尤其是结构化面试是企业、政府机关及一些非盈利性组织选拔人才的最常用的工具。随着应聘者的面试经验增加,面试选拔优秀人才的难度也在增加。本文借鉴国外“印象控制”（AIM）概念,就如何克服主试者的主观偏见、第一印象偏见、次序对比偏见等面试误差、提高面试的信度和效度作了探索。     

从个体印象管理到组织印象管理

组织印象管理（OIM）关注组织如何通过行为和信息的调控来影响受众的知觉问题,成为当前印象管理研究的新领域。组织印象管理与个体印象管理具有互动关系;个体印象管理研究为组织印象管理研究奠定了基础。未来组织印象管理研究的重点领域包括：研发组织印象管理的评价工具,了解组织印象管理的策略,认识组织印象管理策略使用的后效,并突出组织印象管理的在我国的实际应用研究     

Potential Effects of Faking on the NEO-PI-R: Willingness and Ability to Fake Changes Who Gets Hired in Simulated Selection Decisions

The impact of response distortion (faking) on selection decisions was investigated. Participants (N = 224) completed the NEO-PI-R under instructions to “make the most favorable impression” and/or “answer honestly.” Those instructed to fake were often over-represented at the top of the score distributions as instructions to fake resulted in higher scores both between and within groups in a test–retest situation. There was significantly lower correspondence between participants’ honest scores and their faked scores as well as multiple instances where participants with unfavorable honest scores subsequently produced the most favorable scores when faking. Response distortion may remain a serious threat to the use of personality test scores in selection.