Forced-choice assessments of personality for selection: evaluating issues of normative assessment and faking resistance

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.     

Intentional response distortion on personality tests: using eye-tracking to understand response processes when faking

Intentional response distortion or faking among job applicants completing measures such as personality and integrity tests is a concern in personnel selection. The present study aimed to investigate whether eye-tracking technology can improve our understanding of the response process when faking. In an experimental within-participants design, a Big Five personality test and an integrity measure were administered to 129 university students in 2 conditions: a respond honestly and a faking good instruction. Item responses, response latencies, and eye movements were measured. Results demonstrated that all personality dimensions were fakeable. In support of the theoretical position that faking involves a less cognitively demanding process than responding honestly, we found that response times were on average 0.25 s slower and participants had less eye fixations in the fake good condition. However, in the fake good condition, participants had more fixations on the 2 extreme response options of the 5-point answering scale, and they fixated on these more directly after having read the question. These findings support the idea that faking leads to semantic rather than self-referenced item interpretations. Eye-tracking was demonstrated to be potentially useful in detecting faking behavior, improving detecting rates over and beyond response extremity and latency metrics.     

Faking on self-report emotional intelligence and personality tests: Effects of faking opportunity, cognitive ability, and job type

We assessed the combined effects of cognitive ability, opportunity to fake, and trait job-relevance on faking self-report emotional intelligence and personality tests by having 150 undergraduates complete such tests honestly and then so as to appear ideal for one of three jobs: nurse practitioner, marketing manager, and computer programmer. Faking, as expected, was greater (a) in higher-g participants, (b) in those scoring lower under honest conditions (with greater opportunity to fake), and (c) on job-relevant traits. Predicted interactions accounted for additional unique variance in faking. Combining all three factors yielded a “perfect storm” standardized difference of around 2, more than double the overall .83 estimate. Implications for the study of faking are discussed.     

The impact of corrections for faking on the validity of noncognitive measures in selection settings

In selection research and practice, there have been many attempts to correct scores on noncognitive measures for applicants who may have faked their responses somehow. A related approach with more impact would be identifying and removing faking applicants from consideration for employment entirely, replacing them with high-scoring alternatives. The current study demonstrates that under typical conditions found in selection, even this latter approach has minimal impact on mean performance levels. Results indicate about .1 SD change in mean performance across a range of typical correlations between a faking measure and the criterion. Where trait scores were corrected only for suspected faking, and applicants not removed or replaced, the minimal impact the authors found on mean performance was reduced even further. By comparison, the impact of selection ratio and test validity is much larger across a range of realistic levels of selection ratios and validities. If selection researchers are interested only in maximizing predicted performance or validity, the use of faking measures to correct scores or remove applicants from further employment consideration will produce minimal effects.     

Item placement on a personality measure: effects on faking behavior and test measurement properties

Although personality tests are widely used to select applicants for a variety of jobs, there is concern that such measures are fakable. One procedure used to minimize faking has been to disguise the true intent of personality tests by randomizing items such that items measuring similar constructs are dispersed throughout the test. In this study, we examined if item placement does influence the fakability and psychometric properties of a personality measure. Study participants responded to 1 of 2 formats (random vs. grouped items) of a personality test honestly and also under instructions to fake or to behave like an applicant. Results indicate that the grouped item placement format was more fakable for the Neuroticism and Conscientiousness scales. The test with items randomly placed fit the data better within the honest and applicant conditions. These findings demonstrate that the issue of item placement should be seriously considered before administering personality measures because different item presentations may affect the incidence of faking and the psychometric properties of the measure.     

Trait complexes and academic achievement: Old and new ways of examining personality in educational contexts

Background . Although recent research has provided evidence for the predictive validity of personality traits in academic settings, the path to an improved understanding of the nature of personality influences on academic achievement involves a reconceptualization of both criterion and predictor construct spaces. Aims . For the criterion space, one needs to consider student behaviours beyond grades and level of educational attainment, and include what the student does among other things outside of the classroom. For the predictor space, it is possible to bring some order to the myriad personality constructs that have been developed over the last century, by focusing on common variance among personality and other non‐ability traits. Methods . We review these conceptual issues and several empirical studies. Conclusions . We demonstrate the possible increments in understanding non‐ability determinants of academic achievement that may be obtained by focusing on areas where there is a theoretical convergence between predictor and criterion spaces.     

Gasoline conservation: a procedure for measuring and reducing the driving of college students

The study sought to motivate college students to reduce the number of miles they drove each day and thus save gasoline. Students in two psychology classes were divided by class into two groups. The experimental group was offered various combinations of prizes such as cash, a tour of a mental-health facility, car servicing, and a university parking sticker for reducing driving. The value of the prize received was scaled in terms of per cent reduction in driving. The contrast group received no inducements. The condition in which the experimental group's mileage reduction was reinforced was counterbalanced by two baseline conditions. Several special recording procedures were used to reduce and detect the possibility of subjects altering their odometers, the source of the driving data. Experimental subjects reduced their average daily mileage by 20% relative to the initial baseline; the contrast group did not change. During the one-month reinforcement condition, the 12 experimental subjects saved some 170 gallons (worth $102) of gasoline.     

Evaluation of personality measures for the selection of textile employees

The purpose of this study was to evaluate the validity of a measure of personality constructs for the selection of operating employees in the textile industry. A commercial paper-and-pencil test measuring ten personality dimensions was used. Two measures of performance were obtained: an objective measure of performance based on individual output, and subjective ratings of performance by supervisors. The results indicated that two personality dimensions measured by the test were significantly related to employee performance. The results are discussed in relation to the potential of personality dimensions for predicting employee performance.     

Delayed timeout as a procedure for reducing disruptive classroom behavior: a case study

The disruptive behavior of a 9-yr-old boy was eliminated by the illumination of a light on the subject's desk, which represented the loss of free time later in the day. Instructions alone failed to reduce the frequency of disruptive behavior. When the light was removed and disruptive behavior no longer resulted in a loss of free time, disruptive behavior returned to its previous level.     

Development and validation of a new procedure for the diagnostic assessment of personality disorder: the Multidimensional Personality Disorder Rating Scale (MPDRS)

Data from a community-based prospective longitudinal study were used to investigate the utility of a structured assessment of the DSM-IV General Diagnostic Criteria for a Personality Disorder (PD). The Structured Clinical Interview for DSM-IV PDs (SCID-II) was administered to 154 adults. After completing the interview, an experienced clinician assessed the General Diagnostic Criteria for a PD using a structured rating scale. PD diagnoses, based solely on the rating scale data, demonstrated strong agreement with diagnoses obtained using the diagnostic thresholds for specific PDs (Kappa = 0.89). The sensitivity, specificity, predictive power, and internal reliability of the rating scale were satisfactory. PD diagnoses, based on both of the assessment procedures, were associated with substantial impairment and distress. These findings suggest that a structured assessment of the DSM-IV General Diagnostic Criteria for a Personality Disorder may constitute a useful alternative or supplement to standard assessments of the diagnostic thresholds for specific DSM-IV PDs.     

Validation of personality constructs for the selection of insurance industry employees

One hundred and nine employees working in clerical jobs in an insurance company participated in a concurrent criterion-related validity study. The employees were administered the Hogan Personality Inventory which consists of six basic scales and six occupational scales. Five criterion measures were collected: a within-department forced quintile distribution by the manager, and managerial ratings of the job factors of job knowledge, interpersonal skills, organization, and overall performance. The twelve test scores were correlated with each of the five criterion measures. The results revealed the Adjustment, Clerical Aptitude and Managerial Potential scales correlated significantly (p<.05) with each of the five criteria, while the Service Orientation scale correlated significantly with three of the five criteria. The results were discussed in the context of using personality scales to forecast job performance in the insurance industry.     

Conceptual similarity effects on working memory in sentence contexts: Testing a theory of anaphora

The degree of semantic similarity between an anaphoric noun phrase (e.g., the bird) and its antecedent (e.g., a robin) is known to affect the anaphor resolution process, but the mechanisms that underlie this effect are not known. One proposal (Almor, 1999) is that semantic similarity triggers interference effects in working memory and makes two crucial assumptions: First, semantic similarity impairs working memory just as phonological similarity does (e.g., Baddeley, 1992), and, second, this impairment interferes with processes of sentence comprehension. We tested these assumptions in two experiments that compared recall accuracy between phonologically similar, semantically similar, and control words in sentence contexts. Our results do not provide support for Almor's claims: Phonological overlap decreased recall accuracy in sentence contexts, but semantic similarity did not. These results shed doubt on the idea that semantic interference in working memory is an underlying mechanism in anaphor resolution.     

The impact of “non-targeted traits” on personality test faking,hiring, and workplace deviance

Evidence suggests that job applicants often “fake” on pre-employment personality tests by attempting to portray an exceedingly desirable impression in order to improve the likelihood of being selected. In the current research we shed light on the personality characteristics of those individuals who seem most likely to engage in faking. We refer to these personality variables as non-targeted traits when they are not directly targeted by the organization’s pre-employment personality test. These traits, however, may have an influence on targeted scores used for employment decision making through their effect on faking. Findings suggest that individuals will be more likely to be hired if they are low on non-targeted traits including Honesty–Humility, Integrity, and Morality, and high on Risk Taking. Such individuals also reported higher levels of workplace deviance in their current jobs. Thus, it seems that individuals low on Honesty–Humility, Integrity, and Morality, and individuals high on Risk Taking, may be most likely to engage in personality test faking, be hired, and participate in workplace deviant behaviors if these traits are not directly targeted in selection.     

Detection of faking on the Tennessee Self-Concept Scale

The Tennessee Self Concept Scale (TSCS) was administered to a subject of 352 university students under standard administration conditions. Four other subsets responded under conditions designed to induce moderate and maximum faking in both positive and negative directions. Members of a sixth subset ("Sleepers") responded irrelevantly to from 10% to 50% of the TSCS items. Multiple discriminant analysis of the faked responses, using Column and Self-Criticism scores as predictors, supported a two-dimensional interpretation of the TSCS (self-concept and self-criticism). Analysis of classification errors showed the greatest confusion resulted from classification of Fake-Good respondents into the Standard group. Rasch analysis of sleeper responses was relatively insensitive to implausible response subsets. A second study (n = 413) supported conclusions of the first, and exploratory analyses suggested the possibility that a "Faking Score" may be developed using a set of specific item responses rather than subscale scores.     

The efficacy of cognitive-behavioral interventions for reducing anxiety sensitivity: a meta-analytic review

The present study meta-analytically reviewed the efficacy of cognitive-behavioral therapy (CBT) vs. control conditions in the reduction of anxiety sensitivity. A computerized search was conducted to indentify CBT outcome studies that included the Anxiety Sensitivity Index as a dependent variable. Of the 989 studies that were identified, 24 randomized-controlled trials with a total of 1851 participants met inclusion criteria and were included in the analysis. Data were extracted separately for treatment-seeking (16 studies) and at-risk (eight studies) samples. Results indicated large effect sizes for treatment-seeking samples, Hedges' g=1.40, SE=0.21, 95% CI: 1.00-1.81, p<0.001, and moderate to large effect sizes for at risk samples Hedges' g=0.74, SE=0.18, 95% CI: 0.39-1.08, p<0.001. Additionally, both the amount of therapist contact and control modality (waitlist vs. psychological control) moderated the effect sizes for treatment-seeking samples. Our review indicates that CBT is efficacious in reducing anxiety sensitivity. However, more research is needed to determine the mechanisms by which CBT exert its effects on anxiety sensitivity.     

An improved Hochberg procedure for multiple tests of significance

We propose a simple modification of Hochberg's step‐up Bonferroni procedure for multiple tests of significance. The proposed procedure is always more powerful than Hochberg's procedure for more than two tests, and is more powerful than Hommel's procedure for three and four tests. A numerical analysis of the new procedure indicates that its Type I error is controlled under independence of the test statistics, at a level equal to or just below the nominal Type I error. Examination of various non‐null configurations of hypotheses shows that the modified procedure has a power advantage over Hochberg's procedure which increases in relationship to the number of false hypotheses.