Reducing faking on personality tests: Testing a new faking‐mitigation procedure in a U.S. job applicant sample

Faking has remained a major concern for organizations using self‐report personality measures for selection. Scholars recenlty developed a new middle‐warning faking‐mitigation procedure. The present replication study was the first field test in the United States using 193 applicants for an entry‐level position in a New York‐based consulting firm. Results replicated most of Fan et al.'s findings including (a) the middle‐warning significantly lowered fakers' personality scores over retesting, whereas the control message had little influence on nonfakers; (b) the above warning effect carried over to personality scales that were not retested; and (c) the persistent tendency of potential fakers rising to the top of personality score distribution was weakened. In addition, applicants' perceptions were not being negatively affected by the warning.     

Smiling in a Job Interview: When Less Is More

Two studies examined the effect of applicants’ smiling on hireability. In a pre-test study, participants were asked to rate the expected behavior for four types of applicants. Newspaper reporter applicants were expected to be more serious than applicants for other jobs. In Study 1, participants were randomly assigned to be an applicant or interviewer for a newspaper reporting job. Smiling was negatively related to hiring, and smiling mediated the relation between applicants’ motivation to make a good impression and hiring. Hiring was maximized when applicants smiled less in the middle of the interview relative to the start and end. In Study 2, participants watched Study 1 clips and were randomly assigned to believe the applicants were applying to one of four jobs. Participants rated more suitability when applicants smiled less, especially for jobs associated with a serious demeanor. This research shows that job type is an important moderator of the impact of smiling on hiring.     

Do Applicants Fake Their Personality Questionnaire Responses and How Successful are Their Attempts? A Case of Military Pilot Cadet Selection

This paper presents the results of three interrelated studies investigating the occurrence of response distortion on personality questionnaires within selection and the success of applicants in faking situations. In Study 1, comparison of the Big Five personality scores obtained from applicants in a military pilot cadet selection procedure with participants responding honestly, faking good, and faking an ideal candidate revealed that applicants responded more desirable than participants responding honestly but less desirable than respondents under fake instructions. The occurrence of faking within the military pilot selection process was replicated in Study 2 using the Eysenck Personality Questionnaire and another comparison group. Finally, in Study 3, comparison of personality profiles obtained in selection and ‘fake job’ situations with experts' estimates indicated that participants were partially successful in faking the desirable profile.     

What is in Applicants' Minds When They Fill Out a Personality Test? Insights from a qualitative study

Many practitioners fear that applicants will fake if they are asked to fill out a personality test. Although this fear has inspired much research, it remains unknown what applicants think when they fill out a questionnaire. Thus, we conducted a qualitative interview study that was guided by grounded theory principles. We interviewed (a) real applicants directly after filling out a personality test; (b) real applicants who had filled out a personality test in their past job hunt; (c) hypothetical job applicants whom we asked to imagine being an applicant and to fill out a personality test; and (d) hypothetical applicants who had much experience with personality tests. Theoretical saturation was achieved after interviewing 23 people. A content analysis showed that much is going on in applicants' minds – that which is typically subsumed under the expression ‘faking’ actually consists of many facets. In particular, participants assumed that the interpretation of their responses could be based on (a) the consistency of their responses; (b) the endorsement of middle versus extreme answers; and (c) a certain profile, and these assumptions resulted in corresponding self‐presentation strategies. However, these strategies were not used by all participants. Some answered honestly, for different reasons ranging from honesty as a personality trait to the (false) belief that test administrators can catch fakers. All in all, this study questions whether measuring mean changes in classical faking studies captures all important facets.     

Resisting persuasion by illegitimate means: a metacognitive perspective on minority influence

The present research tests a new metacognitive perspective on resistance in minority influence situations. It is proposed that when people initially resist persuasive messages from sources in the numerical minority, they can lose attitude certainty if they perceive that they have based their attitudes on the source's minority status and also believe this is an illegitimate basis for resistance. In three studies, participants were presented with a message from a minority source. In Study 1, participants became less certain of their attitudes after resisting this message. In Study 2, this effect only emerged when participants were led to believe they had based their attitudes on the source's minority status and this was an illegitimate thing to do. In Study 3, this effect was shown to have implications for persuasion in response to a second message. The implications of these findings for classic minority influence effects are discussed.     

An analysis of generalized contextual control of conditional discriminations

This research asked whether performance engendered by contextual control procedures would generalize to novel matching-to-sample stimulus arrangements. Two studies were conducted with young adult participants. In Study 1, participants first were trained to perform the contextually controlled conditional discrimination, X-AB, where the sample-comparison relations A1B1 and A2B2 were reinforced in the presence of contextual stimulus X1, but the relations A1B2 and A2B1 were reinforced in the presence of X2. Then, a new conditional discrimination, CD, was established via an unreinforced-conditional-selection procedure. Next, participants were tested for X-CD contextual control performance. Participants selected the originally established CD relations in the presence of X1, but the opposite relations in the presence of X2. Next, an additional conditional relation, EF, was established. Then, participants received trials consisting of entirely novel contextual stimuli, Z1 and Z2, and EF samples and comparisons. Selections were consistent with contextual control; that is, participants selected the originally established EF relations in the presence of one of the novel contextual Z stimuli, but selected the opposite EF relations in the presence of the other contextual Z stimulus. Study 2 systematically replicated these results with naive participants and demonstrated the necessity of first establishing a conditional discrimination prior to tests for generalized contextual control. The findings are discussed in terms of unreinforced conditional selection, stimulus classes, and new ways in which contextual control performances can emerge.     

Recruiting Global Travelers: The Role of Global Travel Recruitment Messages and Individual Differences in Perceived Fit,Attraction, and Job Pursuit Intentions

Organizations often require managers to travel globally to fill international roles. Attending to fit with an organization's need for international mobility and global openness during recruiting could increase the proportion of effective global managers in an organization's applicant pool. We use recruitment research and theory to develop and test a conditional process model of the relationship between recruitment messages and job seeker perceived fit, attraction, and job pursuit intentions, depending on job seekers’ global openness and willingness to travel globally. Recruitment messages include information about a job's travel requirements and the global presence of the business. Two studies were undertaken to test our hypotheses. Analyses were conducted with conditional process modeling using nonlinear bootstrapping. Study 1, involving 230 job seekers, found that applicants’ willingness to travel interacted with recruiting messages about a job's global travel requirements to relate to job pursuit intentions through perceived job fit and job attraction. Study 2, involving 260 participants recruited through Mechanical Turk, indicated that global openness interacted with a global recruitment message, and willingness to travel interacted with a travel recruitment message, to relate to job pursuit intentions through job and organizational dimensions of perceived fit and attraction.     

Identity salience moderates processing of group-relevant information

When an individual is categorized as a member of a group, the individual’s social identity becomes his or her frame for perceiving the world. This research investigates how information can be perceived and processed differently when relevant social identities are salient. In two studies, participants’ individual, student, or American identities were made salient before they read strong or weak arguments in favor of the institution of comprehensive exams at their university in 10 years time. In both studies, student-salient participants analytically processed the message whereas self-salient (Study 1) and American-salient (Study 2) participants failed to agree differentially with strong and weak messages. These data suggest that social-identity salience changes the information that individuals consider relevant, providing clear support for the contention that social identities have a profound impact on the way individuals perceive and interact with the world around them.     

Assimilation and contrast in persuasion: the effects of source credibility in multiple message situations

The present research explores a contextual perspective on persuasion in multiple message situations. It is proposed that when people receive persuasive messages, the effects of those messages are influenced by other messages to which people recently have been exposed. In two experiments, participants received a target persuasive message from a moderately credible source. Immediately before this message, participants received another message, on a different topic, from a source with high or low credibility. In Experiment 1, participants' attitudes toward the target issue were more favorable after they had first been exposed to a different message from a low rather than high credibility source (contrast). In Experiment 2, this effect only emerged when a priming manipulation gave participants a dissimilarity mindset. When participants were primed with a similarity mindset, their attitudes toward the target issue were more favorable following a different message from a high rather than low credibility source (assimilation).     

Catharsis, aggression, and persuasive influence: self-fulfilling or self-defeating prophecies?

Does media endorsement for catharsis produce a self-fulfilling or a self-defeating prophecy? In Study 1, participants who read a procatharsis message (claiming that aggressive action is a good way to relax and reduce anger) subsequently expressed a greater desire to hit a punching bag than did participants who read an anticatharsis message. In Study 2, participants read the same messages and then actually did hit a punching bag. This exercise was followed by an opportunity to engage in laboratory aggression. Contrary to the catharsis hypothesis and to the self-fulfilling prophecy prediction, people who read the procatharsis message and then hit the punching bag were subsequently more aggressive than were people who read the anticatharsis message.     

Too many Asians in universities? The effect of social dominance orientation on support for admissions limits

This paper tests the hypothesis that support for limits on the admission of Asian students into universities is motivated by people’s social motivation—namely, the desire to maintain the status hierarchy. Study 1 found that, among participants who evaluated a proposed limit to the number of Asian applicants admitted to universities, social dominance orientation (SDO) was positively related to policy support. Conversely, among participants who evaluated a proposed limit on White admits, SDO was negatively related to policy support. Study 2 found that the perceived threat of the group getting admitted at high rates explained differential support of policies that seek to limit group-specific admissions. In all, these findings suggest that attitudes toward changes in campus demographics may be rooted in a desire to maintain the status hierarchy.     

Action Figures and Men

Three studies were conducted to determine whether action figures contributed to negative body images in the young adult men who handled them. In Study 1 and Study 2, participants were randomly assigned to different conditions to handle action figures with different muscularity levels. The participants were instructed to place the action figures into various positions for a set time limit. Following the action figure manipulation, the participants completed scales to assess aspects of their body images (i.e., self-esteem, body esteem, and body satisfaction). Overall, the results indicate that touching and manipulating the more unrealistically muscular action figures significantly decreased participants' body esteem. In Study 3, we used a more realistic figure whose muscularity was more like an average man's. Following the same procedure as in Study 1 and Study 2, results showed that there was no significant difference between this action figure and the control group on all of the body image scales.     

Disaster Preparedness: Relationships Among Prior Experience,Personal Characteristics,and Distress1

At the peak of a hurricane watch and warning, participants completed a questionnaire asking about their prior experience with a hurricane (property loss and distress), and their degree of preparation, perceived threat, and distress when threatened by Hurricane Emily (Study 1) or Hurricane Fran (Study 2). In Study 1, age, income, internal locus of control, perceived threat, and current distress predicted preparation. Among participants with hurricane experience, age and distress as a result of the hurricane accounted for a significant portion of preparation variance. In Study 2, age, perceived threat, and hurricane experience predicted preparation. The findings support both the conservation of resources stress model (Hobfoll, 1989) and the warning and response model (Lindell & Perry, 1992). Implications of the findings and future research directions are discussed.     

警告对共同目击者讨论后产生的错误记忆的影响

采用误导信息干扰范式,研究了事件后正确诱导与事件后误导对共同目击者的记忆准确性的影响。实验1,要求被试接受事件后诱导信息后进行线索化自由回忆,结果发现,目击者对事件后正确诱导信息项目的记忆准确性显著提高;对事件后误导信息项目的记忆准确性显著下降,产生了共同目击者误导信息效应。实验2,研究了警告对目击者记忆准确性的影响。在回忆前警告被试共同目击者提供的事件后信息不完全正确,请按照自己的记忆来完成线索化自由回忆,讨论无警告组与讨论警告组比较发现,警告并没有改变事件后误导信息效应,也没有改变目击者对正确诱导项目     

Noncompliance with Persuasive Appeals for a Prosocial,Altruistic Act: Blood Donating1

Effects of persuasive messages, responsibility denial (RD), and attitude-accessing on blood-giving attitudes, intentions, moral obligations, and behavior were examined. In Study 1, participants (n= 84) who heard a message emphasizing moral reasons for donating indicated a more favorable postmessage attitude and stronger moral obligation to donate than participants exposed to a message aimed at reducing fear, a combined moral and fear- reduction message, or no message. Combined message participants showed greatest intent to donate, yet only 14% of all participants attended a campus drive. In Study 2, low (n= 52) and high (n= 60) RD individuals heard the message arguments and were asked to access their attitudes. Low compared to high RD individuals stated a stronger sense of moral obligation, particularly when they accessed their thoughts relevant to blood donating, and behavioral intention, especially in the combined message condition. Few participants attended a blood drive (12.5%), yet most were low RD individuals from the nonaccessed attitude condition (83%). Results suggest that few individuals will engage in the altruistic act of blood donating, despite the experimental use of persuasive messages and accessing issue-relevant attitudes.     

Commitment expectations in romantic relationships: Application of a prototype interaction‐pattern model

Three studies were conducted to investigate whether commitment expectations in romantic relationships can be described using a prototype interaction‐pattern model of interpersonal expectations. Participants included male and female students enrolled at a university in the United States. In Study 1, 204 participants listed interaction patterns they believed produce a sense of commitment in romantic relationships. Study 2 (N= 170) tested whether the patterns are organized around prototypes, such that some patterns are more likely to create a sense of commitment than others. In Study 3, 160 participants evaluated the effects of prototypical and nonprototypical pattern violations to verify the prototype structure further. The utility of the prototype interaction‐pattern model for analyzing commitment expectations was supported in all 3 studies.     

Administrative Assumptions in Top‐Down Selection: A Test in Graduate School Admission Decisions

Although top‐down selection is the gold standard for making personnel decisions, several administrative assumptions must be met for it to be effective. We discuss three of these assumptions and test two of them: (1) top applicants will accept an offer, and (2) the time organisations give applicants to consider an offer will not influence the availability of next‐tier applicants. We also examine the effectiveness of top‐down selection by comparing it to an administratively simpler procedure, random selection above a threshold. Using archival admissions data from three university graduate psychology programs, we found that top applicants were less likely to accept an offer; however, waiting time did not influence applicant availability. In comparing the quality of applicants actually selected (with a top‐down procedure) with the quality of applicants selected at random (from above five progressively stringent thresholds), we found that at higher admission thresholds, random selection resulted in better or equal quality applicants as top‐down selection, depending on the criteria. We discuss implications for future research and practice.     

Evaluation of user behavior and acceptance of an on-bike system

In this study, users’ acceptance of an on-bike system that warns about potential collisions with motorized vehicles as well as its influence on cyclists’ behavior was evaluated. Twenty-five participants took part in a field study that consisted of three different experimental tasks. All participants also completed a follow-up questionnaire at the completion of the three-task series to elicit information about the acceptance of the on-bike system. In the experiment phase, participants were asked to ride the bicycle throughout a circuit and to interact with a car at an intersection. Participants completed three laps of the circuit. The first lap involved no interaction with the car and served the purpose of habituation. In the second and third laps participants experienced a conflict with an incoming car at an intersection. In the second lap, the on-bike device was not activated, while in the third lap, participants received a warning message signaling the imminent conflict with the car. We compared the difference in user’s behavior between the second lap (conflict with a car without the warning of the on-bike system) and the third lap (conflict with a car with the warning of the on-bike system). Results showed that, when entering the crossroad, participants were more likely to decrease their speed in case of warning of the on-bike system. Further, the on-bike system was relatively well accepted by the participants. In particular, participants did not report negative emotions when using the system, while they trusted it and believed that using such technology would be free from effort. Participants were willing to spend on average 57.83 € for the system. This study highlights the potential of the on-bike system for promoting bicycle safety.     

Discrimination against facially stigmatized applicants in interviews: an eye-tracking and face-to-face investigation

Drawing from theory and research on perceived stigma (Pryor, Reeder, Yeadon, & Hesson-McInnis, 2004), attentional processes (Rinck & Becker, 2006), working memory (Baddeley & Hitch, 1974), and regulatory resources (Muraven & Baumeister, 2000), the authors examined discrimination against facially stigmatized applicants and the processes involved. In Study 1, 171 participants viewed a computer-mediated interview of an applicant who was facially stigmatized or not and who either did or did not acknowledge the stigma. The authors recorded participants' (a) time spent looking at the stigma (using eye tracker technology), (b) ratings of the applicant, (c) memory recall about the applicant, and (d) self-regulatory depletion. Results revealed that the participants with facially stigmatized applicants attended more to the cheek (i.e., where the stigma was placed), which led participants to recall fewer interview facts, which in turn led to lower applicant ratings. In addition, the participants with the stigmatized (vs. nonstigmatized) applicant depleted more regulatory resources. In Study 2, 38 managers conducted face-to-face interviews with either a facially stigmatized or nonstigmatized applicant, and then rated the applicant. Results revealed that managers who interviewed a facially stigmatized applicant (vs. a nonstigmatized applicant) rated the applicant lower, recalled less information about the interview, and depleted more self-regulatory resources.