Faking bad and faking good by college students on the Korean MMPI-2

Recent studies that have investigated the utility of MMPI-2 (Butcher, Dahlstrom, Graham, Tellegen, & Kaemmer, 1989) validity scales have shown the promising efficacy of these scales in detecting faking-good and faking-bad responses. However, existing research is confined to North America, and work in other cultures is still lacking. The purpose of this study lies in exploring the efficacy of MMPI-2 validity scales in South Korea. The F, Fb, F - K, and F(p) scales of the Korean MMPI-2 (Han, 1993) were able successfully to classify faking-bad participants. The L, K, and S scales of the Korean MMPI-2 were able successfully to classify faking-good participants. Overall, the results of this study suggest that the Korean MMPI-2 works well in discriminating dishonest responses, thus confirming the applicability of the MMPI-2 validity scales in a Korean context.     

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.     

Status faking on the SVIB-M

A study and replication of students faking interest in high status occupations on the Strong Vocational Interest Blank for Men. In general, the faking was successful in shifting the specific target occupational scales and especially the occupational level scale. Other scales are affected, many with decisive upward or downward shifts. Demonstration is made of the extent to which the faking condition led to differences in the overall test results. Various aspects of the general problem of test faking are reviewed.     

A Model of Faking Likelihood in the Employment Interview

There has been surprisingly little research on faking in the employment interview, despite the fact that professional judgment would suggest that faking might occur in the interview. Based on a review of the literature on faking in personality tests and the literature on deception, we propose a model of faking during an employment interview and develop 19 testable propositions to guide future research. We argue that faking is a function of capacity, willingness, and opportunity to fake. Structured interviews provide less opportunity for intentional distortion; however, some components of structure may actually increase faking. Finally, job candidates distort their responses in job desirable ways.     

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.     

A review of applicant faking in selection interviews

Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical work on prevalence, antecedents, processes, and effects of interview faking. Most applicants fake at least to some degree. Personality (e.g., Conscientiousness, Honesty‐humility, the Dark Triad) and attitudes toward faking substantially correlate with faking behaviors. Research concerning applicants' ability, interview structure components, or contextual factors is limited. Furthermore, the impact of faking on interview ratings is mixed and effects on criterion‐related validity are not consistently negative. Finally, the detection of faking seems hardly possible and there are limited options available to reduce interview faking. Throughout our review, we describe important gaps and derive suggestions and propositions for future research.     

Deliberate faking on personality and emotional intelligence measures

This study examined the extent the Big Five personality traits and emotional intelligence can be faked. Using a student sample, the equivalence of measurement and theoretical structure of models in a faking and honest condition was tested. Comparisons of the models for the honest and faking groups showed the data fit better in the faking condition. These results suggest that faking does change the rank orders of high scoring participants. The personality dimensions most affected by faking were emotional stability and conscientiousness within the Big Five and the general mood and stress management dimensions of Bar-On's Emotional Quotient Inventory-Short Form (1997) measure of emotional intelligence.     

Measuring faking in the employment interview: development and validation of an interview faking behavior scale

An Interview Faking Behavior (IFB) scale is developed and validated in 6 studies (N = 1,346). In Study 1, a taxonomy of faking behavior is delineated. The factor structure of a measure is evaluated and refined (Studies 2 and 3). The convergent and discriminant validity of the measure is examined (Study 4). The IFB scale consists of 4 factors (Slight Image Creation, Extensive Image Creation, Image Protection, and Ingratiation) and 11 subfactors (Embellishing, Tailoring, Fit Enhancing, Constructing, Inventing, Borrowing, Masking, Distancing, Omitting, Conforming, and Interviewer Enhancing). A study of actual interviews shows that scores on the IFB scale are related to getting a 2nd interview or a job offer (Study 5). In Study 6, an experiment is conducted to test the usefulness of the new measure for studying methods of reducing faking using structured interviews. It is found that past behavior questions are more resistant to faking than situational questions, and follow-up questioning increases faking. Finally, over 90% of undergraduate job candidates fake during employment interviews; however, fewer candidates engage in faking that is semantically closer to lying, ranging from 28% to 75%.     

Test Sophistication and Faking in the TAT Situation

This study investigated the effects of conscious altering of response (faking) and test sophistication on TAT performance. Thirty-six naive undergraduates and 36 TAT-sophisticated graduate students and clinicians wrote stories to all 20 TAT cards under one of two conditions: standard, and instructions to “fake” hostility. The four groups were then compared by Analysis of Variance on a number of quantitative response measures. Effects of the two experimental variables, sophistication and faking, varied with the response measure, but, in general, faking instructions led to response changes, and sophisticated subjects performed differently than naive ones. Some sex differences were also apparent. It was concluded that sophistication is a factor in how a subject fakes, the sophisticated subjects generally doing a better job of it. The implications for the effect of stimulus pull were discussed and it was concluded that the pull value of the stimulus is not affected by a peripheral response set but is affected by sophistication.     

Faking propensity and faking-related change: A model-based analysis of the EPQ-R scores

Although change scores in a measure administered under neutral and faking-motivating conditions have become a main choice to operationalize faking, there are still some non-resolved issues on the results they provide. The present study uses a two-wave two-group design with a control group to assess three of these issues: (a) the role of individual differences in the amount of faking-induced change, (b) the relation between Impression Management (IM) scores under neutral conditions and change scores, and (c) the convergent validity of change scores as a requisite to view them as measures of an individual-difference variable. A Spanish translation of the Eysenck Personality Questionnaire Revised was administered twice to 489 undergraduate students under standard-standard instructions (N = 215) and under standard-faking-good instructions (N = 274). For the P, N, and Lie scales, the results showed that the role of individual differences was very relevant and that the only common variable underlying the scores was a general factor of faking-induced change. However, the IM scores were unable to predict effective change.     

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.

     

Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews

Many applicants use faking in interviews to present themselves more favorably than they really are. There is widespread concern that this may affect interview validity. As previous research on countermeasures is sparse, we conducted an exploratory study to identify the most promising countermeasures. For technology-mediated interviews, these were warnings referring to a criterion-based content analysis and lie detection algorithms focusing on nonverbal or paraverbal cues. For face-to-face interviews, these were objective questions and a personable interviewer. We then investigated the effects of these countermeasures on faking intentions in two experimental vignette studies and on faking in another simulated interview study. However, none of the countermeasures could reduce faking intentions or faking. Additionally, in the vignette studies, warnings impaired applicant reactions.     

求职者简历作假行为结构及影响因素研究

求职者简历作假行为是指求职者在简历投递过程中,为提升进入下一轮选拔几率,在简历中表现出虚假信念或信息的行为。研究通过访谈和问卷调查方法,探讨了求职者简历作假行为的结构,以及大学生求职群体简历作假行为的影响因素与特点。结果表明:(1)求职者的简历作假行为包含迎合招聘企业、篡改个人信息、粉饰关键词句和提升匹配程度四个因素。(2)马基雅维利主义倾向可以预测其简历作假行为。(3)大学生求职者的简历作假行为在其简历投递次数以及简历修改次数上存在差异。