Further evidence on 16 PF distortion scales

Norms were obtained on a nationally representative sample of 4830 adult men and women for two empirically developed faking indices for Cattell's 16 Personality Factor Questionnaire (16PF) by Winder, Karson, and O'Dell (1975). These data provided convincing evidence that the cutoff suggested in the original work for the faking good scale was far too liberal and would routinely classify more than half of all 16 PF protocols as invalid. The faking bad cutoff appeared to be approximately correct. The correlations of the faking scales with the 16 PF primary factors were highly congruent with those reported in the development study and provided additional validity evidence for the two indices. Both indices were found to be sufficiently reliable to permit adjustments to be made in the primary trait scales when distortion is above average.     

内隐联想测验“内隐性”的可控性研究

在许多社会科学研究中,社会称许性会对研究的效度产生不良影响。研究者希望能得到被试的真实态度和反应,从而极力避免这种社会称许性偏见。内隐测量工具的一个主要目的是让研究者能够获得未加任何粉饰的态度测量结果从而消除和避免自我表现和社会称许性。本文通过四个实验考察了内隐联想测验的可掩饰性、掩饰的持久性、掩饰的条件化和IAT经验的迁移性,结果显示：（1）被试可以通过一定的反应策略来掩饰其真实的内隐态度,从而使所测得的个体内隐态度和群体内隐态度失真,典型的反应策略是均衡相容和不相容任务的反应速度;（2）内隐联想测验的可掩饰性需以先前的IAT经验为基础,且IAT经验无需属于相同的测验范畴,对IAT原理的掌握将有助于被试成功地实施掩饰;（3）内隐联想测验的可掩饰性具有一定的时效性,先前的IAT经验越久远,则成功掩饰的可能性越低;总之,内隐联想测验并不能彻底避免社会称许性。     

MMPI-2 validity scale characteristics in a correctional sample

The current study investigated the proportion of content-nonresponsive and content-responsive faking Minnesota Multiphasic Personality Inventory-2 (MMPI-2) protocols in a state corrections sample. Participants were 51,486 inmates who completed the MMPI-2 at the time they entered the Ohio Department of Rehabilitation and Correction system. Overall, approximately 79% of the study participants produced valid profiles. Of the entire study sample, 11.3% produced content-nonresponsive profiles, and 9.4% produced content-responsive faking profiles. African Americans produced a higher proportion of content-nonresponsive profiles than Caucasians, and women were slightly more likely than men to produce content-responsive faking profiles. Differences in level of education between African Americans and Caucasians did not account for the disparity in content-nonresponsive profiles. Implications for current practice and future research are discussed.     

Effects of the testing situation on item responding: cause for concern

The effects of faking on personality test scores have been studied previously by comparing (a) experimental groups instructed to fake or answer honestly, (b) subgroups created from a single sample of applicants or nonapplicants by using impression management scores, and (c) job applicants and nonapplicants. In this investigation, the latter 2 methods were used to study the effects of faking on the functioning of the items and scales of the Sixteen Personality Factor Questionnaire. A variety of item response theory methods were used to detect differential item/test functioning, interpreted as evidence of faking. The presence of differential item/test functioning across testing situations suggests that faking adversely affects the construct validity of personality scales and that it is problematic to study faking by comparing groups defined by impression management scores.     

Effect of symptom information and intelligence in dissimulation: an examination of faking response styles by inmates on the Basic Personality Inventory

This study employed the Basic Personality Inventory (BPI) to differentiate various types of dis-simulation, including malingered psychopathology and faking good, by inmates. In particular, the role of intelligence in utilizing symptom information to successfully malinger was examined. On admission to a correctional facility, 161 inmates completed the BPI under standard instructions and then again under instructions to fake good (n = 55) or to malinger psychotic (n = 35), posttraumatic stress disorder (n = 36), or somatoform (n = 35) psychopathology. Unlike symptom information, intelligence evidenced some support for increasing inmates' effectiveness in malingering, although there was no relationship between higher intelligence and using symptom information to successfully evade detection. Overall, the BPI was more effective in detecting malingered psychopathology than faking good. Implications for the detection of dissimulation in correctional and forensic settings are discussed.     

Exaggeration is harder than understatement, but practice makes perfect!

Previous research on the fakeability of the Implicit Association Test (IAT) yielded inconsistent results. The present study simultaneously analyses several relevant factors: faking direction, type of instructions, and practice. Furthermore, it takes baseline individual differences into account. After a baseline assessment in a self-esteem IAT without faking instructions (t0), participants in the faking conditions then (t1) faked high or low scores without being provided with recommended strategies on how to do so (i.e., individual strategies). At t2 and t3, they were asked to fake the IAT after having received information on recommended faking strategies. At t4, faking direction was reversed. Without the recommended strategies, faking high scores was not possible, but faking low scores was. With the recommended strategies, participants needed additional practice to fake high scores. When faking directions were reversed, participants were successful without additional practice, suggesting a transfer in faking skills. In most of the faking attempts, faking success was moderated by individual differences in baseline implicit self-esteem. This suggests that the complex interplay of factors influencing faking success should be taken into account when considering the issue of fakeability of the IAT.     

The Impact of Exposure to Internet-Based Information About the Rorschach and the MMPI–2 on Psychiatric Outpatients’ Ability to Simulate Mentally Healthy Test Performance

To examine the impact of Internet-based information about how to simulate being mentally healthy on the Rorschach (Exner, 2003) and the MMPI–2 (Butcher, Dahlstrom, Graham, Tellegen, & Kaemmer, 1989), 87 psychiatric outpatients completed the tests under 4 conditions: uncoached and Internet-coached outpatients under faking healthy instructions (faking patients and Internet-faking patients) and patients and nonpatients under standard instructions (standard patients and standard nonpatients). On the Rorschach, faking patients and Internet-faking patients did not manage to portray healthy test performance and, like standard patients, revealed a significantly greater number of perceptual and cognitive disturbances than standard nonpatients. Faking patients scored in the psychopathological direction on most variables. Internet-faking patients produced constricted protocols with significantly higher F% (57%) and lower use of provoking and aggressive contents than the other groups. On the MMPI–2, faking patients and Internet-faking patients were able to conceal symptoms and, like standard nonpatients, scored in the normal range on the clinical scales. The validity scale L successfully detected the faking patients and the Internet-faking patients, whereas the F scale only distinguished the Internet-faking patients and K only the faking patients. We conclude that Internet-based information could threaten test validity.     

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.     

The detection of feigned uncoached and coached posttraumatic stress disorder with the MMPI-2 in a sample of workplace accident victims

In this study research participants completed the Minnesota Multiphasic Personality Inventory-2 (MMPI-2) under standard instructions and then were asked to fake posttraumatic stress disorder (PTSD) when completing the MMPI-2 for a 2nd time in 1 of 4 conditions with different instructions on how to fake PTSD: (a) uncoached, (b) coached about PTSD symptom information, (c) coached about MMPI-2 validity scales, or (d) coached about both symptoms and validity scales. These MMPI-2 protocols were then compared with protocols of claimants with workplace accident-related PTSD. Participants given information about the validity scales were the most successful in avoiding detection as faking. The family of F scales (i.e., F, FB, FP), particularly FP, produced consistently high rates of positive and negative predictive power.     

The Impact of Applicant Faking on Selection Measures,Hiring Decisions,and Employee Performance

Purpose

The purpose of this study was to examine the prevalence of applicant faking and its impact on the psychometric properties of the selection measure, the quality of hiring decisions, and employee performance.

Design/Methodology/Approach

This study utilized a within-subjects design where responses on a self-report measure were obtained for 162 individuals both when they applied for a pharmaceutical sales position, and after they were hired. Training performance data was collected at the completion of sales training and sales data was collected 5 months later.

Findings

Applicant faking was a common occurrence, with approximately half of the individuals being classified as a faker on at least one of the dimensions contained in the self-report measure. In addition, faking was found to negatively impact the psychometric properties of the selection measure, as well as the quality of potential hiring decisions made by the organization. Further, fakers exhibited lower levels of performance than non-fakers.

Implications

These findings indicate that past conclusions that applicant faking is either uncommon or does not negatively impact the selection system and/or organizational performance may be unwarranted.

Originality/Value

Remarkably few studies have examined applicant faking using a within-subjects design using actual job applicants, which has limited our understanding of applicant faking. Even fewer studies have attempted to link faking to criterion data to evaluate the impact of faking on employee performance. By utilizing this design and setting, the present study provides a unique glimpse into both the prevalence of faking and the significant impact faking can have on organizations.     

Applicant Faking,Social Desirability,and the Prediction of Counterproductive Work Behaviors

Recent studies have pointed to within-subjects designs as an especially effective tool for gauging the occurrence of faking behavior in applicant samples. The current study utilized a within-subjects design and data from a sample of job applicants to compare estimates of faking via within-subjects score change to estimates based on a social desirability scale. In addition, we examined the impact of faking on the relationship between Conscientiousness and counterproductive work behaviors (CWBs), as well as the direct linkage between faking and CWBs. Our results suggest that social desirability scales are poor indicators of within-subjects score change, and applicant faking is both related to CWBs and has a negative impact on the criterion-related validity of Conscientiousness as a predictor of CWBs.     

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.     

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.     

Variance in faking across noncognitive measures

There are discrepant findings in the literature regarding the effects of applicant faking on the validity of noncognitive measures. One explanation for these mixed results may be the failure of some studies to consider individual differences in faking. This study demonstrates that there is considerable variance across individuals in the extent of faking 3 types of noncognitive measures (i.e., personality test, biodata inventory, and integrity test). Participants completed measures honestly and with instructions to fake. Results indicated some measures were more difficult to fake than others. The authors found that integrity, conscientiousness, and neuroticism were related to faking. In addition, individuals faked fairly consistently across the measures. Implications of these results and a model of faking that includes factors that may influence faking behavior are provided.     

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.     

Cross‐Cultural Differences in Applicant Faking on Personality Tests: A 43‐Nation Study

In a globalised world, more and more organisations have to select from pools of applicants from different cultures, often by using personality tests. If applicants from different cultures were to differ in the amount of faking on personality tests, this could threaten their validity: Applicants who engage in faking will have an advantage, and will put those who do not fake at a disadvantage. This is the first study to systematically examine and explain cross‐cultural differences in actual faking behavior. In N = 3,678 employees from 43 countries, a scenario‐based repeated measures design (faking vs. honest condition) was applied. Results showed that faking differed significantly across countries, and that it was systematically related to countries’ cultural characteristics (e.g. GLOBE's uncertainty avoidance, future orientation, humane orientation, and in‐group collectivism), but in an unexpected way. The study discusses these findings and their implications for research and practitioners.     

Toward an Integrated Model of Applicant Faking Behavior1

The present research tested a model that integrated the theory of planned behavior (TPB) with a model of faking presented by McFarland and Ryan (2000) to predict faking on a personality test. In Study 1, the TPB explained sizable variance in the intention to fake. In Study 2, the TPB explained both the intention to fake and actual faking behavior. Different faking measures (i.e., difference scores and social desirability scales) tended to yield similar conclusions, but the difference scores were more strongly related to the variables in the model. These results provide support for a model that may increase understanding of applicant faking behavior and suggest reasons for the discrepancies in past research regarding the prevalence and consequences of faking.     

应聘情境下作假识别量表的开发

在应聘情境中, 被试容易对人格测验作假。应对作假的常用方法是采用社会称许性量表对作假直接测量, 再去校正和识别作假效应。但是采用社会称许性量表测量作假存在很多问题, 因而基于作假的特殊性质开发了《作假识别量表》。采用探索性因素分析证实了量表的单维性, 解释率为54.650%。概化理论检验表明测验信度较好, G系数为0.906, j系数为0.902。采用一个真实的应聘情境检验效度, 发现《作假识别量表》对作假更加敏感, 能够比较充分地测量作假。     

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.