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。     

职业选拔情境下人格测验作假研究

在职业选拔情境下被试很容易对人格测验作假,从而制约了人格测验在企业中的应用。许多研究者在努力解决作假问题,分别就应聘者是否会作假,作假给人格测验带来的负面影响、应聘者如何作假以及如果应对作假等问题进行了深入的探讨。经过几十年的发展,该研究领域已经形成了包括实验诱导设计、已知群体设计和量表设计等几种特定的研究范式。研究结果显示,大多数应聘者会作假,但其负面影响并不严重;作假不同于社会称许性反应,它是一种工作称许性反应。目前的几种应对作假的方法尚存在一些问题,其有效性有待提高。总之,人格测验的作假作用明显,其研究难度较大,有待革新性理论和方法的出现     

人才甄选中的人格测验作假研究的深入与拓展

企业人才甄选情境下求职者很容易在人格测验中作假。至今有关作假的研究已包含作假的内涵、来源和识别等多个方面,也诞生了多种心理模型尝试解释作假产生的心理机制,如作假动机与作假能力交互作用理论、作假计划行为理论、作假整合模型、一般作假行为模型以及作假的VIE模型,为后续理论研究点明方向。此外,作假应用领域中新兴的网络人格测验作假受到关注,在此介绍网络与纸笔测验两种形式下,人格测验作假行为、作假意向的不同。     

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。     

人格测验中作假的控制方法

被试很容易对人格测验作假,这严重影响了人格测验的有效性。目前测评专家已经提出了一些应对作假的方法,它们可被分为事前控制技术和事后识别技术两大类。前者包括迫选式量表,警告及假渠道技术等,后者包括作假识别量表,IRT及反应时识别技术等。目前,在人格测验中嵌套使用作假识别量表,以及在测验指导语中加入警告是比较有效的两种方法,迫选式量表的发展也值得期待。由于研究者对作假的内部发生机制了解较少,这制约了IRT与反应时识别技术的发展。     

应聘者的选拔标准识别能力对人事选拔效果的影响

应聘者对选拔标准的识别能力(ability to identify criteria, 简写为ATIC)是指个体在参与测评的过程中, 正确识别评价标准的能力, 现有测量选拔标准识别能力变量的主要方式有被试自评和研究者评分两种。众多研究发现, 选拔标准识别能力对应聘者的表现有促进作用, 它可以解释选拔的预测效度并影响其结构效度。当公开选拔标准, 提高透明度, 消除选拔标准识别能力个体差异的影响之后, 选拔的预测效度会降低, 而且对应聘者的成绩和选拔的结构效度也有影响, 但目前有关研究的结果并不统一。未来研究应关注选拔标准识别能力与其他构念的关系、完善测量方法、探索它在其他人事选拔手段中的作用, 并继续考察改变选拔标准识别能力对人事选拔的影响。     

基于概化理论的作假识别量表编制及其作用

基于概化理论,探讨在《大学生心理资本量表》中加入作假识别量表的具体编制过程及其在提升量表信度、效度等方面的作用。通过因素分析验证《作假识别量表》的单维性;通过概化研究,研究其信效度,并嵌入《大学生心理资本量表》进行验证。结果表明：因素分析解释率为55.858%,概化研究结果显示G系数和Φ系数分别为0.825,0.809。因此,《作假识别量表》有很好的信效度,嵌入《大学生心理资本量表》后能有效地识别作假行为和筛选被试。     

人事选拔决策过程的匹配评价研究: 基于策略捕捉技术

传统的人事选拔是以胜任力或者说是人－职匹配为基础的,即强调基于胜任力,但研究者和实践者们越来越多的强调人－组织匹配在人事选拔中的重要性,即强调人事选拔过程中招募者匹配评价的多维性。本研究通过实验运用策略捕捉技术,检验多种职位特征和不同层次的匹配评价对选拔雇佣结果的影响。通过HLM分析结果发现四种匹配类型需要－供给匹配、要求－能力匹配、个性匹配和价值观匹配对雇佣决策都有显著的独立主效应,招募者在长期招募比短期招募中更多依靠个性匹配来评价应聘者,招募者在对管理类职位更多依靠价值匹配来进行评价,而对专业类职位则更多依靠要求－能力匹配进行评价。     

品牌人格研究述评

就像每个人都有独特的人格特征,使自己与别人不同一样,品牌也有自己的人格特征。近年来,市场竞争日趋激烈,出现了越来越多的品牌。同类产品的属性通常类似,这时,“身份”、“形象”或“品牌人格”就成为消费者区分产品的唯一因素。品牌人格概念越来越受到研究者的重视,但由于缺乏统一的概念和测量,研究受到了局限。本文总结了不同研究者提出的品牌人格概念,讨论了品牌人格测量方法和量表,并对今后的研究方向作了探讨。     

情景判断测验效度的研究述评

文章在回顾近年来情景判断测验研究的基础上,总结了情景判断测验的效标关联效度、结构效度、增量效度和情景判断测验效度的影响因素.研究发现情景判断测验有较高的效标关联效度,是一种较好的人才选拔工具;情景判断测验是一种测量方法,可以用来测量指定的结构;情景判断测验对认知能力、人格、工作知识等变量具有增量效度;试题特性、测验开发模式、研究设计、评分方式等会影响情景判断测验的效度.     

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.     

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.     

Overclaiming as a measure of faking

Researchers have recently asserted that popular measures of response distortion (i.e., socially desirable responding scales) lack construct validity (i.e., measure traits rather than test faking) and that applicant faking on personality tests remains a serious concern ( [Griffith and Peterson, 2008] and [Holden, 2008]). Thus, although researchers and human resource (HR) selection specialists have been attempting to find measures which readily capture individual differences in faking that increase personality test validity, to date such attempts have rarely, if ever succeeded. The current study, however, finds that the overclaiming technique captures individual differences in faking and subsequently increases personality test score validity via suppressing unwanted error variance in personality test scores. Implications of this research on the overclaiming technique for improving HR selection decisions are illustrated and discussed.     

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.     

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.     

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.