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Faking on self-report emotional intelligence and personality tests: Effects of faking opportunity, cognitive ability, and job type |
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| Authors: | Robert P Tett Kurt A Freund Neil D Christiansen Kevin E Fox John Coaster |
| Institution: | a Department of Psychology, University of Tulsa, 800 S. Tucker Dr., Tulsa, OK 74104, USA b Department of Psychology, Central Michigan University, Mount Pleasant, MI 48858, USA c Saint Louis University, 221 N. Grand Blvd., St. Louis, MO 63103, USA d Strategy and Foreclosure Prevention, Ocwen Loan Servicing, LLC, 1661 Worthington Rd., Suite 100, West Palm Beach, FL 33409, USA |
| Abstract: | 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. |
| Keywords: | Faking Personality testing Trait-emotional intelligence Cognitive ability Trait specificity Trait-job-relevance |
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