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The Impact of Response Distortion on Preemployment Personality Testing and Hiring Decisions
Response distortion (RD), or faking, among job applicants completing personality inventories has been a concern for selection specialists. In a field study using the NEO Personality Inventory, Revised, the authors show that RD is significantly greater among job applicants than among job incumbents,...
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| Published in: | Journal of applied psychology 1998-08, Vol.83 (4), p.634-644 |
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| Main Authors: | , , , |
| Format: | Article |
| Language: | English |
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| cited_by | cdi_FETCH-LOGICAL-a447t-25f7b82f683702426bec94a92d6f41c0d34a306c69179fdbacfc6feb0767b2eb3 |
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| container_end_page | 644 |
| container_issue | 4 |
| container_start_page | 634 |
| container_title | Journal of applied psychology |
| container_volume | 83 |
| creator | Rosse, Joseph G Stecher, Mary D Miller, Janice L Levin, Robert A |
| description | Response distortion (RD), or faking, among job applicants completing personality inventories has been a concern for selection specialists. In a field study using the NEO Personality Inventory, Revised, the authors show that RD is significantly greater among job applicants than among job incumbents, that there are significant individual differences in RD, and that RD among job applicants can have a significant effect on who is hired. These results are discussed in the context of recent studies suggesting that RD has little effect on the predictive validity of personality inventories. The authors conclude that future research, rather than focusing on predictive validity, should focus instead on the effect of RD on construct validity and hiring decisions. |
| doi_str_mv | 10.1037/0021-9010.83.4.634 |
| format | article |
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In a field study using the NEO Personality Inventory, Revised, the authors show that RD is significantly greater among job applicants than among job incumbents, that there are significant individual differences in RD, and that RD among job applicants can have a significant effect on who is hired. These results are discussed in the context of recent studies suggesting that RD has little effect on the predictive validity of personality inventories. The authors conclude that future research, rather than focusing on predictive validity, should focus instead on the effect of RD on construct validity and hiring decisions.</description><identifier>ISSN: 0021-9010</identifier><identifier>EISSN: 1939-1854</identifier><identifier>DOI: 10.1037/0021-9010.83.4.634</identifier><identifier>CODEN: JAPGBP</identifier><language>eng</language><publisher>Washington, DC: American Psychological Association</publisher><subject>Applicants ; Biological and medical sciences ; Colorado ; Deceit ; Employee testing ; Factors ; Faking ; Female ; Field study ; Fundamental and applied biological sciences. Psychology ; Hiring ; Human ; Job Applicant Screening ; Job applicants ; Job seekers ; Lying ; Male ; Misrepresentation ; Occupational psychology ; Orientation. Selection. Evaluation ; Personality ; Personality Measures ; Personality tests ; Personnel Selection ; Preemployment screening ; Psychological tests ; Psychology ; Psychology. Psychoanalysis. 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In a field study using the NEO Personality Inventory, Revised, the authors show that RD is significantly greater among job applicants than among job incumbents, that there are significant individual differences in RD, and that RD among job applicants can have a significant effect on who is hired. These results are discussed in the context of recent studies suggesting that RD has little effect on the predictive validity of personality inventories. The authors conclude that future research, rather than focusing on predictive validity, should focus instead on the effect of RD on construct validity and hiring decisions.</description><subject>Applicants</subject><subject>Biological and medical sciences</subject><subject>Colorado</subject><subject>Deceit</subject><subject>Employee testing</subject><subject>Factors</subject><subject>Faking</subject><subject>Female</subject><subject>Field study</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Hiring</subject><subject>Human</subject><subject>Job Applicant Screening</subject><subject>Job applicants</subject><subject>Job seekers</subject><subject>Lying</subject><subject>Male</subject><subject>Misrepresentation</subject><subject>Occupational psychology</subject><subject>Orientation. Selection. Evaluation</subject><subject>Personality</subject><subject>Personality Measures</subject><subject>Personality tests</subject><subject>Personnel Selection</subject><subject>Preemployment screening</subject><subject>Psychological tests</subject><subject>Psychology</subject><subject>Psychology. Psychoanalysis. Psychiatry</subject><subject>Psychology. 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Psychology</topic><topic>Hiring</topic><topic>Human</topic><topic>Job Applicant Screening</topic><topic>Job applicants</topic><topic>Job seekers</topic><topic>Lying</topic><topic>Male</topic><topic>Misrepresentation</topic><topic>Occupational psychology</topic><topic>Orientation. Selection. Evaluation</topic><topic>Personality</topic><topic>Personality Measures</topic><topic>Personality tests</topic><topic>Personnel Selection</topic><topic>Preemployment screening</topic><topic>Psychological tests</topic><topic>Psychology</topic><topic>Psychology. Psychoanalysis. Psychiatry</topic><topic>Psychology. 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In a field study using the NEO Personality Inventory, Revised, the authors show that RD is significantly greater among job applicants than among job incumbents, that there are significant individual differences in RD, and that RD among job applicants can have a significant effect on who is hired. These results are discussed in the context of recent studies suggesting that RD has little effect on the predictive validity of personality inventories. The authors conclude that future research, rather than focusing on predictive validity, should focus instead on the effect of RD on construct validity and hiring decisions.</abstract><cop>Washington, DC</cop><pub>American Psychological Association</pub><doi>10.1037/0021-9010.83.4.634</doi><tpages>11</tpages></addata></record> |
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| identifier | ISSN: 0021-9010 |
| ispartof | Journal of applied psychology, 1998-08, Vol.83 (4), p.634-644 |
| issn | 0021-9010 1939-1854 |
| language | eng |
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| source | Applied Social Sciences Index & Abstracts (ASSIA); International Bibliography of the Social Sciences (IBSS); Business Source Ultimate【Trial: -2024/12/31】【Remote access available】; PsycARTICLES |
| subjects | Applicants Biological and medical sciences Colorado Deceit Employee testing Factors Faking Female Field study Fundamental and applied biological sciences. Psychology Hiring Human Job Applicant Screening Job applicants Job seekers Lying Male Misrepresentation Occupational psychology Orientation. Selection. Evaluation Personality Personality Measures Personality tests Personnel Selection Preemployment screening Psychological tests Psychology Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Psychometrics Recruitment Responses Selection Statistical analysis Studies |
| title | The Impact of Response Distortion on Preemployment Personality Testing and Hiring Decisions |
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