•  
  •  
 

Author ORCID Identifier

0000-0002-7770-7763

0000-0001-5013-7740

DOI

https://doi.org/10.25035/pad.2021.01.003

Abstract

Despite the established validity of personality measures for personnel selection, their susceptibility to faking has been a persistent concern. However, the lack of studies that combine generalizability with experimental control makes it difficult to determine the effects of applicant faking. This study addressed this deficit in two ways. First, we compared a subtle incentive to fake with the explicit “fake-good” instructions used in most faking experiments. Second, we compared standard Likert scales to multidimensional forced choice (MFC) scales designed to resist deception, including more and less fakable versions of the same MFC inventory. MFC scales substantially reduced motivated score elevation but also appeared to elicit selective faking on work-relevant dimensions. Despite reducing the effectiveness of impression management attempts, MFC scales did not retain more validity than Likert scales when participants faked. However, results suggested that faking artificially bolstered the criterion-related validity of Likert scales while diminishing their construct validity.

Creative Commons License

Creative Commons Attribution 4.0 International License
This work is licensed under a Creative Commons Attribution 4.0 International License.

Huber_1150_Supplemental Materials.pdf (668 kB)
Supplemental Materials

Corresponding Author Information

Chris Huber

huber195@umn.edu

Share

COinS
 
 

To view the content in your browser, please download Adobe Reader or, alternately,
you may Download the file to your hard drive.

NOTE: The latest versions of Adobe Reader do not support viewing PDF files within Firefox on Mac OS and if you are using a modern (Intel) Mac, there is no official plugin for viewing PDF files within the browser window.