DOI
https://doi.org/10.25035/pad.2022.01.005
Abstract
Applicant faking poses serious threats to achieving personality-based fit, negatively affecting both the worker and the organization. In articulating this “faking-is-bad” (FIB) position, Tett and Simonet (2021) identify Marcus’ (2009) self-presentation theory (SPT) as representative of the contrarian “faking-is-good” camp by its advancement of self-presentation as beneficial in hiring contexts. In this rejoinder, we address 20 of Marcus’ (2021) claims in highlighting his reliance on an outdated empiricist rendering of validity, loosely justified rejection of the negative and moralistic “faking” label, disregard for the many challenges posed by blatant forms of faking, inattention to faking research supporting the FIB position, indefensibly ambiguous constructs, and deep misunderstanding of person–workplace fit based on personality assessment. In demonstrating these and other limitations of Marcus’ critique, we firmly uphold the FIB position and clarify SPT as headed in the wrong direction.
Recommended Citation
Tett, Robert P.; Simonet, Daniel; and Christiansen, Neil D.
(2022)
"Faking Is as Faking Does: A Rejoinder to Marcus (2021),"
Personnel Assessment and Decisions: Number 8
:
Iss.
1
, Article 5.
DOI: https://doi.org/10.25035/pad.2022.01.005
Available at:
https://scholarworks.bgsu.edu/pad/vol8/iss1/5
robert-tett@utulsa.edu
Included in
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