Do applicants fake? An examination of the frequency of applicant faking behavior
Do applicants fake? An examination of the frequency of applicant faking behavior
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DOI：
10.1108/00483480710731310
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发表时间：
2007-01-01
期刊：
影响因子：
3.9
通讯作者：
Yoshita, Yukiko
中科院分区：
文献类型：
--
作者：
Griffith, Richard L.;Chmielowski, Tom;Yoshita, Yukiko
目的——这篇文章的目的是通过实证检验应聘者是否对基于个性的就业问卷做出了虚假的反应。设计/方法/方法-本研究采用学科内设计来评估申请人是否在申请人条件下提高了分数。随后，研究人员联系了申请工作的受试者，并要求他们在诚实的指导下完成同样的性格测试。受试者内设计允许研究人员在个人层面上分析欺骗行为，而不是在申请人和在职群体之间进行推断。调查结果-结果表明，相当多的申请人在基于性格的选择措施中作弊。根据所使用的置信区间，30%到50%的求职者在申请工作时提高了分数。结果还表明，求职者的造假行为会导致排名的显著变化，从而影响招聘决策。研究局限性/启示-研究的一个局限性是排除了工作绩效标准测量。如果没有这一措施，就不能对措施的标准有效性的衰减作出明确的陈述。虽然该研究证明了等级顺序的变化，但如果不测量工作绩效，则无法证明标准效度的降低。实际意义-该论文的实际意义是人格测量不应该单独使用。相反，他们应该被纳入一系列测试措施中，这些措施不太容易受到伪装行为的影响。此外，应用研究人员必须继续研究以解决伪造问题。原创性/价值——实证研究支持这样一种观点，即受访者可以在指示下撒谎，然而，其他研究表明，申请人在实际环境中不会撒谎。这项研究首次提供了大量证据，证明作假确实发生在申请人的环境中，这扰乱了申请人的排名顺序。
Purpose - The purpose of this article is to empirically test whether applicants fake their responses to personality based employment inventories.Design/methodology/approach - This study utilized a within subjects design to asses whether applicants elevated their scores in an applicant conditions. Subjects who applied for a job were later contacted and asked to complete the same personality measure under an honest instructional set. The within subjects design allowed the researcher to examine faking behavior at the individual level of analysis rather than draw inferences between applicant and incumbent groups.Findings - Results suggest that a significant number of applicants do fake personality based selection measures. Depending on the confidence interval used between 30 and 50 percent of applicants elevated their scores when applying for a job. The results also show that applicant faking behavior resulted in significant rank ordering changes that impacted hiring decisions.Research limitations/implications - One limitation of the study is the exclusion of a job performance criterion measure. Without this measure definitive statements regarding the decay in the criterion validity of the measure cannot be made. While the study demonstrated rank ordering changes, decrements in criterion validity cannot be demonstrated without measuring job performance.Practical implications - The practical implications of the paper are that personality measures should not be used alone. Rather they should be included in a test battery of measures that are less susceptible to faking behavior. In addition, applied researchers must continue research efforts to address the faking issue.Originality/value - Empirical research has supported the notion that respondents can fake when instructed, however, other research has suggested that applicants do not fake in applied settings. This study is the first to provide substantial evidence that faking does occur in applicant settings and that is disrupts rank ordering of applicants.