Document Detail

Personality measurement, faking, and employment selection.
MedLine Citation:
PMID:  17845085     Owner:  NLM     Status:  MEDLINE    
Real job applicants completed a 5-factor model personality measure as part of the job application process. They were rejected; 6 months later they (n = 5,266) reapplied for the same job and completed the same personality measure. Results indicated that 5.2% or fewer improved their scores on any scale on the 2nd occasion; moreover, scale scores were as likely to change in the negative direction as the positive. Only 3 applicants changed scores on all 5 scales beyond a 95% confidence threshold. Construct validity of the personality scales remained intact across the 2 administrations, and the same structural model provided an acceptable fit to the scale score matrix on both occasions. For the small number of applicants whose scores changed beyond the standard error of measurement, the authors found the changes were systematic and predictable using measures of social skill, social desirability, and integrity. Results suggest that faking on personality measures is not a significant problem in real-world selection settings.
Joyce Hogan; Paul Barrett; Robert Hogan
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Publication Detail:
Type:  Journal Article    
Journal Detail:
Title:  The Journal of applied psychology     Volume:  92     ISSN:  0021-9010     ISO Abbreviation:  J Appl Psychol     Publication Date:  2007 Sep 
Date Detail:
Created Date:  2007-09-11     Completed Date:  2007-10-19     Revised Date:  -    
Medline Journal Info:
Nlm Unique ID:  0222526     Medline TA:  J Appl Psychol     Country:  United States    
Other Details:
Languages:  eng     Pagination:  1270-85     Citation Subset:  IM    
Copyright Information:
(c) 2007 APA.
Hogan Assessment Systems, Tulsa, OK 74114, USA.
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MeSH Terms
Factor Analysis, Statistical
Malingering / diagnosis*
Patient Selection*
Personality Assessment*

From MEDLINE®/PubMed®, a database of the U.S. National Library of Medicine

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