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Variance in faking across noncognitive measures.

L A McFarland1, A M Ryan

  • 1Department of Psychology, Michigan State University, USA.

The Journal of Applied Psychology
|October 31, 2000
PubMed
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Applicant faking varies significantly across individuals and noncognitive measures. Personality traits like integrity, conscientiousness, and neuroticism influence faking behavior in assessments.

Area of Science:

  • Industrial-Organizational Psychology
  • Human Resources Management
  • Psychometric Assessment

Background:

  • Discrepant findings exist regarding applicant faking's impact on noncognitive measure validity.
  • Previous research may have overlooked individual differences in faking tendencies.
  • Understanding faking is crucial for accurate personnel selection.

Purpose of the Study:

  • To investigate individual differences in faking across personality tests, biodata inventories, and integrity tests.
  • To identify factors influencing faking behavior in applicant settings.
  • To explore the consistency of faking across different noncognitive measures.

Main Methods:

  • Participants completed three types of noncognitive measures under both honest and faking-with-instructions conditions.

Related Experiment Videos

  • Statistical analyses were used to assess individual variance in faking.
  • Correlations were examined between personality traits and faking.

    • Main Results:

    • Significant individual differences in faking extent were observed across measures.
    • Certain measures were more susceptible to faking than others.
    • Integrity, conscientiousness, and neuroticism were significantly related to faking behavior.
    • Individuals tended to fake consistently across different measure types.

    Conclusions:

    • Individual differences in faking are substantial and impact noncognitive measure validity.
    • Personality traits play a role in applicant faking.
    • A model incorporating individual and situational factors is needed to explain faking behavior.