The effects of situationally-induced response bias on the reliability and validity of non-cognitive measures were investigated. Biodata and personality scales were administered under faking and honest conditions. Under conditions of faking, alpha reliabilities of scales increase, yet construct and criterion-related validity decreases
A sample of participants (N=197), recruited from Amazon MTurk, completed an online personality asses...
Personality-type measures should be viable tools to use for selection. They have incremental validit...
Despite the established validity of personality measures for personnel selection, their susceptibili...
In selection research and practice, there have been many attempts to correct scores on noncognitive ...
Some authors clearly showed that faking reduces the construct validity of personality questionnaires...
A challenge to the use of non-cognitive tests in selection is the possibility that applicants might ...
The aim of this study is to explore the impact of faking responses on measurement reliability of psy...
The effects of faking on personality test scores have been studied previously by comparing (a) exper...
Faking on personality measures has been a concern for practitioners and academics alike due to the p...
University of Minnesota Ph.D. dissertation. February 2017. Major: Psychology. Advisor: Nathan Kuncel...
Response biases in biodata scores derived with option-keying and item-keying procedures were investi...
The meta-analytic finding that faking does not affect the criterion validity of self-report measures...
Previous research has shown that applicants’ faking on personality questionnaires could lower their ...
The goal of this study is to critically examine the impact of applicant faking behavior on criterion...
Real job applicants completed a 5-factor model personality measure as part of the job application pr...
A sample of participants (N=197), recruited from Amazon MTurk, completed an online personality asses...
Personality-type measures should be viable tools to use for selection. They have incremental validit...
Despite the established validity of personality measures for personnel selection, their susceptibili...
In selection research and practice, there have been many attempts to correct scores on noncognitive ...
Some authors clearly showed that faking reduces the construct validity of personality questionnaires...
A challenge to the use of non-cognitive tests in selection is the possibility that applicants might ...
The aim of this study is to explore the impact of faking responses on measurement reliability of psy...
The effects of faking on personality test scores have been studied previously by comparing (a) exper...
Faking on personality measures has been a concern for practitioners and academics alike due to the p...
University of Minnesota Ph.D. dissertation. February 2017. Major: Psychology. Advisor: Nathan Kuncel...
Response biases in biodata scores derived with option-keying and item-keying procedures were investi...
The meta-analytic finding that faking does not affect the criterion validity of self-report measures...
Previous research has shown that applicants’ faking on personality questionnaires could lower their ...
The goal of this study is to critically examine the impact of applicant faking behavior on criterion...
Real job applicants completed a 5-factor model personality measure as part of the job application pr...
A sample of participants (N=197), recruited from Amazon MTurk, completed an online personality asses...
Personality-type measures should be viable tools to use for selection. They have incremental validit...
Despite the established validity of personality measures for personnel selection, their susceptibili...
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