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Research article

Applicant reactions and faking in real-life personnel selection

Laura Honkaniemi; Asko Tolvanen; Taru Feldt

Scandinavian Journal of Psychology • 2011

audience: factory-internalaudience: velaPeople Analyticsbridge (4)processed in meta-factory

Abstract

Faking may affect hiring decisions in personnel selection. All the antecedents of faking are still not known. The present study investigates the association between applicants’ reactions about the selection procedure and their tendency to fake. The subjects (N= 180) were real-life applicants for a fire and rescue personnel school. After completing the selection process, the applicants filled out a questionnaire about their test reactions (Chan, Schmitt, Sacco & DeSo-hon, 1998b) and a faking scale, the Balanced Inventory of Desirable Responding (Paulhus, 1991). The results based on Structural Equation Modelling (SEM) indicated that the more positive reactions applicant had about the selection procedure the more impression management they had. The applicant reactions were not associated with self-deception.

Keywords

Applicant reactions · faking · personnel selection · BIDR

Available formats

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Instruments (2)

  • Balanced Inventory of Desirable Responding (BIDR)

    format: likert

    developer: Paulhus

    Constructs

    Impression ManagementSelf-Deception

    reliability: Cronbach’s alpha for Impression Management: 0.84, Self-Deception: 0.64

  • Applicant Reaction Scale

    format: likert

    developer: Chan et al.

    Constructs

    Face Validity PerceptionsPredictive Validity PerceptionsFairness Perceptions

    reliability: Cronbach’s alpha for Global Applicant Reactions: 0.84, Face Validity: 0.70, Predictive Validity: 0.70, Fairness: 0.72

Constructs (3)

  • Applicant Reactions

    AR_001

    A multidimensional phenomenon representing applicants' perceptions of the selection process, including face validity, predictive validity, and fairness perceptions.

    Domains

    Decision-Making & JudgmentPerformance Management

    A latent variable representing global applicant reactions was used.

  • Impression Management

    IM_002

    A conscious distortion in self-presentation tailored to an audience, often measured as a component of socially desirable responding.

    Domains

    Ethics & ValuesDecision-Making & Judgment

    Associated with applicant reactions in the study.

  • Self-Deception

    SD_003

    An unconscious self-presentation that is honest but overly positive, often measured as a component of socially desirable responding.

    Domains

    Ethics & ValuesDecision-Making & Judgment

    Not associated with applicant reactions in the study.

Related

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