Overclaiming as a measure of faking
Researchers have recently asserted that popular measures of response distortion (i.e., socially desirable responding scales) lack construct validity (i.e., measure traits rather than test faking) and that applicant faking on personality tests remains a serious concern ([Griffith and Peterson, 2008] and [Holden, 2008]). Thus, although researchers and human resource (HR) selection specialists have been attempting to find measures which readily capture individual differences in faking that increase personality test validity, to date such attempts have rarely, if ever succeeded. The current study, however, finds that the overclaiming technique captures individual differences in faking and subsequently increases personality test score validity via suppressing unwanted error variance in personality test scores. Implications of this research on the overclaiming technique for improving HR selection decisions are illustrated and discussed.
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Volume (Year): 116 (2011)
Issue (Month): 1 (September)
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- Ajzen, Icek, 1991. "The theory of planned behavior," Organizational Behavior and Human Decision Processes, Elsevier, vol. 50(2), pages 179-211, December.
- Fandt, Patricia M. & Ferris, Gerald R., 1990. "The management of information and impressions: When employees behave opportunistically," Organizational Behavior and Human Decision Processes, Elsevier, vol. 45(1), pages 140-158, February.
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