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.
Volume (Year): 116 (2011)
Issue (Month): 1 (September)
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Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Griffith, Richard L. & Peterson, Mitchell H., 2008. "The Failure of Social Desirability Measures to Capture Applicant Faking Behavior," Industrial and Organizational Psychology, Cambridge University Press, vol. 1(03), pages 308-311, September.
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- Hough, Leaetta M. & Oswald, Frederick L., 2008. "Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects," Industrial and Organizational Psychology, Cambridge University Press, vol. 1(03), pages 272-290, 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.
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