Personality measurement, faking, and detection: An assessment method for use in personnel selection.

Usual methods for personality assessment have been found unsuitable for use in personnel selection contexts. An alternative method of item construction and of scoring key and detection scale development for personality inventories is proposed. Results of a double cross-validation study based on 456 male Ss using 3 newly developed forced-choice inventories indicate that (a) over 90% of the test performance can be correctly identified as self-report or faked, (b) mean score profiles under the 2 conditions for the 5 personality variables under study are virtually congruent and variances under the faking condition are uniformly smaller, (c) validities against peer-nomination criteria are in the moderate range for all 5 variables and (d) Kuder-Richardson Formula 20 reliabilities between .83 and .92 were obtained. (27 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Faking and personality assessment in personnel selection: Advancing models of faking.

Personality testing is a particularly valuable preemployment assessment tool when one matches personality traits to job requirements. The authors explain that, unlike most other common personnel selection methods, the unique value of personality assessment in personnel selection stems from its tendency to predict the choice to perform, or “will-do” aspects of job performance. The effect of faking on the value of personality testing is discussed, and the authors suggest that personality testing’s contribution to personnel selection could be leveraged if more were known about the psychological process underlying applicant faking behaviour. To this end, the authors present an improved general model of the applicant faking process as well as a new “faking decision tree.” (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The contribution of interview and situational performance procedures to the selection of supervisory personnel.

2 groups of supervisors (each N = 40), selected to be as similar as possible on a set of control predictor variables "known to be predictive of supervisory performance" (basic abilities test score, supervisory practices score, age, service, job level) and to be maximally different on criterion scores of supervisory effectiveness ratings, were used to try out 5 experimental supervisory performance predictors: panel interview, individual interview, group discussion problem, role playing situation, and small-job management. Each group was divided into a high and low subgroup on the basis of the control predictor variables. The predictor battery validity increased from an average of .27 for the control predictors alone to .30-.34 when various of the experimental predictors were added. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reconsidering vocational interests for personnel selection: The validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions.

Although vocational interests have a long history in vocational psychology, they have received extremely limited attention within the recent personnel selection literature. We reconsider some widely held beliefs concerning the (low) validity of interests for predicting criteria important to selection researchers, and we review theory and empirical evidence that challenge such beliefs. We then describe the development and validation of an interests-based selection measure. Results of a large validation study (N = 418) reveal that interests predicted a diverse set of criteria—including measures of job knowledge, job performance, and continuance intentions—with corrected, cross-validated Rs that ranged from .25 to .46 across the criteria (mean R = .31). Interests also provided incremental validity beyond measures of general cognitive aptitude and facets of the Big Five personality dimensions in relation to each criterion. Furthermore, with a couple exceptions, the interest scales were associated with small to medium subgroup differences, which in most cases favored women and racial minorities. Taken as a whole, these results appear to call into question the prevailing thought that vocational interests have limited usefulness for selection. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Designing pareto-optimal selection systems: Formalizing the decisions required for selection system development.

The article presents an analytic method for designing Pareto-optimal selection systems where the applicants belong to a mixture of candidate populations. The method is useful in both applied and research settings. In an applied context, the present method is the first to assist the selection practitioner when deciding on 6 major selection design issues: (1) the predictor subset, (2) the selection rule, (3) the selection staging, (4) the predictor sequencing, (5) the predictor weighting, and (6) the stage retention decision issue. From a research perspective, the method offers a unique opportunity for studying the impact and relative importance of different strategies for reducing adverse impact. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The Test Anxiety Questionnaire: Scoring norms for a non-college population.

Cross-validation of the TAQ (Test Anxiety Questionnaire) on a population differing from the original college sample (air force personnel). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice.

The authors highlight the importance and discuss the criticality of distinguishing between constructs and methods when comparing predictors. They note that comparisons of constructs and methods in comparative evaluations of predictors result in outcomes that are theoretically to conceptually uninterpretable and thus potentially misleading. The theoretical and practical implications of the distinction between predictor constructs and predictor methods are discussed, with three important streams of personnel psychology research being used to frame this discussion. Researchers, editors, reviewers, educators, and consumers of research are urged to carefully consider the extent to which the construct-method distinction is made and maintained in their own research and that of others, especially when predictors are being compared. It is hoped that this discussion will reorient researchers and practitioners toward a more construct-oriented approach that is aligned with a scientific emphasis in personnel selection research and practice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Mindfulness-based stress reduction as a method for personnel development: A pilot evaluation.

Mindfulness-Based Stress Reduction (MBSR) is a potential candidate for learning to cope with stress in a high-stress professional environment. In a pilot study the authors evaluated the potential of MBSR for stress management. Workers participated in an MBSR training for stress-related problems (treatment, n = 12) or waited for such a course (control, n = 11). The authors conducted interviews and measured coping and well-being. Qualitative interviews indicated that subjects had attained more awareness of work-related problems contributing to stress and had grown more critical toward their work environment. In the treatment group, positive strategies of coping with stress increased and negative strategies of coping decreased (significant difference at post treatment: p = .039 compared to control). Eighty-two percent of the participants reported having reached their personal goal. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Retesting in selection: A meta-analysis of coaching and practice effects for tests of cognitive ability.

Previous studies have indicated that as many as 25% to 50% of applicants in organizational and educational settings are retested with measures of cognitive ability. Researchers have shown that practice effects are found across measurement occasions such that scores improve when these applicants retest. In this study, the authors used meta-analysis to summarize the results of 50 studies of practice effects for tests of cognitive ability. Results from 107 samples and 134,436 participants revealed an adjusted overall effect size of .26. Moderator analyses indicated that effects were larger when practice was accompanied by test coaching and when identical forms were used. Additional research is needed to understand the impact of retesting on the validity inferences drawn from test scores. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A plan for integrated programs of personnel research and development.

Describes the administrative organization of the program of personnel research as established in the Navy. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sequential validity: A new model for evaluating judgmental prediction in personnel selection.

Proposes a new model for validating selection used by business organizations. Sequential validity is based on a comparison of employee success rates achieved with a firm's current and earlier selection systems. The underlying rationale is that a newly implemented selection system is valid if it produces significantly better results than the previously used system. A major advantage of the proposed model over traditional statistical models is that it bypasses the sometimes insurmountable restriction-of-range problem associated with the predictor variable. Sequential validity should be viewed not as a substitute for traditional correctional models but as a new approach to improving validation techniques. (7 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Picture Test: Rationale and one validation of the method.

A procedure has been designed that capitalizes on halo variance in ratings. To test the hypothesis of affective transfer from picture material to response categories, over 300 Ss were tested with one format of the Picture Test, obtaining, indirectly, their attitudes towards 8 religious groupings. Objective scoring of responses to the religious categories was accomplished, and Ss were grouped by their stated religious affiliation. Distributions of responses to the religious categories were consistent and supportive of the test's rationale—that affective transfer from picture material to response categories can occur with the method, and that responses can be meaningfully related to known group characteristics. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The impact of corrections for faking on the validity of noncognitive measures in selection settings.

In selection research and practice, there have been many attempts to correct scores on noncognitive measures for applicants who may have faked their responses somehow. A related approach with more impact would be identifying and removing faking applicants from consideration for employment entirely, replacing them with high-scoring alternatives. The current study demonstrates that under typical conditions found in selection, even this latter approach has minimal impact on mean performance levels. Results indicate about .1 SD change in mean performance across a range of typical correlations between a faking measure and the criterion. Where trait scores were corrected only for suspected faking, and applicants not removed or replaced, the minimal impact the authors found on mean performance was reduced even further. By comparison, the impact of selection ratio and test validity is much larger across a range of realistic levels of selection ratios and validities. If selection researchers are interested only in maximizing predicted performance or validity, the use of faking measures to correct scores or remove applicants from further employment consideration will produce minimal effects. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Retaking ability tests in a selection setting: Implications for practice effects, training performance, and turnover.

This field study investigated the effect of retaking identical selection tests on subsequent test scores of 4,726 candidates for law enforcement positions. For both cognitive ability and oral communication ability selection tests, candidates produced significant score increases between the 1st and 2nd and the 2nd and 3rd test administrations. Furthermore, the repeat testing relationships with posthire training performance and turnover were examined in a sample of 1,515 candidates eventually selected into the organization. As predicted from persistence and continuance commitment rationales, the number of tests necessary to gain entry into the organization was positively associated with training performance and negatively associated with turnover probability. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Internship: A recruitment and selection perspective.

In this study, we examined internship as a recruitment and selection process. On the basis of impression management theory, we hypothesized that both organizations and interns make efforts to impress the other party during the internship if they intend to hire or be hired. Using longitudinal data collected at 3 points from 122 intern–supervisor dyads in the United States, we found that 60% of internships turned into job offers from the host organizations. Interns wishing to be hired were more likely to use self-promotion and ingratiation, which increased the likelihood of job offers. Organizations wishing to hire appeared to be more open to interns' creativity, which increased interns' application intentions. For interns who indicated prior to their internship that they were not interested in working in their host organizations after graduation, supervisory mentoring did not influence their subsequent intentions to apply for full-time employment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Analyzing numerical responses: A model and its application to examples from personnel and organizational management.

We analyze the structure of the numerical responses of persons connected with money and present a mental model together with its connection to fuzzy theory. The numerical response is one single number containing information about the value and the exactness of a variable. We test the rules describing the process, generating these responses experimentally as well as using examples from a questionnaire, and provide further empirical evidence. The simultaneous determination of the value and exactness of a response resulting in one number causes severe problems in using these responses as input to decision models. We propose a pre-analysis of the data with the rules provided in this paper. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Forced-choice assessments of personality for selection: Evaluating issues of normative assessment and faking resistance.

Recent research suggests multidimensional forced-choice (MFC) response formats may provide resistance to purposeful response distortion on personality assessments. It remains unclear, however, whether these formats provide normative trait information required for selection contexts. The current research evaluated score correspondences between an MFC format measure and 2 Likert-type measures in honest and instructed-faking conditions. In honest response conditions, scores from the MFC measure appeared valid indicators of normative trait standing. Under faking conditions, the MFC measure showed less score inflation than the Likert measure at the group level of analysis. In the individual-level analyses, however, the MFC measure was as affected by faking as was the Likert measure. Results suggest the MFC format is not a viable method to control faking. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A modified model for test validation and selection research.

It is argued that the clasisc prediction model is grossly oversimplified and has resulted in corresponding oversimplifications in the design of most validation studies. A modified and more complex prediction model is presented. Implications for future validation research are discussed in the context of the kinds of behaviors to be predicted, the necessity for investigating heterocedastic and nonlinear relationships, and the important advantages in prediction which may be realized by discovering homogeneous subsets of jobs, tests, people, and behavior within which prediction equations may be developed and crossvalidated. (32 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)