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)