The Impact of Faking on Employment Tests: Does Forced Choice Offer a Solution?

By D. Jackson, Victor R. Wroblewski, M. Ashton. 2000

250 citations recorded by the source corpus.

Subfields: Clinical Psychology, Safety Research, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/0680895e9c0f084ef65c8d1a6771ee7e8c0d72b0

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

In Safety Research

In Sociology and Political Science

Citations in the corpus

Do people fake on personality inventories? A verbal protocol analysis (2007, unknown): “Research has found that measures that contain items that are ipsative (Bowen, Martin, & Hunt, 2002); forced-choice (Christiansen, Burns, & Montgomery, 2005; Jackson, Wroblewski, & Ashton, 2000 ); 1 or subtle (Holden & Jackson, 1981; Worthington &”
The validity of ipsative and quasi‐ipsative forced‐choice personality inventories for different occupational groups: A comprehensive meta‐analysis (2015, background): “Nevertheless, research into this question remains scant and findings are notably inconclusive (see, for instance, Converse et al., 2008; Heggestad et al., 2006; Jackson et al., 2000).”
Predicting creativity and academic success with a “Fake-Proof” measure of the Big Five (2008, background): “Previous research suggests that these relative-scored, or ipsative, survey formats may be less susceptible to distortion than their Likert scored counterparts (Christiansen, Burns, & Montgomery, 2005; Jackson, Wroblewski, & Ashton, 2000 ).”
Forced-Choice Personality Tests: A Measure of Personality and Cognitive Ability? (2006, methodology): “The rationale for using FC personality tests is captured by Jackson et al. (2000), who stated: Forced-choice questionnaires represent one possible method of minimizing the problem of faking in employment testing by making the task of responding desirably much more difficult.”
Self- and Other-Referent Criteria of Career Success (2003, background): “criteria scale should have decreased the likelihood of responses being distorted by an impression management bias ( Jackson, Wroblewski, & Ashton, 2000 ).”
The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies (2014, unknown): “…(2011) a 833 ESQ Q CWB – – – – 7.43 – – Iliescu et al. (2011) b 224 ESQ Q CWB – – – – 7.37 – – Izard (1962) a 3 EPPS I GPA – – – – .40 – – Izard (1962) b 33 EPPS I GPA – – – – .33 – – Izard (1962) c 180 EPPS I GPA – – – – .28 – – Izard (1962) d 98 EPPS I GPA – – – – .17 – – Jackson et al. (2000)…”
A REVIEW OF RECENT DEVELOPMENTS IN INTEGRITY TEST RESEARCH (2007, methodology): “Finally, Jackson et al. (2000) recast the Dependability scale from the Employee Selection Questionnaire (Jackson, in press), a personalityoriented integrity test, into forced-choice format.”
A Meta-Analytic Investigation of Job Applicant Faking on Personality Measures (2006, unknown): “In addition, forced-choice measures of personality have the potential for simply not allowing an applicant to give an overly positive view of him/herself (Jackson et al., 2000; Martin et al., 2002).”
Reconsidering Forced-Choice Item Formats for Applicant Personality Assessment (2005, methodology): “Specifically, the criterion in Study 1 was another measure of Conscientiousness and Jackson et al. (2000) used self-reported admissions of delinquency.”