A Meta-Analytic Investigation of Job Applicant Faking on Personality Measures

By Scott A. Birkeland, Todd M. Manson, Jennifer L. Kisamore, Michael T. Brannick, Mark A Smith. 2006

405 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/41d4c03e56505595edf8e18b6b785c496dfea7ac

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

A meta-analysis of the relations between personality and workplace deviance: Big Five versus HEXACO (2019, background): “…the ubiquity of response distortion on personality measures by applicants to appear more desirably (Anglim, Marty, Morse, De Vries, & MacCann, 2017; Birkeland, Manson, Kisamore, Brannick, & Smith, 2006; Viswesvaran & Ones, 1999), future research could compare the susceptibility for response…”
The Magnitude and Extent of Cheating and Response Distortion Effects on Unproctored Internet-Based Tests of Cognitive Ability and Personality (2010, methodology): “On the basis of this research, it would seem that although the true effect of response distortion on the criterionrelated validity of personality tests remains unclear (Birkeland et al., 2006; Hough, 1998; Hough et al., 1990; Ones et al., 1996), the impact appears to be low (Schmitt & Oswald, 2006).”
Personality and Cognitive Ability as Predictors of Effective Performance at Work (2014, background): “…there remains some debate on the extent of faking on personality tests (Hogan et al. 2007), most researchers agree that personality measures can be faked and that some applicants do attempt to manage the impressions conveyed by their responses to personality measures (Birkeland et al. 2006).”
Applicant Faking, Social Desirability, and the Prediction of Counterproductive Work Behaviors (2011, background): “In addition, several authors have noted that individuals may attempt to tailor their responses to multidimensional personality inventories to fit the requirements of specific positions (eg, Birkeland, Manson, Kisamore, Brannick, & Smith, 2006 ; Mahar et al, 2006 ).”
ARE WE GETTING FOOLED AGAIN? COMING TO TERMS WITH LIMITATIONS IN THE USE OF PERSONALITY TESTS FOR PERSONNEL SELECTION (2007, result): “We base this recommendation on previous research showing important differences between applicants and nonapplicants on personality measures (e.g., Birkeland et al., 2006; Schmit & Ryan, 1993; Stark, Chernyshenko, Chan, Lee, & Drasgow, 2001).”
Artificial Intelligence in Human Resources Management: Challenges and a Path Forward (2019, background): “30 In the case of social media data, the nature of what employees post will no doubt change as soon as individuals recognize that employers are monitoring those entries: expect far more entries about self-improvement, achievements at work, and so forth.”
Emotional intelligence predicts academic performance: A meta-analysis. (2019, background): “, & Smith, M. A. (2006). A meta-analytic investigation of job applicant faking on personality measures.”