An Assessment of the Prevalence, Severity, and Verifiability of Entry-Level Applicant Faking Using the Randomized Response Technique

By John J. Donovan, Stephen A. Dwight, Gregory M. Hurtz. 2003

200 citations recorded by the source corpus.

Subfields: Artificial Intelligence, Epidemiology, Statistics and Probability

View Paper: https://www.semanticscholar.org/paper/940d9ca25782d0c9f4d498a139d04fb4a06b8bcb

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Citations in the corpus

Reconsidering Forced-Choice Item Formats for Applicant Personality Assessment (2005, background): “Given a general agreement that applicant distortion occurs (e.g., Donovan et al., 2003), we conclude that much more research is needed before the conclusion is embraced that applicant distortion does not affect criterion-related validity.”
Interviewers' perceptions of impression management in employment interviews (2014, background): “, 2002; Stevens and Kristof, 1995), the base rate of deceptive ingratiation, image protection, and slight and extensive image creation is lower compared to the previously reported results (e.g. Levashina and Campion, 2007; Donovan et al., 2003).”
Emotional Intelligence in Organizations (2014, background): “Further, evidence suggests that individuals may fake their responses on self-report questionnaires even if they know their actual levels of EI (Donovan et al. 2003).”
The use of personality measures in personnel selection: What does current research support? (2006, background): “There is an accumulation of evidence from different sources suggesting that applicants may respond more honestly when they believe their responses will be subject to verification (e.g., Becker & Colquitt, 1992; Donovan et al., 2003; Schmitt & Kunce, 2002).”
Applicant Faking, Social Desirability, and the Prediction of Counterproductive Work Behaviors (2011, result): “Twenty-four percent of participants displayed significantly elevated personality scores in the applicant condition, a finding that is relatively consistent with Donovan et al.’s (2003) findings in a study of self-reported faking behavior, and Griffith et al.’s (2007) study of faking in applicants to”
Emotional Intelligence, Cognitive Intelligence, and Job Performance (2006, background): “…abilities (Gabriel, Critelli, and Ee, 1994), (2) people tend to fake responses and report having higher abilities than they believe they have (Donovan, Dwight, and Hurtz, 2003), and (3) people cannot know with confidence whether their abilities are higher than their colleagues’ abilities…”