Using the BIDR to Distinguish the Effects of Impression Management and Self-Deception on the Criterion Validity of Personality Measures: A Meta-Analysis

By Andrew Li, J. Bagger. 2006

146 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/97ebd07f0e2685f936526481b6bb1481e253950f

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

1. T. Judge
2. Deniz S. Ones
3. D. L. Ferris
4. C. Viswesvaran
5. Stephan Dilchert
6. Christopher M. Berry
7. Douglas J. Brown
8. Reinout E. de Vries

In Social Psychology

1. D. L. Ferris
2. T. Judge
3. Christopher M. Berry
4. Nichelle C. Carpenter
5. Douglas J. Brown
6. Deniz S. Ones
7. C. Viswesvaran
8. Huiwen Lian

In Sociology and Political Science

1. Nichelle C. Carpenter
2. T. Judge
3. Christopher M. Berry
4. D. L. Ferris
5. Douglas J. Brown
6. Reinout E. de Vries
7. J. Pletzer
8. Margriet Bentvelzen

Citations in the corpus

• IN SUPPORT OF PERSONALITY ASSESSMENT IN ORGANIZATIONAL SETTINGS (2007, background): “Recently, there have been promising IRT-based developments in this area (McCloy, Heggestad, & Reeve, 2005; Stark, Chernyshenko, & Drasgow, 2005; Stark, Chernyshenko, Drasgow, & Williams, 2006) suggesting that normative scores could potentially be estimated from ipsative personality scales (Chernyshe”
• Antecedents of Impression Management Use and Effectiveness in a Structured Interview† (2007, background): “Second, there is a longstanding concern within the applied psychology literature regarding the use of self-reports of personality because they have been found to be susceptible to both self-deception and IM (i.e., social desirability; Li & Bagger, 2006).”
• The Balanced Inventory of Desirable Responding Short Form (BIDR-16) (2015, background): “Such relations are consistent with those reported by Li and Bagger (2006).”
• Social desirability bias in self-reported well-being measures: evidence from an online survey (2017, background): “Personality assessment could thus be helpful to determine how much of the variance in subjective well-being measures is accounted for by social desirability over and above the variance accounted for by personality (Costa & McCrae, 1984; DeNeve & Cooper, 1998; Li & Bagger, 2006).”
• A meta-analysis of the relations between personality and workplace deviance: Big Five versus HEXACO (2019, background): “…that are susceptible to socially desirable responding (i.e., Conscientiousness, Agreeableness, Neuroticism; Berry, Page, & Sackett, 2007; Li & Bagger, 2006) will show dissimilar relations with self-and other-ratings of workplace deviance because self-ratings of those personality domains will…”
• Do other-reports of counterproductive work behavior provide an incremental contribution over self-reports? A meta-analytic comparison. (2012, background): “For instance, among the Big Five personality variables, Impression Management scale scores are most strongly related to Conscientiousness, Agreeableness , and Emotional Stability and less so to Extraversion and Openness (Berry, Page, & Sackett, 2007; Li & Bagger, 2006; Paulhus & Johns, 1998).”
• The development and validation of the Workplace Ostracism Scale. (2008, methodology): “This scale has been used extensively in organizational research (see Li & Bagger, 2006); it assesses construct validity and reliability (Paulhus, 1991).”