The Magnitude and Extent of Cheating and Response Distortion Effects on Unproctored Internet-Based Tests of Cognitive Ability and Personality

By Winfred Arthur Jr., R. Glaze, Anton J. Villado, Jason E. Taylor. 2010

102 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Safety Research

View Paper: https://www.semanticscholar.org/paper/ce1ac7c2e2714e363eae5944d7cb72b79ceb8174

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. Nicolas Roulin
2. Mitchell H. Peterson
3. Matthew S. O’Connell
4. Adrian Bangerter
5. Phillip M. Mangos
6. J. Levashina
7. Joshua A. Isaacson
8. Richard L. Griffith

In Organizational Behavior and Human Resource Management

1. Nicolas Roulin
2. Mitchell H. Peterson
3. Matthew S. O’Connell
4. Adrian Bangerter
5. Phillip M. Mangos
6. J. Levashina
7. Joshua A. Isaacson
8. Richard L. Griffith

In Safety Research

1. Nicolas Roulin
2. Adrian Bangerter
3. J. Levashina
4. Richard L. Griffith

Citations in the corpus

• Applicant Faking, Social Desirability, and the Prediction of Counterproductive Work Behaviors (2011, methodology): “Several within-subjects studies have recently appeared in the faking literature; however, they have not resulted in an unequivocal answer to the question of whether faking is a common occurrence in real selection settings (Arthur et al., 2010, Ellingson et al., 2007; Griffith et al., 2007; Hogan et ”
• Interviewers' perceptions of impression management in employment interviews (2014, background): “Indeed, applicants’ deception is an important concern of organizations (Arthur et al., 2010; Stewart et al., 2010) and interviewers want to know the truth about applicants’ qualities (Vrij et al., 2010).”