Correcting Personality Tests for Faking: A Review of Popular Personality Tests and an Initial Survey of Researchers

By R. Goffin, Neil D. Christiansen. 2003

125 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/fb4afcbacf7b005bf85cf193c4eded37953248cd

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Reconsidering Forced-Choice Item Formats for Applicant Personality Assessment (2005, methodology): “For example, Goffin and Christiansen (2003) recently reviewed the strategies used to combat motivated distortion in 14 of the personality inventories most commonly used in applied settings.”
Applicant Faking, Social Desirability, and the Prediction of Counterproductive Work Behaviors (2011, background): “Given that SD scores are typically used as a proxy variable for faking behavior in both research (eg, Ones et al, 1996 ) and practice (eg, Goffin & Christiansen, 2003 ), this finding is cause for concern.”
IN SUPPORT OF PERSONALITY ASSESSMENT IN ORGANIZATIONAL SETTINGS (2007, methodology): “Traditionally , social desirability, lie, or impression management scales are used in the corrections (Goffin & Christiansen, 2003).”
The use of personality measures in personnel selection: What does current research support? (2006, background): “Thus, in spite of the fact that 69% of experienced personality test users favored the use of faking corrections in a recent survey (Goffin & Christiansen, 2003), this " remedy " has been contraindicated by considerable empirical research.”
Forced-Choice Personality Tests: A Measure of Personality and Cognitive Ability? (2006, background): “E-mail: nlv@gwu.edu evidence, many practitioners have expressed concern that the utility of personality scores used to make selection decisions is compromised by applicant faking (Goffin & Christiansen, 2003).”
Personality and Cognitive Ability as Predictors of Effective Performance at Work (2014, methodology): “Perhaps the oldest method of correcting for presumed distortion on personality scales is to include response-distortion or lie scales and use the scores on these scales to either correct scores on substantive scales or discard the responses of some respondents (Goffin & Christiansen 2003).”
The Balanced Inventory of Desirable Responding Short Form (BIDR-16) (2015, background): “As such, attempts to control desirable responding have been made in psychology (Crowne & Marlowe, 1964), management and personnel selection (Goffin & Christiansen, 2003; Thompson & Phua, 2005), marketing (Steenkamp, de Jong, & Baumgartner, 2010), and medicine (Herbert, Clemow, Pbert, Ockene, &…”
Personnel selection. (2008, methodology): “Although social desirability corrections are still the single most used response-distortion reduction technique [used by 56% of human resource (HR) managers, according to a survey by Goffin & Christiansen (2003)], research has shown that this strategy is ineffective.”