 Overclaiming as a measure of fakingMark N. Bing, Don Kluemper, H. Kristl Davison, Shannon Taylor and Milorad Novicevic Organizational Behavior and Human Decision Processes, 2011, vol. 116, issue 1, 148-162 Abstract: Researchers have recently asserted that popular measures of response distortion (i.e., socially desirable responding scales) lack construct validity (i.e., measure traits rather than test faking) and that applicant faking on personality tests remains a serious concern ([Griffith and Peterson, 2008] and [Holden, 2008]). Thus, although researchers and human resource (HR) selection specialists have been attempting to find measures which readily capture individual differences in faking that increase personality test validity, to date such attempts have rarely, if ever succeeded. The current study, however, finds that the overclaiming technique captures individual differences in faking and subsequently increases personality test score validity via suppressing unwanted error variance in personality test scores. Implications of this research on the overclaiming technique for improving HR selection decisions are illustrated and discussed. Keywords: Socially; desirable; responding; Response; distortion; Impression; management; Self-deception; Test; faking; Test; validity; Personality; measurement; Suppression; effect; Overclaiming (search for similar items in EconPapers) Downloads: (external link) Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:eee:jobhdp:v:116:y:2011:i:1:p:148-162 Access Statistics for this article Organizational Behavior and Human Decision Processes is currently edited by John M. Schaubroeck More articles in Organizational Behavior and Human Decision Processes from Elsevier |
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