Effects of Faking on the Predictive Validity of a Quasi-Ipsative Forced-Choice Personality Inventory: Implications for Sustainable Personnel Selection

Alexandra Martínez, Silvia Moscoso and Mario Lado
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Alexandra Martínez: Faculty of Labor Relations, Campus Vida, University of Santiago de Compostela, 15782 Santiago de Compostela, Spain
Silvia Moscoso: Faculty of Labor Relations, Campus Vida, University of Santiago de Compostela, 15782 Santiago de Compostela, Spain
Mario Lado: Faculty of Labor Relations, Campus Vida, University of Santiago de Compostela, 15782 Santiago de Compostela, Spain

Sustainability, 2021, vol. 13, issue 8, 1-21

Abstract: Faking behavior is one of the main problems of personality measures. For this reason, determining the potential effects of faking on personality assessment procedures is relevant. The aim of this study has been to examine the impact of faking, induced in a laboratory setting, on the predictive validity of a quasi-ipsative forced-choice (FC) inventory based on the five-factor model. It also examined whether the magnitude of the predictive validity varied depending on the type of criteria analyzed (self-reported performance ratings and grade point average). The participants were 939 students from the University of Santiago de Compostela. As expected, the results showed that: (1) conscientiousness is the best predictor of performance even under faking response conditions; (2) conscientiousness predicts performance better when it is assessed using rating scales; and (3) reliability and validity were attenuated under faking conditions. Finally, we discuss the implications of these findings for the research and practice of personnel selection.

Keywords: quasi-ipsative forced-choice inventories; faking; five-factor model; predictive validity; academic performance; grade point average; performance ratings; organizational sustainability (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2021
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