Relationships between faking, validity, and decision criteria in personnel selection.

摘要: There has been some debate in recent years as to whether faking on personality tests, while apparently not affecting criterion-related validity, still a detrimental effect the accuracy of hiring decisions. The present paper is set out contribute clarification this issue conceptually and empirically. In conceptual part, statistical parameters test scores obtained selection settings that may affect validity decisions are disentangled. A data job incumbents who took an integrity research setting then used demonstrate effects simulated with systematically manipulated distributional properties. Results show that, more sensitive manipulations than changes both depend upon same parameters, most importantly variance faking. Unlike overlap between based faked non-faked scores, these was regardless ratio. discussed light findings tests real-world applicant settings.