Retesting personality in employee selection: Implications of the context, sample, and setting

Document Type

Article

Source of Publication

Psychological Reports

Publication Date

4-1-2013

Abstract

The present study sought to assess when and how actual job applicants change their responses when filling out an unproctored personality selection assessment for a second time. It was predicted feedback would be a key contextual motivator associated with how much applicants change their answers during the second administration. Mediation results showed that individuals receiving feedback that showed a low score on the personality assessment was the reason they did not get the job were more likely to employ faking response strategies in the second testing session, predicting the highest change in scores between the first and second testing sessions. Individuals receiving no feedback and those not experimentally motivated to fake (i.e., a comparison group of students) showed less change in responses across administrations. © Psychological Reports 2013.

ISSN

0033-2941

Publisher

Ammons Scientific Ltd

Volume

112

Issue

2

First Page

486

Last Page

501

Disciplines

Social and Behavioral Sciences

Keywords

adaptive behavior, adult, article, deception, female, hospital personnel, human, job finding, male, motivation, personality test, personnel management, psychological aspect, psychometry, reproducibility, social environment, statistics, Adult, Deception, Feedback, Psychological, Female, Humans, Job Application, Male, Motivation, Personality Inventory, Personnel Selection, Personnel, Hospital, Psychometrics, Reproducibility of Results, Social Environment

Scopus ID

84878260347

Indexed in Scopus

yes

Open Access

no

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