0000000000309353

AUTHOR

Laura Honkaniemi

showing 4 related works from this author

Personality Types and Applicant Reactions in Real-life Selection

2013

The study aimed to determine if an applicant's personality type is associated with his/her reactions (fairness perceptions, face validity perceptions, and predictive validity perceptions) to the selection process. The participants (N = 258) were real-life applicants for admission to a vocational school. A person-centered approach was applied to find subgroups with similar personality profiles. Latent profile analysis found four personality types: Resilient (45%), Overcontrolled (13%), Undercontrolled (10%), and Bohemian (32%). The Resilient and Bohemian personality types had more favorable perceptions of test fairness than the Overcontrolled type. Personality type did not affect face validi…

Predictive validityStrategy and Managementmedia_common.quotation_subjectAffect (psychology)General Business Management and AccountingTest (assessment)Personality typeManagement of Technology and InnovationSelection (linguistics)PersonalityPersonality Assessment InventoryPsychologySocial psychologyGeneral PsychologyApplied PsychologyClinical psychologymedia_commonFace validityInternational Journal of Selection and Assessment
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Egoistic and moralistic bias in real-life inventory responses

2008

Response-faking tendencies can be divided into moralistic and egoistic bias according to the contents of the issue faked (Paulhus & John, 1998). Our hypothesis was that in a work-related selection context faking would occur on the egoistic sub-scales, as these are related to competence and talent, which are issues relevant in selection. To minimize the amount of conscious faking, half of 466 real-life applicants were warned about the presence of a socially desirable responding sub-scale in the Personality Research Form (PRF). Half of the respondents (control group) received standard instructions. Of all the PRF sub-scales, only the ones measuring either egoistic or moralistic traits were st…

Psychometricsmedia_common.quotation_subjectPersonalityIn real lifePersonality researchPsychologyCompetence (human resources)Social psychologyGeneral PsychologySocial desirabilitymedia_commonPersonality and Individual Differences
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Applicant reactions and faking in real-life personnel selection

2011

Honkaniemi, L., Tolvanen, A. & Feldt, T. (2011). Applicant reactions and faking in real-life personnel selection. Scandinavian Journal of Psychology 52, 376–381. Faking may affect hiring decisions in personnel selection. All the antecedents of faking are still not known. The present study investigates the association between applicants’ reactions about the selection procedure and their tendency to fake. The subjects (N = 180) were real-life applicants for a fire and rescue personnel school. After completing the selection process, the applicants filled out a questionnaire about their test reactions (Chan, Schmitt, Sacco & DeSohon, 1998b) and a faking scale, the Balanced Inventory of Desirabl…

Arts and Humanities (miscellaneous)Impression managementDevelopmental and Educational PsychologyPersonnel selectionIn real lifeGeneral MedicinePsychologyAffect (psychology)Social psychologyGeneral PsychologySelection (genetic algorithm)Structural equation modelingTest (assessment)Scandinavian Journal of Psychology
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Applicants in a real-life selection context : their personality types, reactions to the process, and faking

2012

selection testsstudentsopiskelijavalinnathenkilöarviointipersoonallisuuden piirteetpersonality typepersoonallisuustyönhakijatfakingpersonality traitsapplicant reactionsperson-centred approachtyöelämäjob applicant screening
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