6533b857fe1ef96bd12b426e

RESEARCH PRODUCT

Applicant reactions and faking in real-life personnel selection

Taru FeldtAsko TolvanenLaura Honkaniemi

subject

Arts and Humanities (miscellaneous)Impression managementDevelopmental and Educational PsychologyPersonnel selectionIn real lifeGeneral MedicinePsychologyAffect (psychology)Social psychologyGeneral PsychologySelection (genetic algorithm)Structural equation modelingTest (assessment)

description

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 Desirable Responding (Paulhus, 1991). The results based on Structural Equation Modelling (SEM) indicated that the more positive reactions applicant had about the selection procedure the more impression management they had. The applicant reactions were not associated with self-deception.

yearjournalcountryeditionlanguage
2011-07-14Scandinavian Journal of Psychology
https://doi.org/10.1111/j.1467-9450.2011.00892.x