Selection system designers seek to create processes that do not negatively impact the
attraction of applicants. While there is considerable research on applicant reactions to …

We assessed the combined effects of cognitive ability, opportunity to fake, and trait job-
relevance on faking self-report emotional intelligence and personality tests by having 150 …

Concerns about socially desirable responding on self-report personality tests are
heightened in employment settings where motivation to fake is elevated. Building on prior …

The unitarian understanding of construct validity holds that deliberate response distortion in
completing self-report personality tests (ie, faking) threatens trait-based inferences drawn …

Personality has emerged as a key factor when trying to understand why people think, feel,
and behave the way they do at work. Research has linked personality to many important …

We investigated the effects of empirical keying on scoring personality measures. To our
knowledge, this is the first published study to investigate the use of empirical keying for …

This study examined trait emotional intelligence (EI) in relation to the ability to fake on
personality tests. Undergraduate students (N= 129) were first instructed to fill out a …

The use of personality measures has expanded at a rapid pace since their re-emergence as
accepted predictors of job performance in the 1990s, and this expansion is likely to increase …

This study examined resistance of item parameters of a personality questionnaire to faking.
We proposed seven construct-irrelevant item attributes (CIIAs), each composing of two …

Candidate results from multiple employee selection procedures are most often combined
clinically using hiring managers' judgment, but evidence suggests this approach attenuates …