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Job desire and response distortion in personality assessments
Michaella Delphine Roess,Maree Roche +1 more
- Vol. 8, Iss: 2, pp 1-15
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Abstract:
Purpose: The purpose of this study was to assess whether individuals engage in response distortion when applying for which they are highly motivated by job desire. Design/Method/Approach: Participants completed questionnaires regarding scenarios of different jobs to assess the level of job desire and personality dimensions. Personality dimensions were assessed using the 50 item IPIP to determine a representation of the Big Five factor framework commonly relied upon by HR managers. The data was analysed by the use of ttests to determine statistical significance. Findings: Response distortion was found to be significantly higher for all personality variables in the high job desire than in the low job desire. Implications: The results indicate that merely applying for a job can not be assumed to mean that every applicant has the same level of motivation, job desire, and that consequently, the responses to the personality dimensions may be distorted.read more
Citations
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Role of social desirability in personality testing for personnel selection: The red herring
TL;DR: In this article, the authors meta-analyzed the social desirability literature, examining whether social desire functions as a predictor for a variety of criteria, as a suppressor, or as a mediator.
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Revised NEO Personality Inventory（NEO-PI-R）を用いたてんかん患者におけるパーソナリティ傾向に関する検討
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Valence, Instrumentality, Expectancy, and Ability as Determinants of Faking, and the Effects of Faking on Criterion-Related Validity
TL;DR: This paper investigated individual differences in faking in simulated high-stakes personality assessments through the lens of expectancy (VIE) theory, using a novel experimental paradigm, and found that perceived job desirability (valence) was the strongest determinant of individual differences, along with perceived instrumentality and expectancy.
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Intentional response distortion during the COVID‐19 pandemic
TL;DR: In this paper , the authors proposed that the uncertainty surrounding jobs may lead to amplified distorted responses on these measures in areas where COVID-19 was most salient, and found that responses distorted on a measure of conscientiousness were more pronounced as a function of local COVID positivity rates and job type, such that frontline workers distorted their responses the most.
References
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Book
Discovering Statistics Using SPSS
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TL;DR: In this article, the authors investigated the relation of the Big Five personality dimensions (extraversion, emotional stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled).
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The development of markers for the big-five factor structure
TL;DR: In this paper, a set of 100 unipolar terms for personality traits was developed and compared with previously developed ones based on far larger sets of trait adjectives, as well as with the scales from the NEO and Hogan personality inventories.