This study explores the faking-good of personality questionnaire results in occupational settings. It identifies three specific lines of research into faking-good: 1. whether it is possible for candidates to fake-good personality questionnaire results, 2. whether faking-good adversely affects the criterion validity of personality questionnaire results, and 3. whether candidates actually engage in faking-good behaviour. Notes, in relation to this third line of enquiry, the lack of information about the views of candidates and potential users of personality questionnaires towards the faking-good of personality questionnaire results. The study proceeds to explore the views of 190 people employed in personnel departments in the North-West of England towards various issues associated with the faking-good of personality questionnaire results. These issues include: 1. the ease with which personality questionnaire results can be faked, 2. the ease with which faking-good can be detected, 3. the extent to which candidates actually fake-good, and 4. the ethics of faking-good responding. The implications of the study focus on matters such as the face validity of personality questionnaires, the training of test users and the future development of non-transparent fake-good scales.
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