McFarland L A, Ryan A M
Department of Psychology, Michigan State University, USA.
J Appl Psychol. 2000 Oct;85(5):812-21. doi: 10.1037/0021-9010.85.5.812.
There are discrepant findings in the literature regarding the effects of applicant faking on the validity of noncognitive measures. One explanation for these mixed results may be the failure of some studies to consider individual differences in faking. This study demonstrates that there is considerable variance across individuals in the extent of faking 3 types of noncognitive measures (i.e., personality test, biodata inventory, and integrity test). Participants completed measures honestly and with instructions to fake. Results indicated some measures were more difficult to fake than others. The authors found that integrity, conscientiousness, and neuroticism were related to faking. In addition, individuals faked fairly consistently across the measures. Implications of these results and a model of faking that includes factors that may influence faking behavior are provided.
关于求职者伪装对非认知测评效度的影响，文献中有不一致的研究结果。这些混合结果的一种解释可能是一些研究未能考虑到伪装方面的个体差异。本研究表明，在伪装三种非认知测评（即人格测试、履历表和诚信测试）的程度上，个体之间存在相当大的差异。参与者在诚实作答的同时也按照指示进行伪装。结果表明，有些测评比其他测评更难伪装。作者发现，诚信、尽责性和神经质与伪装有关。此外，个体在各项测评中的伪装表现相当一致。本文给出了这些结果的意义以及一个包含可能影响伪装行为因素的伪装模型。
