Levashina Julia, Campion Michael A
School of Business, Indiana University Kokomo, Kokomo, IN 46904-9003, USA.
J Appl Psychol. 2007 Nov;92(6):1638-56. doi: 10.1037/0021-9010.92.6.1638.
An Interview Faking Behavior (IFB) scale is developed and validated in 6 studies (N = 1,346). In Study 1, a taxonomy of faking behavior is delineated. The factor structure of a measure is evaluated and refined (Studies 2 and 3). The convergent and discriminant validity of the measure is examined (Study 4). The IFB scale consists of 4 factors (Slight Image Creation, Extensive Image Creation, Image Protection, and Ingratiation) and 11 subfactors (Embellishing, Tailoring, Fit Enhancing, Constructing, Inventing, Borrowing, Masking, Distancing, Omitting, Conforming, and Interviewer Enhancing). A study of actual interviews shows that scores on the IFB scale are related to getting a 2nd interview or a job offer (Study 5). In Study 6, an experiment is conducted to test the usefulness of the new measure for studying methods of reducing faking using structured interviews. It is found that past behavior questions are more resistant to faking than situational questions, and follow-up questioning increases faking. Finally, over 90% of undergraduate job candidates fake during employment interviews; however, fewer candidates engage in faking that is semantically closer to lying, ranging from 28% to 75%.
一种面试造假行为（IFB）量表在6项研究（N = 1346）中得以开发和验证。在研究1中，划定了造假行为的分类法。对一项测量的因子结构进行了评估和完善（研究2和3）。检验了该测量的聚合效度和区分效度（研究4）。IFB量表由4个因子（轻微形象塑造、广泛形象塑造、形象保护和逢迎）和11个子因子（润色、剪裁、贴合度提升、编造、虚构、借用、掩饰、疏离、省略、迎合和面试官提升）组成。一项关于实际面试的研究表明，IFB量表得分与获得第二轮面试或工作录用有关（研究5）。在研究6中，进行了一项实验，以测试这种新测量方法在研究使用结构化面试减少造假方法方面的有用性。研究发现，过往行为问题比情景问题更能抵御造假，而后续提问会增加造假行为。最后，超过90%的本科求职者在求职面试中造假；然而，进行语义上更接近说谎的造假行为的求职者较少，比例在28%至75%之间。
