Finnish Institute of Occupational Health (FIOH), Helsinki, Finland.
Scand J Psychol. 2011 Aug;52(4):376-81. doi: 10.1111/j.1467-9450.2011.00892.x.
Faking may affect hiring decisions in personnel selection. All the antecedents of faking are still not known. The present study investigates the association between applicants' reactions about the selection procedure and their tendency to fake. The subjects (N = 180) were real-life applicants for a fire and rescue personnel school. After completing the selection process, the applicants filled out a questionnaire about their test reactions (Chan, Schmitt, Sacco & DeSohon, 1998b) and a faking scale, the Balanced Inventory of Desirable Responding (Paulhus, 1991). The results based on Structural Equation Modelling (SEM) indicated that the more positive reactions applicant had about the selection procedure the more impression management they had. The applicant reactions were not associated with self-deception.
造假可能会影响人员选拔中的招聘决策。目前还不完全了解所有造假的前因。本研究调查了申请人对选拔程序的反应与他们造假倾向之间的关系。研究对象（N=180）是消防和救援人员学校的真实申请人。完成选拔过程后，申请人填写了一份关于他们测试反应的问卷（Chan、Schmitt、Sacco 和 DeSohon，1998b）和一份造假量表，即平衡的理想反应量表（Paulhus，1991）。基于结构方程建模（SEM）的结果表明，申请人对选拔程序的反应越积极，他们的印象管理就越积极。申请人的反应与自我欺骗无关。
