Buehl Anne-Kathrin, Melchers Klaus G
Institut für Psychologie und Pädagogik, Universität UlmUlm, Germany.
Front Psychol. 2017 May 10;8:686. doi: 10.3389/fpsyg.2017.00686. eCollection 2017.
There is widespread fear that applicants can fake during selection interviews and that this impairs the quality of selection decisions. Several theories assume that faking occurrence is influenced by personality and attitudes, which together influence applicants' motivation to show faking behavior. However, for faking behavior to be effective, interviewees also need certain skills and abilities. To investigate the impact of several relevant individual difference variables on faking behavior and interview success, we conducted two studies. In Study 1, we surveyed 222 individuals to assess different personality variables, attitude toward faking, cognitive ability, self-reported faking behavior, and success in previous interviews, and in Study 2, we assessed cognitive ability, social skills, faking behavior, and interview performance in an interview simulation with 108 participants. Taken together, personality, as well as attitude toward faking, influenced who showed faking behavior in an interview, but there was no evidence for the assumed moderating effect of cognitive ability or social skills on interview success.
人们普遍担心求职者在选拔面试中会伪装，而这会损害选拔决策的质量。几种理论认为，伪装行为的发生受个性和态度的影响，个性和态度共同影响求职者表现出伪装行为的动机。然而，为了使伪装行为有效，受访者还需要具备一定的技能和能力。为了研究几个相关个体差异变量对伪装行为和面试成功的影响，我们进行了两项研究。在研究1中，我们调查了222个人，以评估不同的个性变量、对伪装的态度、认知能力、自我报告的伪装行为以及之前面试中的成功情况；在研究2中，我们在一个有108名参与者的面试模拟中评估了认知能力、社交技能、伪装行为和面试表现。总体而言，个性以及对伪装的态度影响了谁在面试中表现出伪装行为，但没有证据表明认知能力或社交技能对面试成功有假定的调节作用。
