Barrick M R, Mount M K
Department of Management and Organizations, College of Business Administration, University of Iowa, Iowa City 52242, USA.
J Appl Psychol. 1996 Jun;81(3):261-72. doi: 10.1037/0021-9010.81.3.261.
This study tests whether 2 types of response distortion (self-deception and impression management) affect the predictive validity of 2 of the "Big 5" personality dimensions, conscientiousness and emotional stability, in 2 applicant samples of long-haul semitruck drivers (n = 147 and n = 139). As hypothesized, conscientiousness (p = -.26 and -.26) and emotional stability (p = -.23 and -.21) were valid predictors of voluntary turnover in the 2 samples. Also as hypothesized, conscientiousness was a valid predictor of supervisory ratings of performance (p = .41 and .39) in the 2 samples. Although not hypothesized, emotional stability was also significantly related to supervisor ratings of performance (p = .23 and .27). Results from structural equations modeling indicated that applicants did distort their scores on both personality dimensions and the distortion occurred both through self-deception and impression management; however, neither type of distortion attenuated the predictive validities of either personality construct.
本研究检验了两种反应偏差（自我欺骗和印象管理）是否会影响“大五”人格维度中的尽责性和情绪稳定性在两个长途半挂卡车司机申请人样本（n = 147和n = 139）中的预测效度。正如所假设的，尽责性（p = -0.26和-0.26）和情绪稳定性（p = -0.23和-0.21）是这两个样本中自愿离职的有效预测指标。同样如所假设的，尽责性是这两个样本中绩效主管评分的有效预测指标（p = 0.41和0.39）。虽然未作假设，但情绪稳定性也与绩效主管评分显著相关（p = 0.23和0.27）。结构方程模型的结果表明，申请人确实在这两个人格维度上扭曲了他们的分数，并且这种扭曲通过自我欺骗和印象管理两种方式发生；然而，这两种偏差类型均未削弱任何一种人格结构的预测效度。
