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职业选拔情景中被试作假的实验研究 被引量：2

An Experimental Study of Faking of Candidates in Occupational Selection Situations
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摘要 采用模拟实验研究,探讨职业选拔情境下被试对人格测验作假的性质。被试为两组对刑警职业熟悉程度不同的大学生,共276人。研究结果显示,60-80%的个体都会作假,大部分人属于轻度作假;作假程度要比西方的大一些,人格分数平均升高0.6个标准差以上。这将大大影响人格测验的有效性。 Through a simulated experimental study in occupational election situation for policeman, the faking in the personality tests was explored. The result shows that the rate of faking is 60-80% and most people belong to slightly faking. Test score is averagely increased by 0.6 standard deviations, which is higher than that in Western countries. Serious faking will lead to invalid recruitment decisions.
作者 骆方 郝若平 刘红云
机构地区 北京师范大学心理学院 太原师范学院
出处 《晋阳学刊》 CSSCI 2010年第2期74-77,共4页 Academic Journal of Jinyang
关键词 作假 职业选拔 人格测验 faking occupational selection personality tests
分类号 C912.1 [经济管理]
  • 相关文献

参考文献10

  • 1Rosse, J.G., Stecher, M.D., Miller, J. L., & Levin, R.A. (1998). The impact of response distortion on preemployment personality testing and hiring decisions. Journal of Applied Psychology, 83, 634 - 644.
  • 2Hough, L.M., Eaton, N.K., Dunnette, M.D., Kamp J.D., & McCloy, R.A. (1990). Byond the mean bias: The effect of warning against faking on biodata item variances. Journal of Applied Psychology, 75(5), 581-595.
  • 3Donovan, J. J., Dwight S.A., & Hurtz G.M. (2003). An Assessment of the Prevalence, Severity, and Verifiability of Entry-Level Applicant Faking Using the Randomized Response Technique. Human Performance, 16 (1), 81 - 106.
  • 4Viswesvaran, C., & Ones. D.S. (1999). Meta-analysis of faking estimates: Implications for personality measurement. Educational and Psychological Measurement, 59, 197 - 210.
  • 5Mueller-Hanson. R., Heggestad, E.D., & Thornton G. C. (2003). Faking and Selection; Considering the Use of Personality From Select-In and Select-Out Perspectives. Journal of Applied Psychology, 88(2), 348-368.
  • 6Ones, D.S., Viswesvaran. C., & Reiss, A. (1996). Role of social desirability in personality testing for personnel selection: The red herring. Journal of Applied Psychology, 81,660- 679.
  • 7Barrick. M. R., & Mount, M. K. (1996). Effects of Impression Management and Self-Deception on the Predictive Validity of Personality Constructs. Journal of Applied Psychology, 81(3). 261-272.
  • 8Alliger, G.M., & Dwight, S.A. (2000). A Meta-Analytic Investigation of the Susceptibility of Integrity Tests to Faking and Coaching. Educational & Psychological Measurement, 60(1), 59-73.
  • 9Douglas. E.F., McDaniel, M.A., & Snell, A.F. (1996). The validity of non-cognitive measures decays when applicants fake. Academy of Management Proceedings 127-132.
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同被引文献24

  • 1徐守森,车宏生,祖彬,林绚晖.北京奥运志愿者的胜任特征模型——情境判断测验的应用[J].首都体育学院学报,2008,20(6):35-38. 被引量：8
  • 2刘永芳.心理学:人力资源管理和开发的一条独特途径[J].心理科学,2005,28(3):735-737. 被引量：17
  • 3Marcus B. "Faking" from the applicant's perspective: a theory of self-presentation in personnel selection settings [J]. International Journal of Selection and Assessment, 2009,17(4) : 417.
  • 4Donovan J J, Dwight S A, Schneider D. The impact of applicant faking on selection measures, hiring decisions, and employee performance[J]. Journal of Business and Psychology, 2014,29(3) : 479.
  • 5K6nig C J, Wong J, Cen G. How much do Chinese applicants fake? [J]. International Journal of Selection and Assessment, 2012,20(2). 247.
  • 6McDaniel M A, Morgeson F P, Finnegan E B, et al. Use of situational judgment tests to predict job performance: a clarification of the literature [J]. Journal of Applied Psychology, 2001,86 (4) : 730.
  • 7Birkeland S A, Manson T M, Kisamore J L, et al. A meta-analytic investigation of job applicant faking on personality measures [ J ]. International Journal of Selection and Assessment, 2006,14: 317.
  • 8Snell A F, Sydell E J, Lueke S 13. Towards a theory of applicant faking.- Integrating studies of deception [J]. Human Resource Management Review, 1999,9(2) : 219.
  • 9Komar J A. The faking dilemma., examining competing motivations in the decision to fake personality tests for personnel selection ( Doctoral Dissertation) [ EB/OL ] [ 2015-01-17 ]. https: // uwspace, uwarerloo, ca/ bitstream/handle/10012/7697/komar, jennifer, pdf? / sequence : I, 2013-8-9.
  • 10Klehe U C, Kleinmann M, Hartstein T, et al. Responding to personality tests in a selection context: the role of the ability to identify criteria and the ideal- employee factor[J]. Human Performance, 2012, 25 (4) : 73.

引证文献2

二级引证文献3

晋阳学刊
2010年 第2期

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