Journal
ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES
Volume 116, Issue 1, Pages 148-162Publisher
ACADEMIC PRESS INC ELSEVIER SCIENCE
DOI: 10.1016/j.obhdp.2011.05.006
Keywords
Socially desirable responding; Response distortion; Impression management; Self-deception; Test faking; Test validity; Personality measurement; Suppression effect; Overclaiming
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Researchers have recently asserted that popular measures of response distortion (i.e., socially desirable responding scales) lack construct validity (i.e.. measure traits rather than test faking) and that applicant faking on personality tests remains a serious concern (Griffith & Peterson, 2008; Holden, 2008). Thus, although researchers and human resource (HR) selection specialists have been attempting to find measures which readily capture individual differences in faking that increase personality test validity, to date such attempts have rarely, if ever succeeded. The current study, however, finds that the overclaiming technique captures individual differences in faking and subsequently increases personality test score validity via suppressing unwanted error variance in personality test scores. Implications of this research on the overclaiming technique for improving HR selection decisions are illustrated and discussed. (C) 2011 Elsevier Inc. All rights reserved.
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