Opening the Black Box of the Response Process to Personality Faking: An Application of Item Response Tree Models

The item response tree (IR-tree) model is increasingly used in the field of personality assessments. The IR-tree model allows researchers to examine the cognitive decision-making process using a tree structure and evaluate conceptual ideas in accounting for individual differences in the response process. Recent research has shown the feasibility of applying IR-tree models to personality data; however, these studies have been exclusively focused on an honest or incumbent sample rather than a motivated sample in a high-stakes situation. The goal of our research is to elucidate the internal mechanism behind how respondents in different testing situations (i.e., honest and motivated test conditions) experience decision-making processes through the three-process IR-tree model (Bockenholt, 2012). Our findings generally corroborate the response mechanism of the direction-extremity-midpoint sequence in both honest and motivated test settings. Additionally, samples in motivated test settings generally exhibit stronger directional and extreme response preferences but weaker preferences of midpoint selection than samples in unmotivated test settings. Furthermore, for actual job applicants, social desirability had a substantial effect on all directional, extreme, and midpoint response preferences. Our findings will aid researchers and practitioners in developing a nuanced understanding of the decision-making process of test-takers in motivated test environments. Furthermore, this research will help researchers and practitioners develop more fake-resistant personality assessments.

Automated summary

The study examines decision-making processes of test-takers in different testing situations using the IR-tree model. The findings suggest that the direction-extremity-midpoint sequence is generally observed in both honest and motivated test settings. Additionally, respondents in motivated test settings show stronger directional and extreme response preferences but weaker midpoint preferences. Social desirability also has a significant impact on response preferences for job applicants.