Development, Validation, and Faking-Resistance of an Implicit Measure of Psychopathy in the Workplace

Abstract

ABSTRACT Researchers have called for faking-resistant measures of psychopathic personality that can be self-administered in high-stakes contexts (e.g. hiring). We developed and validated an implicit measure of psychopathy contextualized in workplace situations. We first detail how the measure is framed, conceptualized, and rooted in psychopathy literature. We then describe the item development process, and Study 1 involves expert review and refining the item list. In Study 2 (N = 396), we examine internal consistency and factor structure for a 22-item version of the measure. In Study 3 (N = 251), we demonstrate test-retest reliability, construct-related validity, and provide initial evidence for criterion-related validity through a two-wave study. Study 4 analyzes the measure using item response theory, based on a sample of 6,746 job seekers, demonstrating effectiveness for measuring high levels of psychopathy. In Study 5 (N = 219) we provide evidence of faking-resistance and criterion-related validity with behavioral (two weeks later) and self-report (one year later) outcomes. Finally, Study 6 provides promising evidence of incremental validity using an organizational sample (N = 615). Overall, scores on this new implicit measure are reliable, with acceptable construct-related, criterion-related, and incremental validity, while also being faking-resistant. Implications for use in workplace settings are discussed.