Abstract
Faking behavior is one of the main problems of personality measures. For this reason, determining the potential effects of faking on personality assessment procedures is relevant. The aim of this study has been to examine the impact of faking, induced in a laboratory setting, on the predictive validity of a quasi-ipsative forced-choice (FC) inventory based on the five-factor model. It also examined whether the magnitude of the predictive validity varied depending on the type of criteria analyzed (self-reported performance ratings and grade point average). The participants were 939 students from the University of Santiago de Compostela. As expected, the results showed that: (1) conscientiousness is the best predictor of performance even under faking response conditions; (2) conscientiousness predicts performance better when it is assessed using rating scales; and (3) reliability and validity were attenuated under faking conditions. Finally, we discuss the implications of these findings for the research and practice of personnel selection.
Highlights
The concept of organizational sustainability is currently a focus of interest because management processes and organizational domains have a considerable impact on the social environment and on workers
This study aims to examine the predictive validity of a quasi-ipsative FC inventory for predicting academic performance assessed through self-report performance ratings and academic grade point average under honest and faking response conditions
The results show that personality measures assessed with a quasi-ipsative
Summary
The concept of organizational sustainability is currently a focus of interest because management processes and organizational domains have a considerable impact on the social environment and on workers In this sense, organizational sustainability is a broad construct that incorporates environmental, social, and ethical dimensions [1,2] and, it refers to how organizational and human management practices affect employee health and sustainable performance [3,4,5]. Organizational sustainability is a broad construct that incorporates environmental, social, and ethical dimensions [1,2] and, it refers to how organizational and human management practices affect employee health and sustainable performance [3,4,5] With this in mind, a fundamental requirement for the sustainability of organizations is the accuracy of the selection and assessment processes, in order to hire employees with the knowledge, skills, abilities, personality, and other relevant competencies for doing the job. Most of this research has been carried out using traditional single-stimulus (SS) personality measures, which are more susceptible to the potential adverse effects of faking (response distortion) [23,24,25,26]
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