Document Type

Thesis - Open Access

Award Date

2018

Degree Name

Master of Science (MS)

Department

Counseling and Human Development

First Advisor

Philseok Lee

Keywords

faking behavior, individual differences, personnel selection, validity

Abstract

Despite the widespread use of personality tests over the past decades for personnel selection, personality tests are known to be fakable by applicants. Professionals often design interventions during the selection process to reduce applicant faking. The current research examined the impact of individual differences faking behavior that are known to be associated with faking behavior in applicants. They included integrity, selfcontrol, self-monitoring, narcissism, impulsivity and external locus of control. This research tested hypotheses that applicants would fake differently on the various individual difference variables and whether the relationship between faking behavior and individual differences would be consistent across sex and job groups. Unfortunately, the results yielded no significance on most of the hypotheses. Taken together, organizations may still benefit from gaining deeper knowledge and understanding on how various individual differences impact faking behavior when considering sex and job groups to put forth appropriate interventions that will effectively reduce faking behavior in personnel selection.

Description

Includes bibliographical references

Format

application/pdf

Number of Pages

57

Publisher

South Dakota State University

Rights

In Copyright - Educational Use Permitted
http://rightsstatements.org/vocab/InC-EDU/1.0/

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