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Free eBook A Closer Examination of Applicant Faking Behavior (Research in Organizational Analysis) download

by Mitchell H. Peterson,Richard L. Griffith

Free eBook A Closer Examination of Applicant Faking Behavior (Research in Organizational Analysis) download ISBN: 159311513X
Author: Mitchell H. Peterson,Richard L. Griffith
Publisher: Information Age Publishing (May 1, 2006)
Language: English
Pages: 392
Category: Work and perfomance
Subcategory: Job Hunting and Careers
Size MP3: 1361 mb
Size FLAC: 1727 mb
Rating: 4.7
Format: docx mobi mbr doc


Richard L. Griffith, Mitchell H. Peterson.

The present volume is a much needed, timely corrective to this attitude. In a wide range of chapters representing different philosophical and empirical approaches, the assembled authors demonstrate the courage to tackle this important and difficult topic headon, as it deserves to be. The writers of these chapters identify two critical concerns with faking. Richard L.

A Closer Examination of Applicant Faking Behavior.

Richard L. In a wide range of chapters representing different philosophical and empirical approaches, the assembled authors demonstrate the courage to tackle this important and difficult topic head-on, as it deserves to be.

Applicant Faking Behavior: Teasing Apart the Influence of Situational Variance, Cognitive Biases, and Individual . Faking and Job Performance: A Multi-Faceted Issue, Mitchell H. Peterson and Richard L. Griffith.

Applicant Faking Behavior: Teasing Apart the Influence of Situational Variance, Cognitive Biases, and Individual Differences, Richard L. Griffith, Tina Malm, Andrew English, Yukiko Yoshita, Abhishek Gujar. Understanding Responses to Personality Selection Measures: A Conditional Model of the Applicant Reasoning Process, Andrea F. Snell and Chris D. Fluckinger. Forcing Choices in Personality Measurement: Benefits and Limitations, Patrick D. Converse, Frederick L. Oswald, Anna Imus, Cynthia Hedricks, Radha Roy, Hilary Butera, and Tanya Kiefer.

Published May 3, 2006 by Information Age Publishing. There's no description for this book yet. Structural interdependence, personality, and organizational citizenship behavior.

By: Peterson, Mitchell . Griffith, Richard . The faking of personality tests in a selection context has been perceived as somewhat of a nuisance variable, and largely ignored, or glossed over by the academic literature. Griffith, Richard L. Publisher: Information Age Publishing. Print ISBN: 9781593115135, 159311513X. The present volume is a much needed, timely corrective to this attitude.

Books related to A Closer Examination of Applicant Faking Behavior. Handbook of Organizational Performance.

Converse, Patrick D. and Peterson, Mitchell H. and Griffith, Richard L. .Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews. By Helga Peeters and Filip Lievens. and Griffith, Richard . Faking on Personality Measures: Implications for Selection Involving Multiple Predictors. International Journal of Selection and Assessment, Vol. 17, Issue 1, pp. 47-60, March 2009. Patrick D. Converse (Contact Author). A Meta-Analytic Investigation of Job Applicant Faking on Personality Measures.

Mitchell H. Do applicants fake? An examination of the frequency of applicant faking behavior. However, personality measures rarely serve as the sole basis for hiring decisions. The present study sheds light on the impact of faking on selection outcomes when more than one predictor variable plays a role in hiring decisions. CrossRefGoogle Scholar. Griffith, R. Malm, . Yoshita, . English, . & Gujar, A. (2006).

The faking of personality tests in a selection context has been perceived as somewhat of a nuisance variable, and largely ignored, or glossed over by the academic literature. Instead of examining the phenomenon many researchers have ignored its existence, or trivialized the impact of faking on personality measurement. The present volume is a much needed, timely corrective to this attitude. In a wide range of chapters representing different philosophical and empirical approaches, the assembled authors demonstrate the courage to tackle this important and difficult topic head-on, as it deserves to be. The writers of these chapters identify two critical concerns with faking. First, if people fake their responses to personality tests, the resulting scores and the inferences drawn from them might become invalid. For example, people who fake their responses by describing themselves as diligent and prompt might earn better conscientiousness scores, and therefore be hired for jobs requiring this trait that in fact they might not perform satisfactorily. Second, the dishonesty of the faker might itself be a problem, separate from its effect on a particular score. Someone who lies on a pre-employment test might also lie about the hours he or she works, or how much cash is in the till at the end of the shift. Worse, these two problems might exacerbate each other: a dishonest applicant might get higher scores on the traits the employer desires through his or her lying, whereas the compulsively honest applicant might get low scores as an ironic penalty for being honest. Outcomes like these harm employers and applicants alike. The more one delves into the complexities of faking, as the authors of the chapters in this volume do so thoroughly and so well, the more one will recognize that this seemingly specialized topic ties directly to more general issues in psychology. One of these is test validity. The bottom-line question about any test score, faked or not, is whether it will predict the behaviors and outcomes that it is designed to predict. As Johnson and Hogan point out in their chapter, the behavior of someone faking a test is a subset of the behavior of the person in his or her entire life, and the critical research question concerns the degree to which and manner in which behavior in one domain generalizes to behavior in other domains. This observation illuminates the fact that the topic of faking is also a key part of understanding the relationship between personality and behavior. The central goal of theoretical psychology is to understand why people do the things they do. The central goal of applied psychology is to predict what someone will do in the future. Both of these goals come together in the study of applicant faking.
User reviews
PC-rider
The authors in this book point out that even though most people believe that faking does occur during testing and that it can have a potentially negative influence on the testing outcome we are still struggling to understand this phenomenon. So, ifyou are looking for final, definitive answers about whether faking makes all personality testing useless or whether faking does not really matter, then this is not the book for you. However, if you are looking for an honest discussion of the research that has been performed on the issue of faking this is the book you would want to read. As an applied psychologist one of my personal prejudices has been to sometimes view faking as a unidemensional construct. This book reminded me that faking is as complex (or perhaps even more complex) than many other psychological constructs. It is my hope that this book can serve as a springboard to encourage those in the field to conduct more research in an attempt to better understand this phenomena. I know it has encouraged me in that direction.
Mala
I do research in the field of faking myself. This book describes the present state of faking research. It not only gives an introduction into the history of faking it also contains the most recent developments. Each single chapter is worth taking a closer look. However, the book is not only valuable for scientists. Practitioners will find helpful advice on the topic. Therefore I would recommend this book to each person interested in the broad field of applicant faking behavior.