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Abstract
Understanding and detecting response distortion is important in the high-demand circumstances of personnel selection. In this article, we describe positive response distortion on the Revised NEO Personality Inventory (NEO PI–R; Costa & McCrae, 1992) among police officer applicants under high and low demand conditions. Positive response distortion primarily reflected denial/minimization of Neuroticism and accentuation of traits associated with moralistic bias (Agreeableness and Conscientiousness). Validity of the NEO PI–R research validity scale, Positive Presentation Management, was weakly supported with respect to the Neuroticism domain only. Results will be useful in interpreting personality inventory results in the police personnel selection process.
Acknowledgment
Special thanks go to John Schinka for sharing the scoring protocol for the NEO PI–R validity scale.
