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Joshua K. Wood, Jeromy Anglim & Sharon Horwood. (2023) Less Evaluative Measures of Personality in Job Applicant Contexts: The Effect on Socially Desirable Responding and Criterion Validity. Journal of Personality Assessment 0:0, pages 1-12.
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Jeromy Anglim & Peter O’connor. (2019) Measurement and research using the Big Five, HEXACO, and narrow traits: A primer for researchers and practitioners. Australian Journal of Psychology 71:1, pages 16-25.
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Christine Bieri Buschor & Patricia Schuler Braunschweig. (2018) Predictive validity of a competence-based admission test − mentors’ assessment of student teachers’ occupational aptitude. Assessment & Evaluation in Higher Education 43:4, pages 640-651.
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Dirk H.M. Pelt, Dimitri van der Linden & Marise Ph Born. (2018) How Emotional Intelligence Might Get You the Job: The Relationship Between Trait Emotional Intelligence and Faking on Personality Tests. Human Performance 31:1, pages 33-54.
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Patrick Boss, Cornelius J. König & Klaus G. Melchers. (2015) Faking Good and Faking Bad Among Military Conscripts. Human Performance 28:1, pages 26-39.
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Articles from other publishers (35)
Nomi Reznik, Stefan Krumm, Jan‐Philipp Freudenstein, Anna L. Heimann, Pia Ingold, Philipp Schäpers & Martin Kleinmann. (2023) Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance. International Journal of Selection and Assessment.
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Nigel Guenole, Anna Brown & Velvetina Lim. (2022) Can Faking Be Measured With Dedicated Validity Scales? Within-Subject Trifactor Mixture Modeling Applied to BIDR Responses. Assessment 30:5, pages 1523-1542.
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Luc Watrin, Lucas Weihrauch & Oliver Wilhelm. (2022) The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check. International Journal of Selection and Assessment 31:2, pages 286-301.
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Miriam Fuechtenhans & Anna Brown. (2022) How do applicants fake? A response process model of faking on multidimensional forced‐choice personality assessments. International Journal of Selection and Assessment 31:1, pages 105-119.
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Ard J. Barends & Reinout E. de Vries. (2022) Construct validity of a personality assessment game in a simulated selection situation and the moderating roles of the ability to identify criteria and dispositional insight. International Journal of Selection and Assessment 31:1, pages 120-134.
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Adrian Hoffmann, Birk Diedenhofen & Sascha Müller. (2022) The utility of overclaiming questionnaires depends on the fit between test content and application context. Current Psychology.
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Joshua K. Wood, Jeromy Anglim & Sharon Horwood. (2022) Effect of job applicant faking and cognitive ability on self‐other agreement and criterion validity of personality assessments. International Journal of Selection and Assessment 30:3, pages 378-391.
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Klaus G. Melchers & Johannes M. Basch. (2021) Fair play? Sex‐, age‐, and job‐related correlates of performance in a computer‐based simulation game. International Journal of Selection and Assessment 30:1, pages 48-61.
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Jessica Röhner, Philipp Thoss & Astrid Schütz. (2022) Lying on the Dissection Table: Anatomizing Faked Responses. Behavior Research Methods 54:6, pages 2878-2904.
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Lynn A. McFarland & Youngsang Kim. (2020) An examination of the relationship between applicant race and accrued recruitment source information: Implications for applicant withdrawal and test performance. Personnel Psychology 74:4, pages 831-861.
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Kai T Horstmann, John F Rauthmann, Ryne A Sherman & Matthias Ziegler. (2021) Distinguishing simple and residual consistencies in functionally equivalent and non-equivalent situations: Evidence from experimental and observational longitudinal data. European Journal of Personality 35:6, pages 833-860.
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Michael D. Wolcott, Nikki G. Lobczowski, Jacqueline M. Zeeman & Jacqueline E. McLaughlin. (2021) Does the ability to identify the construct on an empathy situational judgment test relate to performance? Exploring a new concept in assessment. Currents in Pharmacy Teaching and Learning 13:11, pages 1451-1456.
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Dirk H. M. Pelt, Dimitri Van der Linden, Curtis S. Dunkel & Marise Ph. Born. (2019) The Motivation and Opportunity for Socially Desirable Responding Does Not Alter the General Factor of Personality. Assessment 28:5, pages 1376-1396.
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Djurre Holtrop, Janneke K. Oostrom, Patrick D. Dunlop & Cecilia Runneboom. (2021) Predictors of faking behavior on personality inventories in selection: Do indicators of the ability and motivation to fake predict faking?. International Journal of Selection and Assessment 29:2, pages 185-202.
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Nhung Hendy, Georg Krammer, Julie Aitken Schermer & Michael D. Biderman. (2020) Using bifactor models to identify faking on Big Five questionnaires. International Journal of Selection and Assessment 29:1, pages 81-99.
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Michael Schilling, Nicolas Becker, Magdalena M. Grabenhorst & Cornelius J. König. (2020) The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis. International Journal of Selection and Assessment 29:1, pages 1-18.
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Michael Schilling, Jörn R. Sparfeldt, Nicolas Becker, Marie Engel, Julie Levacher, Tilman F. P. Sebastian, Juliane Schäfer, Sarah Schwabe & Cornelius J. König. (2020) Is it enough to be willing to win or do you have to be smart? The relationship between competitive worldviews, cognitive abilities, and applicant faking in personality tests. International Journal of Selection and Assessment 28:3, pages 264-282.
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R Susanto & A D Andriana. (2019) Employee Recruitment Analysis using Computer Based Weighted Product Model. IOP Conference Series: Materials Science and Engineering 662:2, pages 022049.
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Philseok Lee, Seang-Hwane Joo & Shea Fyffe. (2019) Investigating faking effects on the construct validity through the Monte Carlo simulation study. Personality and Individual Differences 150, pages 109491.
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Luc Watrin, Mattis Geiger, Maik Spengler & Oliver Wilhelm. (2019) Forced-Choice Versus Likert Responses on an Occupational Big Five Questionnaire. Journal of Individual Differences 40:3, pages 134-148.
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Nhung T. Hendy & Michael D. Biderman. (2019) Using bifactor model of personality to predict academic performance and dishonesty. The International Journal of Management Education 17:2, pages 294-303.
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Michael D. Biderman, Samuel T. McAbee, Nhung T. Hendy & Zhuo Job Chen. (2019) Validity of evaluative factors from Big Five and HEXACO questionnaires. Journal of Research in Personality 80, pages 84-96.
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Philseok Lee, Seang-Hwane Joo & Sunhee Lee. (2019) Examining stability of personality profile solutions between Likert-type and multidimensional forced choice measure. Personality and Individual Differences 142, pages 13-20.
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Neal Schmitt & Jacob C. Bradburn. (2018) An Ideal Student Factor and the validity of noncognitive measures of student potential. International Journal of Selection and Assessment, pages e0001.
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Thorsten Johannes Dlugosch, Bailey Klinger, Michael Frese & Ute-Christine Klehe. (2018) Personality-based selection of entrepreneurial borrowers to reduce credit risk: Two studies on prediction models in low- and high-stakes settings in developing countries. Journal of Organizational Behavior 39:5, pages 612-628.
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Philseok Lee, Kevin T. Mahoney & Sunhee Lee. (2017) An application of the exploratory structural equation modeling framework to the study of personality faking. Personality and Individual Differences 119, pages 220-226.
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Jeromy Anglim, Gavin Morse, Reinout E. De Vries, Carolyn MacCann & Andrew Marty. (2017) Comparing Job Applicants to Non–Applicants Using An Item–Level Bifactor Model on the Hexaco Personality Inventory. European Journal of Personality 31:6, pages 669-684.
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A. Susan M. Niessen, Rob R. Meijer & Jorge N. Tendeiro. (2017) Measuring non-cognitive predictors in high-stakes contexts: The effect of self-presentation on self-report instruments used in admission to higher education. Personality and Individual Differences 106, pages 183-189.
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Anna Brown, Ilke Inceoglu & Yin Lin. (2016) Preventing Rater Biases in 360-Degree Feedback by Forcing Choice. Organizational Research Methods 20:1, pages 121-148.
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Dimitri van der Linden, Curtis S. Dunkel & K.V. Petrides. (2016) The General Factor of Personality (GFP) as social effectiveness: Review of the literature. Personality and Individual Differences 101, pages 98-105.
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Marcela Leugnerova, Martin Vaculik & Jakub Prochazka. (2016) The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study. International Journal of Selection and Assessment 24:2, pages 150-160.
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Nicolas Roulin, Franciska Krings & Steve Binggeli. (2015) A dynamic model of applicant faking. Organizational Psychology Review 6:2, pages 145-170.
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Nicolas Roulin & Julia Levashina. 2016. Social Media in Employee Selection and Recruitment. Social Media in Employee Selection and Recruitment
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Klaus G. Melchers, Dieter Bösser, Thomas Hartstein & Martin Kleinmann. (2012) Assessment of Situational Demands in a Selection Interview: Reflective style or sensitivity?. International Journal of Selection and Assessment 20:4, pages 475-485.
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