Faking Under a Nonlinear Relationship between Personality Assessment Scores and Job Performance

15 Pages Posted: 9 Aug 2017

See all articles by HyeSun Lee

HyeSun Lee

California State University, Channel Islands

Weldon Z. Smith

University of Nebraska at Lincoln

Kurt F. Geisinger

University of Nebraska at Lincoln

Date Written: September 2017

Abstract

This study investigated whether faking in personality assessments affects the prediction of job performance and consequences of selection decisions when a nonlinear relationship was assumed between personality scores and job performance. It was also examined whether a selection strategy suggested for nonlinear relationships reduces the adverse impact of faking on consequences of selection decisions. The findings from the item response theory‐based simulations indicated that the prediction of job performance was affected by faking, whereas selection accuracy was not substantially affected by faking. The improvement in selection accuracy due to the strategy suggested for a nonlinear relationship was not noticeable. However, the suggested strategy reduced adverse impacts of faking on the estimation of selected applicants' performance scores.

Suggested Citation

Lee, HyeSun and Smith, Weldon Z. and Geisinger, Kurt F., Faking Under a Nonlinear Relationship between Personality Assessment Scores and Job Performance (September 2017). International Journal of Selection and Assessment, Vol. 25, Issue 3, pp. 284-298, 2017, Available at SSRN: https://ssrn.com/abstract=3013903 or http://dx.doi.org/10.1111/ijsa.12180

HyeSun Lee (Contact Author)

California State University, Channel Islands ( email )

One University Drive
Camarillo, CA 93012
United States

Weldon Z. Smith

University of Nebraska at Lincoln

Lincoln, NE 68588
United States

Kurt F. Geisinger

University of Nebraska at Lincoln

Lincoln, NE 68588
United States

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