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This study focuses on the role of emotions in personnel selection and faking research. In particular, we posit that emotions are likely to be activated when applicants receive warning messages from organizations. Drawing on Nabi (Nabi, Communication Theory, 9, 1999, 292) cognitive-functional model of discrete negative emotions, we propose and empirically test the effects of three discrete negative emotions (guilt, fear, and anger) triggered by a warning message during a personality test on personality score accuracy and perceived test fairness. Participants in this within-subjects field experiment were 1,447 applicants for graduate school at a large public university in China. They completed two parallel forms of a personality test: one within a selection context, and another within a developmental context 6 months later as a baseline measure. In the selection context, a warning (or a control) message was randomly assigned to participants during the personality test. Emotions and perceived test fairness were measured after the test was completed. Results indicated that guilt, fear, and anger each played a unique role. Guilt explained how mid-test warnings improved personality score accuracy among fakers, whereas fear accounted for why nonfakers over-corrected their personality scores. Finally, anger explained why the mid-test warnings reduced perceived test fairness for both fakers and nonfakers. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

We examined the moderating effects of core self-evaluation (CSE) on the relationships between interpersonal conflict and employee’s absence and lateness in China and the United States. Employee–coworker matched data were collected from university employees in these 2 countries. The dataset was compr

Before the developmental trajectory, outcomes, and related interventions of gratitude can be accurately and confidently studied among the youth, researchers must ensure that they have psychometrically sound measures of gratitude that are suitable for this population. Thus, considering that no known scales were specifically designed to measure gratitude in youth, this study aimed to answer an important question: Are the existing gratitude scales used with adults valid for use with youth? The present study is an empirical investigation, based on a large youth sample (N = 1,405) with ages ranging from 10 to 19 years old, of the psychometric properties of scores of the Gratitude Questionnaire-6 (GQ-6; M. E. McCullough, R. A. Emmons, & J.-A. Tsang, 2002), the Gratitude Adjective Checklist (GAC; M. E. McCullough, R. A. Emmons, & J.-A. Tsang, 2002), and the Gratitude Resentment and Appreciation Test (GRAT)-short form (M. Thomas & P. Watkins, 2003). Single-group and multiple-group confirmatory factor analyses indicated that the factor structures of these gratitude scales resemble those found with adults and were invariant across age groups. Scores of all three gratitude scales revealed acceptable internal consistency estimates (i.e., >.70) across age groups. Results showed that whereas scores of all three gratitude scales were positively correlated with each other for 14- to 19-year-olds, GRAT-short form scores tended to display relatively low correlations with scores of the other two measures for younger children (10-13 years old). Furthermore, the nomological network analysis showed that scores of all three gratitude scales were positively correlated with positive affect and life satisfaction scores across the age groups. The relationships with negative affect and depression scores, however, seemed dependent on the child's age. Pending results from subsequent research recommendations for researchers interested in studying gratitude in youth are offered.