51. Faking under a nonlinear relationship between personality assessment scores and job performance
- Author
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HyeSun Lee, Kurt F. Geisinger, and Weldon Z. Smith
- Subjects
Estimation ,Strategy and Management ,media_common.quotation_subject ,05 social sciences ,Selection strategy ,01 natural sciences ,General Business, Management and Accounting ,010104 statistics & probability ,Nonlinear system ,Job performance ,Management of Technology and Innovation ,0502 economics and business ,Item response theory ,Personality ,0101 mathematics ,Personality Assessment Inventory ,Psychology ,Social psychology ,050203 business & management ,General Psychology ,Applied Psychology ,Selection (genetic algorithm) ,Cognitive psychology ,media_common - 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.
- Published
- 2017
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