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Pregled bibliografske jedinice broj: 591548

The Contribution of Personality in Predicting Applicants’ Motivation to Fake Non-Cognitive Measures


Tonković, Maša
The Contribution of Personality in Predicting Applicants’ Motivation to Fake Non-Cognitive Measures // Ljetna škola znanstvene komunikacije
Split, Hrvatska, 2011. (predavanje, nije recenziran, neobjavljeni rad, znanstveni)


Naslov
The Contribution of Personality in Predicting Applicants’ Motivation to Fake Non-Cognitive Measures

Autori
Tonković, Maša

Vrsta, podvrsta i kategorija rada
Sažeci sa skupova, neobjavljeni rad, znanstveni

Skup
Ljetna škola znanstvene komunikacije

Mjesto i datum
Split, Hrvatska, 22-26.08.2011

Vrsta sudjelovanja
Predavanje

Vrsta recenzije
Nije recenziran

Ključne riječi
Personality; faking; motivation to fake; personality questionnaires

Sažetak
In context of personnel selection, faking can be defined as a “tendency for test takers to deliberately provide inaccurate responses to personality items in a manner that they believe will increase their chances of obtaining valued outcomes, such as favorable hiring decision”. Research has shown that candidates differ regarding this tendency, as well as selection programs regarding the level they make faking possible and probable. Hence, faking can lower the predictive validity of personality questionnaires and reduce the quality of selection decisions. Given the fact that faking is a behavior that cannot easily be detected, it is important to better understand the underlying psychological process, i.e. find the factors that determine the occurrence and the intensity of faking behavior. In the last decade several authors have systemized potential factors and suggested models that specify key determinants of faking behavior and relationships among them. Even though these models vary regarding both the specified determinants and quality of their relationships, there are several elements they all have in common. One of them is the important role of applicants’ personality in predicting applicants’ motivation to fake and consequently faking behavior. Some people are more prone to faking across many situations, while some will not be willing to fake even in situations that make it easy. Hence, faking behavior in personnel selection should be to certain degree determined by the candidate’s stable individual characteristics – personality.

Izvorni jezik
Engleski

Znanstvena područja
Psihologija



POVEZANOST RADA


Projekt / tema
130-0000000-3282 - Ličnost i socijalo poželjno odgovaranje (Željko Jerneić, )

Ustanove
Filozofski fakultet, Zagreb

Autor s matičnim brojem:
Maša Tonković Grabovac, (306162)