The purpose of this study was to evaluate whether the personality trait elevation between honest and applicant contexts that has been widely seen throughout the personality and selection research is merely universal, blatant trait elevation, or whether something else is underlying this faking behavior. By obtaining both honest and applicant context personality responses in which respondents were provided with focal job knowledge, this study determined that while there is near-universal trait elevation across seven personality traits, there is, in fact, some trait differentiation between jobs. As such, this study provided some evidence of knowledgeable faking, defined as distortion of personality test responses based on knowledge of the job being applied to, within applicant contexts.

Motivations for sex have an impact on sexual desire, and relationship and sexual satisfaction. However, it is not known whether motivations for pretending orgasm similarly impact these constructs. In three studies, North American men and women (N = 525) in committed relationships between the ages of 18 and 29 were recruited via Amazon Mechanical Turk to complete an online survey. In Study 1, exploratory factor analysis revealed that motives for feigning orgasm could be organized into six categories: Intoxication, Partner Self-Esteem, Poor Sex/Partner, Desireless Sex, Timing, and Insecurity, which together comprise the Motives for Feigning Orgasms Scale (MOFO). Motives were found to affect women’s satisfaction, but not their desire, while motivations were not found to be impactful among men. In Study 2, confirmatory factor analysis was performed on the MOFO and, in Study 3, its test-retest reliability was assessed. The findings of this research support and inform current sexual scripts.

Personality tests are often utilized in employment selection. Their wide use may be attributed to various studies which suggest that personality is related to job performance. Although personality is widely utilized in various assessment contexts including but not limited to personnel selection settings, both researcher and practitioners continue to criticize the use of measures due to faking behavior or response distortion. Furthermore, these criticisms are warranted because laboratory studies have consistently found that when instructed, respondents are able to alter their scores in order to appear more desirable. Additionally, there is also conforming evidence from field studies which suggest that 20 - 30% of real-world applicants fake in order to gain a competitive advantage in being hired. Faking studies generally define successful faking as the obtainment of the highest scores possible. This study used a recent and alternative conceptualization of successful faking. More specifically, faking is defined as successful if an applicant is able to match his or her responses on a personality test to the perception of what subject matter experts would consider critical traits for success to that job. Psychology and Business students were assigned to an `honest' or `faking' condition and asked to complete a personality test. Students in the honest condition were instructed to describe themselves honest, while students in the faking condition were instructed to describe themselves in the context of applying for a fictional customer service representative position. Additionally, all students completed a measure of emotional intelligence and cognitive ability. Subject matter experts were then surveyed on what they thought was the ideal characteristics for the fictitious position. This study found that business students who were given instructions to fake were able to fake better (obtain a greater match) than psychology students instructed to fake. Furthermore, individual characteristics such as job familiarity, cognitive ability, and emotional intelligence were examined in relation to faking success. Results indicated that only emotional intelligence was predictive of similarity. Moreover, the subscales of use of emotions and regulation of emotions were predicative of similarity. Finally, the limitations of the study and implications of results are presented and discussed further.

Organizational contexts use Situational judgment tests (SJTs) to assess and select individuals for competitive positions. As with other standardized assessments, threats to validity must be identified, examined, and communicated. As such, this research aims to identify the effects of socially desirable responding on the validity of an SJT used in a competitive selection process, and to identify if response latency provides insight into the identification of socially desirable responding. Participants in a competitive organizational selection process were administered an online assessment and the Balanced Inventory of Desirable Responding (BIDR). No significant correlations were identified between social desirability and the online assessment; however, this research provides evidence to suggest that participants who had shorter response latencies were less likely to participate in social desirability responding.

Personality assessments have a long history in psychology and have become the backbone of the human capital management industry, with the Big-Five model being the most prevalent. The central criticism of personality assessments for employment decisions is validity of responses since applicants for employment often endorse items to make themselves more desirable for hire, referred to as faking behavior. The present study examined faking behavior using the Assess Personality Survey (APS). Using a sample of applicant and incumbent data (N = 8,020), the objective was to identify response difference between applicant and incumbents, and the prevalence of faking behavior in applicants. Latent class analysis (LCA) was used to compare groups. Results indicate a clear distinction between applicant and incumbent response patterns. Additional analyses suggest 6 classes of testing patterns among applicants, and results are compared with previous faking identification procedures to improve criteria used to establish faking behavior in respondents.

This study examined the ability to “fake-good” on the Adult Attachment Interview (AAI). Each of the 21 participants was administered the AAI and MMPI-2 under both “control” (non-faked) and “experimental” (instructed to fake-good) conditions. The scores received on the L and K validity scales of the MMPI-2 under the control versus the experimental conditions were compared to determine if the instructions that were intended to induce faking good in the experimental condition were successful. Significant differences were found between the experimental and control group on the MMPI-2 L and K scales suggesting that the instructions did induce faking good in the experimental condition. Once established, the scores received on the AAI idealization and coherence of mind scales during the control versus experimental condition were compared to determine if the experimental condition instructional set impacted (1) idealization positively, (2) coherence of mind negatively, and (3) overall attachment classification becoming more dismissing, as hypothesized. Significant differences were found between the experimental and control group on the AAI idealization scale and on the AAI coherence of mind scale. These results suggest that the individuals' idealization scores were significantly lower in the control versus experimental conditions while the individuals' overall coherence of mind scores were significantly higher in the control versus experimental conditions. Of the 12 who were found to be dismissing under the experimental condition, 4 had previously not been classified as dismissing when the standard AAI instructions were given. Even though the results were not indicative of a difference in attachment classification under the control versus experimental conditions, a trend was apparent. It appears that one attempting to fake good may appear more dismissing on the AAI than he/she really is. It is even more critical that this study be replicated using a larger sample size to determine if trying to make oneself look positively will impact overall attachment status.

The present study, conducted during the Fall 1996 and Spring 1997 academic terms, investigated the susceptibility of the Minnesota Multiphasic Personality Inventory 2$\sp{\rm nd}$ Edition (MMPI-2) to fake good behavior. The MMPI-2 was administered to a sample population of 114 teacher education students at a private California university. Administrations were in two sessions a minimum of four to six weeks apart, including one in which the subjects were instructed to respond honestly and another in which they were instructed to fake good. A questionnaire inquiring as to their veracity on each administration was also collected. The null hypotheses were that (1) there would be no statistically significant differences between standard and fake-good clinical scale scores in the subject population, (2) there would be no correlation between MMPI-2 validity indices and the degree of MMPI-2 clinical scale elevation from standard to fake-good conditions, (3) MMPI-2 scales would not be susceptible to fake-good behavior, and (4) there would be no correlation between a subject's perceived ability to fake good and their v actual fake-good performance. Each of the null hypotheses was rejected. Findings indicated that K (Consistency) corrected clinical scales on the MMPI-2, and to a lesser degree non-K corrected scales, were significantly susceptible to fake good behavior. The L (Lie) and K validity scales, however, were found to consistently detect the fake good behavior. Richwerger's (1989) results were generally confirmed, and recommendations for practical application of the instrument were addressed.

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