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Establishing Criterion on a Personality-Based Assessment for Employment: A Latent Class Analysis of Faking Behavior

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.

Identiferoai:union.ndltd.org:unt.edu/info:ark/67531/metadc1404535
Date12 1900
CreatorsJohnson, Casey W.
ContributorsHull, Darrell, Boesch, Miriam, Glover, Becky, Henson, Robin
PublisherUniversity of North Texas
Source SetsUniversity of North Texas
LanguageEnglish
Detected LanguageEnglish
TypeThesis or Dissertation
Formatvii, 104 pages, Text
RightsPublic, Johnson, Casey W., Copyright, Copyright is held by the author, unless otherwise noted. All rights Reserved.

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