A process model of applicant faking on overt integrity tests
by Yu, Janie, Ph.D., TEXAS A&M UNIVERSITY, 2008, 109 pages; 3348079

Abstract:

To better understand the cognitive processes associated with faking behaviors, Ajzen’s Theory of Planned Behavior was adapted to the study of faking on overt integrity tests. This decision-based model is then expanded through the inclusion of a key outcome (counterproductive work behavior) and basic individual differences (conscientious personality and cognitive ability). Results from two student samples (n = 233 and n = 160) demonstrate that conscientiousness negatively predicts attitudes toward faking on employment tests, while cognitive ability predicts the ability to fake. In turn, faking ability moderates the effect of self-reported faking motive on actual test scores, while self-reported faking decreases the validity of integrity tests for predicting counterproductive work behaviors. Implications are discussed.

 
AdviserDaniel A. Newman
SchoolTEXAS A&M UNIVERSITY
SourceDAI/B 70-02, p. , Apr 2009
Source TypeDissertation
SubjectsManagement; Occupational psychology; Quantitative psychology and psychometrics
Publication Number3348079
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