Reducing faking on personality tests: Testing a new faking- mitigation procedure in a U.S. job applicant sample

摘要

Faking has remained a major concern for organizations using self-report personality measures for selection. Scholars recenlty developed a new middle-warning faking-mitigation procedure. The present replication study was the first field test in the United States using 193 applicants for an entry-level position in a New York-based consulting firm. Results replicated most of Fan et al.'s findings including (a) the middle-warning significantly lowered fakers' personality scores over retesting, whereas the control message had little influence on nonfakers; (b) the above warning effect carried over to personality scales that were not retested; and (c) the persistent tendency of potential fakers rising to the top of personality score distribution was weakened. In addition, applicants' perceptions were not being negatively affected by the warning.