Personality assessment across selection and development contexts: insights into response distortion.
Insight into applicant intentional distortion on personality measures was obtained by comparing individual responses provided in an organizational context with high motivation to distort (selection) and those provided in an organizational context with low motivation to distort (development). An assessment firm database containing responses to the California Psychological Inventory (CPI) was searched for within-subject data. Seven hundred and thirteen individuals were identified as having completed the CPI twice: once for selection purposes and once for development purposes or twice for the same purpose. Scale-score analyses both within and across contexts revealed a limited degree of response distortion.
Ellingson
Jill E
JE
Department of Management and Human Resources, Fisher College of Business, Ohio State University, Columbus, OH 43210, USA. ellingson@cob.osu.edu
Sackett
Paul R
PR
Connelly
Brian S
BS
D000328:Adult; D003657:Decision Making; D005260:Female; D006801:Humans; D008297:Male; D015279:Organizational Culture; D010551:Personality; D010552:Personality Assessment; D010560:Personnel Selection