Faking and the validity of conscientiousness: a Monte Carlo investigation.
The article reports the findings from a Monte Carlo investigation examining the impact of faking on the criterion-related validity of Conscientiousness for predicting supervisory ratings of job performance. Based on a review of faking literature, 6 parameters were manipulated in order to model 4,500 distinct faking conditions (5 [magnitude] x 5 [proportion] x 4 [variability] x 3 [faking-Conscientiousness relationship] x 3 [faking-performance relationship] x 5 [selection ratio]). Overall, the results indicated that validity change is significantly affected by all 6 faking parameters, with the relationship between faking and performance, the proportion of fakers in the sample, and the magnitude of faking having the strongest effect on validity change. Additionally, the association between several of the parameters and changes in criterion-related validity was conditional on the faking-performance relationship. The results are discussed in terms of their practical and theoretical implications for using personality testing for employee selection.
Komar
Shawn
S
Department of Psychology, University of Waterloo, Waterloo, Ontario, Canada. sgkomar@ywaterloo.ca
Brown
Douglas J
DJ
Komar
Jennifer A
JA
Robie
Chet
C
D000328:Adult; D008192:Deception; D004650:Employee Performance Appraisal / Q000706:statistics & numerical data*; D006801:Humans; D007586:Job Application; D008432:Mathematical Computing; D009010:Monte Carlo Method; D010555:Personality Inventory / Q000706:statistics & numerical data*; D010560:Personnel Selection / Q000706:statistics & numerical data; D011594:Psychometrics / Q000706:statistics & numerical data; D015203:Reproducibility of Results; D012984:Software; D013647:Task Performance and Analysis