title: Applicant reactions and faking in real-life personnel selection.
abstract: Faking may affect hiring decisions in personnel selection. All the antecedents of faking are still not known. The present study investigates the association between applicants' reactions about the selection procedure and their tendency to fake. The subjects (N = 180) were real-life applicants for a fire and rescue personnel school. After completing the selection process, the applicants filled out a questionnaire about their test reactions (Chan, Schmitt, Sacco & DeSohon, 1998b) and a faking scale, the Balanced Inventory of Desirable Responding (Paulhus, 1991). The results based on Structural Equation Modelling (SEM) indicated that the more positive reactions applicant had about the selection procedure the more impression management they had. The applicant reactions were not associated with self-deception.
authors.affiliation: Finnish Institute of Occupational Health (FIOH), Helsinki, Finland. laura.honkaniemi@ttl.fi
authors.forename: Laura
authors.initials: L
authors.lastname: Honkaniemi
authors.forename: Asko
authors.initials: A
authors.lastname: Tolvanen
authors.forename: Taru
authors.initials: T
authors.lastname: Feldt
mesh_terms: D000328:Adult; D008192:Deception; D005260:Female; D006801:Humans; D007586:Job Application; D008297:Male; D008875:Middle Aged; D009042:Motivation; D010555:Personality Inventory; D010560:Personnel Selection; D011594:Psychometrics; D012649:Self Concept; D011795:Surveys and Questionnaires