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Effects of Perceived Selection Ratio on personality test faking

Chet Robie (Wilfrid Laurier University)

Abstract


Research has not investigated the degree to which perceived selection ratio may affect faking on personality inventories. In this study, two personality inventories that differed in item subtlety were administered to 150 undergraduate students. Half of the students were administered a personality inventory with more obvious items (n = 75) and half of the students were administered a personality inventory with more subtle items (n = 75). For each personality inventory, 25 students were randomly assigned to each of the following experimental conditions which included financial incentives to mirror the real-world motivational processes underlying desire for the job: (1) low perceived selection ratio; (2) moderate perceived selection ratio; and (3) high perceived selection ratio. Results showed no statistically significant mean differences between personality scale scores across levels of perceived selection ratios for each personality inventory.

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