• Scand J Psychol · Aug 2011

    Applicant reactions and faking in real-life personnel selection.

    • Laura Honkaniemi, Asko Tolvanen, and Taru Feldt.
    • Finnish Institute of Occupational Health (FIOH), Helsinki, Finland. laura.honkaniemi@ttl.fi
    • Scand J Psychol. 2011 Aug 1; 52 (4): 376-81.

    AbstractFaking 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.© 2011 The Authors. Scandinavian Journal of Psychology © 2011 The Scandinavian Psychological Associations.

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