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The Failure of Social Desirability Measures to Capture Applicant Faking Behavior

Published online by Cambridge University Press:  07 January 2015

Richard L. Griffith  and
Mitchell H. Peterson
Richard L. Griffith*
Affiliation:
Florida Institute of Technology
Mitchell H. Peterson
Affiliation:
Florida Institute of Technology
*
E-mail: [email protected], Address: College of Psychology and Liberal Arts, Florida Institute of Technology, 150 W. University Boulevard, Melbourne, FL 32901
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Abstract

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Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 1 , Issue 3 , September 2008 , pp. 308 - 311
Copyright
Copyright © Society for Industrial and Organizational Psychology 2008 

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Footnotes

*

College of Psychology and Liberal Arts, Florida Institute of Technology

References

Burns, G. N., & Christiansen, N. D. (2006). Sensitive or senseless: On the use of social desirability measures in selection and assessment. In Griffith, R. L. & Peterson, M. H. (Eds.), A closer examination of applicant faking behavior (pp. 113–148). Greenwich, CT: Information Age Publishing.Google Scholar
Griffith, R. L., Chmielowski, T., & Yoshita, Y. (2007). Do applicants fake? An examination of the frequency of applicant faking behavior. Personnel Review, 36, 341–355.Google Scholar
Griffith, R. L., Malm, T., Yoshita, Y., English, A., & Gujar, A. (2006). Applicant faking behavior: Teasing apart the influence of situational variance, cognitive biases, and individual differences. In Griffith, R. L. & Peterson, M. H. (Eds.), A closer examination of applicant faking behavior (pp. 149–176). Greenwich, CT: Information Age Publishing.Google Scholar
Griffith, R. L., Peterson, M. H., O’Connell, M. S., & Isaacson, J. A. (2008, April). Examining faking in real job applicants: A within-subjects investigation of score changes across applicant and research settings. In Griffith, R. L. & Peterson, M. H. (Chairs), Examining faking using within-subjects designs and applicant data. Symposium conducted at the 23rd Annual Conference for the Society for Industrial and Organizational Psychology, San Francisco.Google Scholar
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