Abstract
Based on theoretical views that applicants express meaningful skills and motivation when presenting themselves in personnel selection settings, we challenge conventional wisdom that self-presentation necessarily impairs the diagnostic value of “fakable” selection devices. Instead, we propose to supplement the traditional psychometric approach to personnel selection with a social perspective that leverages the competitive nature of selection. In order to capture an outcome of self-presentation, we introduce the Ideal Employee Coefficient (IEC) as a supplement to traditional scoring of responses to personality items. Construct and criterion-related validity evidence using the IEC was collected in two studies covering three samples from diverse settings, populations, and measures. The IEC consistently showed incremental criterion-related validity beyond the same tests’ traditional scores, as well as construct-related evidence in line with theoretical underpinnings. Findings imply that traditional personality constructs can be meaningfully aggregated with measures of self-presentation that are cost-effectively derived from the same data sources.
Original language | English |
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Pages (from-to) | 557-571 |
Number of pages | 15 |
Journal | Journal of Business and Psychology |
Volume | 35 |
Issue number | 5 |
DOIs | |
State | Published - 1 Oct 2020 |
Externally published | Yes |
Bibliographical note
Publisher Copyright:© 2019, Springer Science+Business Media, LLC, part of Springer Nature.
Keywords
- Faking
- Personality assessment
- Personnel selection
- Self-presentation
ASJC Scopus subject areas
- Business and International Management
- General Business, Management and Accounting
- Applied Psychology
- General Psychology