The interactive effect of impression motivation and cognitive schema on self-presentation in a personality inventory
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- Type
- article
- Published
- 2012-08-01
- Cited by
- 18
- References
- 69
- OpenAlex
- https://openalex.org/W1555492106
- Semantic Scholar
- https://api.semanticscholar.org/CorpusID:142663450
Keywords
Psychology, Schema (genetic algorithms), Impression management, Personality, Impression formation
References
- Personality measurement, faking, and employment selection.
- NEO inventories for the NEO Personality Inventory-3 (NEO-PI-3), NEO Five-Factor Inventory-3 (NEO-FFI-3), NEO Personality Inventory-Revised (NEO PI-R) : professional manual
- A Meta-Analytic Investigation of Job Applicant Faking on Personality Measures
- Stereotyping as a Response Strategy when Faking Personality Questionnaires
- A Model of Faking Likelihood in the Employment Interview.
- The Coachability and Fakability of Personality-Based Selection Tests Used for Police Selection
- Faking and selection: considering the use of personality from select-in and select-out perspectives.
- Centering Decisions in Hierarchical Linear Models: Implications for Research in Organizations
- A model of personality test item response dissimulation.
- Examining the Role of Applicant Faking in Hiring Decisions: Percentage of Fakers Hired and Hiring Discrepancies in Single- and Multiple-Predictor Selection
- Effects of Intentional Distortion in Personality Measurement and evaluation of Suggested Palliatives
- “I Know What You Want to Know”: The Impact of Interviewees' Ability to Identify Criteria on Interview Performance and Construct-Related Validity
- Effects of experimentally induced response sets in assessing eysenckian dimensions of personality
- Variance in faking across noncognitive measures.
- Response strategies when faking personality questionnaires in a vocational selection setting
- Personality assessment across selection and development contexts: insights into response distortion.
- Effects of Social Desirability Scores on Hiring Judgments
- Knowing and Faking One's Five-Factor Personality Score
- Faking on Personality Measures: Implications for Selection Involving Multiple Predictors
- Faking personality questionnaires: Fabricating different profiles for different purposes
Cited by
- Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?
- Does online psychological test administration facilitate faking?
- Establishing the Cross-Situational Convergence of the Ability to Identify Criteria: Consistency and Prediction Across Similar and Dissimilar Assessment Center Exercises
- Does perceived ability to deceive=ability to deceive? Predictive validity of the perceived ability to deceive (PATD) scale
- Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance
- Faking Good and Faking Bad Among Military Conscripts
- Employment testing online, offline, and over the phone: Implications for e-assessment
- Interactions between motivation to fake and personality item characteristics: Clarifying the process
- Personality, person perception, and impression management: does impression efficacy and motivation predict change in personality presentation?
- The Relationship between Brand Attachment and Consumers' Emotional Well-Being
- Fake it 'til you make it: Examining faking ability on social media pages
- Effects of Applicant Faking on Forced-Choice and Likert Scores
- The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis
- Detecting faking good in military enlistment procedure according to a new index for the MMPI-2
- Construct validity of a personality assessment game in a simulated selection situation and the moderating roles of the ability to identify criteria and dispositional insight
- Impression Management Profiles in Job Interviews: Relations with Applicant Individual Differences and Interview Outcomes
- Why Personnel Selection Should Target Job Performance and Well‐Being
- It's All Relative: Degree, Causes, and Impact of Ipsativity on Forced‐Choice Personality Tests
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