Personality assessment across selection and development contexts: insights into response distortion

Insight into applicant intentional distortion on personality measures was obtained by comparing individual responses provided in an organizational context with high motivation to distort (selection) and those provided in an organizational context with low motivation to distort (development). An asse...

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Bibliographic Details
Published inJournal of applied psychology Vol. 92; no. 2; p. 386
Main Authors Ellingson, Jill E, Sackett, Paul R, Connelly, Brian S
Format Journal Article
LanguageEnglish
Published United States 01.03.2007
Subjects
Adult
Decision Making
Female
Humans
Male
Organizational Culture
Personality
Personality Assessment
Personnel Selection
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Summary:Insight into applicant intentional distortion on personality measures was obtained by comparing individual responses provided in an organizational context with high motivation to distort (selection) and those provided in an organizational context with low motivation to distort (development). An assessment firm database containing responses to the California Psychological Inventory (CPI) was searched for within-subject data. Seven hundred and thirteen individuals were identified as having completed the CPI twice: once for selection purposes and once for development purposes or twice for the same purpose. Scale-score analyses both within and across contexts revealed a limited degree of response distortion.
ISSN:0021-9010
DOI:10.1037/0021-9010.92.2.386