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    Liar! Liar! (when stakes are higher): Understanding how the overclaiming technique can be used to measure faking in personnel selection

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    Access Status
    Open access
    Authors
    Dunlop, Patrick
    Bourdage, J.
    De Vries, R.
    McNeill, I.
    Jorritsma, Karina
    Orchard, M.
    Austen, T.
    Baines, T.
    Choe, W.-K.
    Date
    2019
    Type
    Journal Article
    
    Metadata
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    Citation
    Dunlop, P. and Bourdage, J.S. and De Vries, R.E. and McNeill, I.M. and Jorritsma, K. and Orchard, M. and Austen, T. et al. 2019. Liar! Liar! (when stakes are higher): Understanding how the overclaiming technique can be used to measure faking in personnel selection. Journal of Applied Psychology.
    Source Title
    Journal of Applied Psychology
    DOI
    10.1037/apl0000463
    ISSN
    0021-9010
    Faculty
    Faculty of Business and Law
    School
    Future of Work Institute
    URI
    http://hdl.handle.net/20.500.11937/76627
    Collection
    • Curtin Research Publications
    Abstract

    Overclaiming questionnaires (OCQs), which capture ‘overclaiming behavior’ or exaggerating one’s knowledge about a given topic, have been proposed as potentially indicative of faking behaviors that plague self-report assessments in job application settings. The empirical evidence on the efficacy of OCQs in this respect is inconsistent, however. We draw from expectancy theory to reconcile these inconsistencies and identify the conditions under which overclaiming behavior will be most indicative of faking. We propose that the assessment context must be tied to an outcome with high valence, and that the content of the OCQ must match the perceived knowledge requirements of the target job, such that overclaiming knowledge of that content will be instrumental to receiving a job offer. We test these propositions through three studies. First, in a sample of 519 applicants to Firefighter positions, we demonstrate that overclaiming on a job-relevant OCQ is positively associated with other indicators of faking and self-presentation. Next, we demonstrate through a repeated-measures experiment (N = 252) that participants in a simulated personnel selection setting overclaim more knowledge on a job-relevant OCQ than on a job-irrelevant OCQ, compared to when they are instructed to respond honestly. Finally, in a novel repeated-measures personnel selection paradigm (N = 259), we observed more overclaiming during a ‘selection’ assessment compared to a ‘research’ assessment, and that this job-application overclaiming behavior predicted deviant behavior following selection. Altogether, the results show that overclaiming behavior is most indicative of faking in job application assessments when an OCQ contains job-relevant (rather than job-irrelevant) content.

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