Review of the Models of Fake Response Determinants in Personality Questionnaires in Job Selection

Abstract

Faking behavior on personality questionnaires can be defined as a respondent’s tendency to consciously give incorrect answers in order to increase chances for obtaining their goal, e.g. getting the job. Given the fact that it is a behavior which is neither easily detected nor measured, from both theoretical and practical perspectives, it is important to identify the factors which determine whether applicants will fake their responses, and to what extent. In attempts to answer this question, in the last decade several groups of authors have systemized possible factors and suggested the models which specify key determinants of faking behavior and their mutual relationships. Since the models have been developed in a short period of time, they mostly do not refer to each other. Consequently, various authors often use different labels for the same determinants, as well as the same labels for different determinants, while in scarce empirical studies they measure the same constructs variously. Hence, the goal of this overview is to systematically present and critically review all relevant models of faking. The overview is concluded by emphasizing the similarities and differences between the models, which can serve as the basis for future research on faking determinants in a selection context.