Proceedings of 9th Annual London Business Research Conference
4 - 5 August 2014, Imperial College, London, UK, ISBN: 978-1-922069-56-6
The Faking Mechanism of Candidates in Situational Judgment
Test in Personnel Selection: The Interactive Relationship of
Warning and the Ability to Identify Criteria
Zhang Mengqi* and Bian Ran and Che Hongsheng
In order to reveal the mechanism of faking in the area of personnel selection,
experimental situational approach is taken in this study. Participants in this
experiment consisted of 140 undergraduate volunteers, The Situational
Judgment Test for Volunteers of the 2008 Beijing Olympic Games was used
as the experimental material. Through variation in two aspects of the
experiment, situation (selection situation/honest situation) ×warning on faking
(yes/no) , This research studies the effects of Warning and Ability to Identify
Criteria (ATIC) on faking. Based on the results, this study concludes: ○1 The
Situational Judgment Test can be faked. ○2 ATIC affects faking and can
positively predicts faking. ○3 The interaction between ATIC and warning can
predict faking. More specifically, for candidates with a lower level of ATIC,
providing a warning can decrease faking. Conversely, for candidates with a
higher level of ATIC, a warning can increase faking.
*Zhang Mengqi, Department of Psychology, Beijing Normal University, Email: zmq0930@gmail.com