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首页> 外文期刊>Journal of Applied Psychology >The impact of corrections for faking on the validity of noncognitive measures in selection settings
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The impact of corrections for faking on the validity of noncognitive measures in selection settings

机译：伪造纠正对选择环境中非认知措施有效性的影响

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摘要

In selection research and practice, there have been many attempts to correct scores on noncognitive measures for applicants who may have faked their responses somehow. A related approach with more impact would be identifying and removing faking applicants from consideration for employment entirely, replacing them with high-scoring alternatives. The current study demonstrates that under typical conditions found in selection, even this latter approach has minimal impact on mean performance levels. Results indicate about A SD change in mean performance across a range of typical correlations between a faking measure and the criterion. Where trait scores were corrected only for suspected faking, and applicants not removed or replaced, the minimal impact the authors found on mean performance was reduced even further. By comparison, the impact of selection ratio and test validity is much larger across a range of realistic levels of selection ratios and validities. If selection researchers are interested only in maximizing predicted performance or validity, the use of faking measures to correct scores or remove applicants from further employment consideration will produce minimal effects.
机译：在选择研究和实践中，已经进行了许多尝试来纠正可能以某种方式伪造其回答的申请人的非认知测验分数。一种具有更大影响力的相关方法是，将伪造的申请人完全排除在考虑范围之外，并用高分的替代方案代替他们。当前的研究表明，在选择中发现的典型条件下，即使后一种方法对平均绩效水平的影响也很小。结果表明，在伪造量度与标准之间的一系列典型相关性中，平均表现的标准差会发生变化。如果仅针对可疑的伪造品纠正了特质分数，而申请人没有被删除或更换，则作者发现的对平均表现的最小影响甚至进一步降低了。相比之下，选择率和测试有效性的影响在选择率和有效性的现实水平范围内要大得多。如果选拔研究人员仅对最大程度地提高预期绩效或有效性感兴趣，则使用伪造措施纠正分数或将申请人从进一步的就业考虑中剔除将产生最小的影响。

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