人才甄选中的人格测验作假研究的深入与拓展

摘要： 企业人才甄选情境下求职者很容易在人格测验中作假。至今有关作假的研究已包含作假的内涵、来源和识别等多个方面，也诞生了多种心理模型尝试解释作假产生的可能的心理机制，如作假动机与作假能力交互作用理论、作假计划行为理论、作假整合模型、一般作假行为模型以及作假的VIE模型，为后续理论研究点明方向。此外，作假应用领域中新兴的网络人格测验作假受到关注，在此介绍网络与纸笔测验两种形式下，人格测验作假行为、作假意向的不同。
Abstract: Faking behavior is likely appeared in psychological tests in occupational selection situations. This problem raises concerns that psychometrical and organizational management researchers try to explore whether candidates fake actions, why they do it, how they can make it, and how faking performance adversely affected the tests and so on. Now it is thought that faking is attributed to individual desire for job when applicants are in particular occupational selection situations, rather than social desirability or impression management. Other cases may also have impact on faking behavior----some objective factors, such as surrounding environment, tests’ forms and contents, and some subjective factors such as attitude, personality traits, ability, experiences, etc… Validity of personality tests would be affected as well as the enterprise employment decision since candidates do not express truly. Fortunately there are many methods and technologies helping people identify faking, like faking detection scale, IRT, forced-choice scales, warning, and so on. However, researchers start to realize that there’s still no theoretical framework to explain how these caus-es influence faking behavior. Frameworks of faking behavior and mental models have been built trying to explain how these factors lead to faking behavior, such as Snell’s faking motivation and faking ability interaction model, McFarland and Ryan’s faking plan behavior model, Muller-Hanson and his colleagues’ integration model of faking behavior, Goffin's general faking behavior model, as well as Ellingson and McFarland’s VIE theory model of applicants’ faking behavior. These models constructed to explore the psychological process of the faking behavior have provided many useful suggestions. Not only theoretical models of faking, the application field are also concerned. Today, the Internet is widely used for psychological research and other assessment domains. Many researches focus attention on the fakeability of psychological measures. Examination of the equivalence of pencil-and-paper and Internet-based versions of some psychological measures has been undertaken, with results suggesting the differences of faking behavior, faking intention in two kinds of tests. But the results cannot be seen as correct. To get more meaningful conclusions, further exploration should be done in