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Neutralisera mera! Neutraliserade items inverkan på skönmålning vid personlighetstestning i rekryteringssammanhang.

Levay, Lukas LU and Österberg, Henrik LU (2017) PSPT02 20162
Department of Psychology
Abstract
Personality inventories are commonly used in companies’ personnel selection and recruitment, because they increase the predictive validity. A problem is that some jobseekers respond in a social desirable way to increase their chances of employment, which is possible since many inventories are based on self-ratings. Previous studies have shown reduced social desirable responding (SDR) when inventory items are neutralized, making them less evaluative. However, neutralized inventories have only been studied outside personnel selection context, with participants responding anonymously. The main purpose of this study was to investigate if neutralized items in personality inventories also reduce faking in a personnel selection context. The... (More)
Personality inventories are commonly used in companies’ personnel selection and recruitment, because they increase the predictive validity. A problem is that some jobseekers respond in a social desirable way to increase their chances of employment, which is possible since many inventories are based on self-ratings. Previous studies have shown reduced social desirable responding (SDR) when inventory items are neutralized, making them less evaluative. However, neutralized inventories have only been studied outside personnel selection context, with participants responding anonymously. The main purpose of this study was to investigate if neutralized items in personality inventories also reduce faking in a personnel selection context. The secondary purpose was to investigate if SDR is moderated by type of job and job specification. The study was based on results from 70 participants applying for jobs at 4 different companies. The design included inventories with evaluative and neutralized personality items, based on the Five Factor Model. The participant’s results were compared with norm groups. Results showed less SDR for inventories using neutralized items compared with an inventory with evaluative items. SDR seemed to be moderated by type of job and job specification, but not as predicted. The study has a practical value for inventory developers, since reduced SDR can contribute to increased predictive validity, and a more fair selection. (Less)
Abstract (Swedish)
Personlighetstest är vanligt förekommande i samband med rekrytering på arbetsmarknaden, då det ökar den prediktiva validiteten. Ett problem är att vissa arbetssökande skönmålar sina svar för att öka chansen till anställning, vilket är möjligt då många test använder sig av självskattning. Tidigare har man funnit att neutraliserade testitems har lyckats motverka skönmålning. Metoden har emellertid endast undersökts utanför rekryteringssammanhang, där personerna svarat anonymt och resultatet har saknat betydelse. Denna studies huvudsakliga syfte var att undersöka om neutraliserade testitems i personlighetstest minskar skönmålning även i samband med rekrytering på arbetsmarknaden. Det sekundära syftet var att undersöka om skönmålning modereras... (More)
Personlighetstest är vanligt förekommande i samband med rekrytering på arbetsmarknaden, då det ökar den prediktiva validiteten. Ett problem är att vissa arbetssökande skönmålar sina svar för att öka chansen till anställning, vilket är möjligt då många test använder sig av självskattning. Tidigare har man funnit att neutraliserade testitems har lyckats motverka skönmålning. Metoden har emellertid endast undersökts utanför rekryteringssammanhang, där personerna svarat anonymt och resultatet har saknat betydelse. Denna studies huvudsakliga syfte var att undersöka om neutraliserade testitems i personlighetstest minskar skönmålning även i samband med rekrytering på arbetsmarknaden. Det sekundära syftet var att undersöka om skönmålning modereras av sökt tjänst och dess kravprofil. Studien baserades på testresultat från 70 arbetssökande till fyra olika företags reella rekryteringsprocesser. Testet bestod av evaluativa och neutraliserade personlighetsitems, baserade på femfaktormodellen och deltagarnas resultat jämfördes med resultat hos normgrupper. Resultatet visade att neutraliserade items var mer motståndskraftiga mot skönmålning än evaluativa items. Typ av tjänst och kravprofil verkade moderera skönmålning men inte som predicerat. Studien har ett praktiskt värde för testutvecklare, då minskad skönmålning kan bidra till ökad prediktiv validitet och rättvisare urval. (Less)
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author
Levay, Lukas LU and Österberg, Henrik LU
supervisor
organization
course
PSPT02 20162
year
type
H3 - Professional qualifications (4 Years - )
subject
keywords
Social Desirability Responding, SDR, Personality inventory, Personnel selection, Neutralized items, Five Factor Model, Skönmålning, Social Önskvärdhet, Personlighetstest, Rekrytering, Neutraliserade items, Femfaktormodellen
language
Swedish
id
8898779
date added to LUP
2017-01-13 11:58:50
date last changed
2017-01-13 11:58:50
@misc{8898779,
  abstract     = {Personality inventories are commonly used in companies’ personnel selection and recruitment, because they increase the predictive validity. A problem is that some jobseekers respond in a social desirable way to increase their chances of employment, which is possible since many inventories are based on self-ratings. Previous studies have shown reduced social desirable responding (SDR) when inventory items are neutralized, making them less evaluative. However, neutralized inventories have only been studied outside personnel selection context, with participants responding anonymously. The main purpose of this study was to investigate if neutralized items in personality inventories also reduce faking in a personnel selection context. The secondary purpose was to investigate if SDR is moderated by type of job and job specification. The study was based on results from 70 participants applying for jobs at 4 different companies. The design included inventories with evaluative and neutralized personality items, based on the Five Factor Model. The participant’s results were compared with norm groups. Results showed less SDR for inventories using neutralized items compared with an inventory with evaluative items. SDR seemed to be moderated by type of job and job specification, but not as predicted. The study has a practical value for inventory developers, since reduced SDR can contribute to increased predictive validity, and a more fair selection.},
  author       = {Levay, Lukas and Österberg, Henrik},
  keyword      = {Social Desirability Responding,SDR,Personality inventory,Personnel selection,Neutralized items,Five Factor Model,Skönmålning,Social Önskvärdhet,Personlighetstest,Rekrytering,Neutraliserade items,Femfaktormodellen},
  language     = {swe},
  note         = {Student Paper},
  title        = {Neutralisera mera! Neutraliserade items inverkan på skönmålning vid personlighetstestning i rekryteringssammanhang.},
  year         = {2017},
}