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    Liar! Liar! (When Stakes Are Higher): Understanding How the Overclaiming Technique Can Be Used to Measure Faking in Personnel Selection

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    Author
    Dunlop, PD; Bourdage, JS; de Vries, RE; McNeill, IM; Jorritsma, K; Orchard, M; Austen, T; Baines, T; Choe, W-K
    Date
    2020-08-01
    Source Title
    Journal of Applied Psychology
    Publisher
    AMER PSYCHOLOGICAL ASSOC
    University of Melbourne Author/s
    McNeill, Ilona
    Affiliation
    Melbourne School of Psychological Sciences
    Metadata
    Show full item record
    Document Type
    Journal Article
    Citations
    Dunlop, P. D., Bourdage, J. S., de Vries, R. E., McNeill, I. M., Jorritsma, K., Orchard, M., Austen, T., Baines, T. & Choe, W. -K. (2020). Liar! Liar! (When Stakes Are Higher): Understanding How the Overclaiming Technique Can Be Used to Measure Faking in Personnel Selection. JOURNAL OF APPLIED PSYCHOLOGY, 105 (8), pp.784-799. https://doi.org/10.1037/apl0000463.
    Access Status
    Access this item via the Open Access location
    URI
    http://hdl.handle.net/11343/253969
    DOI
    10.1037/apl0000463
    Open Access URL
    https://espace.curtin.edu.au/bitstream/20.500.11937/76627/2/76871.pdf
    Abstract
    Overclaiming questionnaires (OCQs), which capture overclaiming behavior, or exaggerating one's knowledge about a given topic, have been proposed as potentially indicative of faking behaviors that plague self-report assessments in job application settings. The empirical evidence on the efficacy of OCQs in this respect is inconsistent, however. We draw from expectancy theory to reconcile these inconsistencies and identify the conditions under which overclaiming behavior will be most indicative of faking. We propose that the assessment context must be tied to an outcome with high valence, and that the content of the OCQ must match the perceived knowledge requirements of the target job, such that overclaiming knowledge of that content will be instrumental to receiving a job offer. We test these propositions through three studies. First, in a sample of 519 applicants to firefighter positions, we demonstrate that overclaiming on a job-relevant OCQ is positively associated with other indicators of faking and self-presentation. Next, we demonstrate through a repeated-measures experiment (N = 252) that participants in a simulated personnel selection setting overclaim more knowledge on a job-relevant OCQ than on a job-irrelevant OCQ, compared with when they are instructed to respond honestly. Finally, in a novel repeated-measures personnel selection paradigm (N = 259), we observed more overclaiming during a selection assessment compared with a research assessment, and we observed that this job-application overclaiming behavior predicted deviant behavior following selection. Altogether, the results show that overclaiming behavior is most indicative of faking in job application assessments when an OCQ contains job-relevant (rather than job-irrelevant) content. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

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