Influence of coaching on integrity test performance and unlikely virtues scale scores

Human Performance

Volumn 15, Issue 3, 2002, Pages 255-273

  Hurtz, Gregory M ^a,b   Alliger, George M ^c  

^a STATE UNIVERSITY OF NEW YORK   (United States)

^b CALIFORNIA STATE UNIVERSITY   (United States)

^c NONE

Author keywords

[No Author keywords available]

Indexed keywords

EID: 0036373765     PISSN: 08959285     EISSN: None     Source Type: Journal    
DOI: 10.1207/S15327043HUP1503_02     Document Type: Article

References (29)

1. Allalouf, A., & Ben-Shakhar, G. (1998). The effect of coaching on the predictive validity of Scholastic Aptitude Tests. Journal of Educational Measurement, 35, 31-47.
2. Alliger, G. M., Lilienfeld, S. O., & Mitchell, K. E. (1996). The susceptibility of overt and covert integrity tests to coaching and faking. Psychological Science, 7, 32-39.
3. Bangert-Drowns, R. L., Kulik, J. A., & Kulik, C. C. (1983). Effects of coaching programs on achievement test performance. Review of Educational Research, 53, 571-585.
4. Becker, B. J. (1990). Coaching for the Scholastic Aptitude Test: Further synthesis and appraisal. Review of Educational Research, 60, 373-417.
5. Burke, E. F. ( 1997). A short note on the persistence of retest effects on aptitude scores. Journal of Occupational and Organizational Psychology, 70, 295-301.
6. Camara, W. J., & Schneider, D. L. (1994). Integrity tests: Facts and unresolved issues. American Psychologist, 49, 112-119.
7. Christiansen, N. D., Goffin, R. D., Johnston, N. G., & Rothstein, M. G. (1994). Correcting the 16PF for faking: Effects on criterion-related validity and individual hiring decisions. Personnel Psychology, 47, 847-860.
8. Cunningham, M. R., Wong, D. T., & Barbee, A. P. (1994). Self-presentation dynamics on overt integrity tests: Experimental studies of the Reid Report. Journal of Applied Psychology, 79, 643-658.
9. Dwight, S. A., & Alliger, G. M. (1997, April). Using response latencies to identify overt integrity test dissimulation. Paper presented at the annual conference of the Society for Industrial and Organizational Psychology, St. Louis, MO.
10. Ellingson, J. E., Sackett, P. R., & Hough, L. M. (1999). Social desirability corrections in personality measurement: Issues of applicant comparison and construct validity. Journal of Applied Psychology, 84, 155-166.
11. Gough, H. G. (1972). Manual for the Personnel Reaction Blank. Palo Alto, CA: Consulting Psychologists Press.
12. Hansen, T. L., & McLellan, R. A. (1997, April). Social desirability and item content. Paper presented at the annual conference of the Society for Industrial and Organizational Psychology, St. Louis, MO.
13. Hough, L. M. (1991). Personnel Reaction Blank (1988 Edition). In D. J. Keyser & R. L. Sweetland (Eds.), Test critiques Vol. VIII (pp. 563-569). Kansas City, MO: PRO-ED.
14. Hough, L. M. (1998). Effects of intentional distortion in personality measurement and evaluation of suggested palliatives. Human Performance, 11, 209-244.
15. Hurtz, G. M., & Bohon, L. M. (1997, April). Impression management on personality-based employee selection tests. Paper presented at the annual conference of the Society for Industrial and Organizational Psychology, St. Louis, MO.
16. Mook, D. G. (1983). In defense of external invalidity. American Psychologist, 38, 379-387.
17. Mount, M. K., & Barrick, M. R. (1995). The Big Five personality dimensions: Implications for research and practice in human resources management. In K. M. Rowland & G. Ferris (Eds.), Research in personnel and human resources management, 13 (pp. 153-200). Greenwich, CT: JAI.
18. Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory (3rd ed.). New York: McGraw-Hill.
19. Paajanen, G. E. (1988). The prediction of counterproductive behavior by individual and organizational variables. Unpublished doctoral dissertation, University of Minnesota.
20. Paulhus, D. L., Bruce, M. N., & Trapnell, P. D. (1995). Effects of self-presentation strategies on personality profiles and their structure. Personality and Social Psychology Bulletin, 21, 100-108.
21. Rosse, J. G., Stecher, M. D., Miller, J. L., & Levin, R. A. (1998). The impact of response distortion on preemployment personality testing and hiring decisions. Journal of Applied Psychology, 83, 634-644.
22. Ryan, A. M., & Sackett, P. R. (1987). Pre-employment honesty testing: Fakeability, reactions of test takers, and company image. Journal of Business and Psychology, 1, 248-256.
23. Sackett, P. R., Burris, L. R., & Ryan, A. M. (1989). Coaching and practice effects in personnel selection. In C. L. Cooper & I. Robertson (Eds.), International Review of Industrial and Organizational Psychology (pp. 145-183). New York: John Wiley.
24. Sackett, P. R., & Wanek, J. E. (1996). New developments in the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection. Personnel Psychology, 49, 787-829.
25. Schmit, M. J., & Ryan, A. M. (1993). The Big Five in personnel selection: Factor structure in applicant and nonapplicant populations. Journal of Applied Psychology, 78, 966-974.
26. Source, U. R. (1993). How to hack honesty. 2600 Magazine, 10(3), 20-23.
27. Steinberg, E. P. (1991). Emergency dispatcher/911 operator. New York: ARCO/Prentice Hall.
28. Tellegen, A. (1982). Manual for the Multidimensional Personality Questionnaire. Unpublished manuscript, University of Minnesota.
29. Whyte, W. H. (1975). How to cheat on personality tests. In A. Liebers (Ed.), How to pass employment tests (pp. 96-100). New York: ARCO.