CORRECTING THE 16PF FOR FAKING: EFFECTS ON CRITERION‐RELATED VALIDITY AND INDIVIDUAL HIRING DECISIONS
研究在组织情境下校正16PF人格测验的作假分数，发现校正对效标关联效度影响很小，但会改变个体招聘决策（谁被录用），取决于选拔比例。
The effects of correcting a personality measure for faking were evaluated within an organizational context. Two possible repercussions of score correction were studied using the 16PF personality inventory: the effect on criterion‐related validity and the effect on individual hiring decisions (i.e., which applicants would or would not be hired). Results indicated that correction for faking had little effect on criterion‐related validity. However, depending on the selection ratio, correction of scores would have resulted in different hiring decisions than those that would have been made on the basis of uncorrected scores. Implications for organizations using personality measures for selection and recommendations regarding the use of faking corrections are discussed.