Document Type : Original Article

Authors

Allameh Tabataba'i University

Abstract

Concerns have been made about the personality characterize indices after the appearance of personality tests. In this regard, the aim of the present study was to compare the relationship between personality traits and social desirability in students with honest and faking responses. The present study was a causal-comparative study in which 235 students completed the research questionnaire. Subjects were randomly assigned into two groups: honest and faking. To collect the data in this study, NEO's personality questionnaire (1992) and social desirability scale by Crown and Marlow (1960) were used. The findings showed that there is a relationship between personality dimensions and social desirability, and this relationship is not meaningful between the two groups. Therefore, we can say that we must propose methods for controlling the probabilistic effect of social desirability in studies with a five-factor personality model.

Keywords

انیسی، جعفر؛ مجدیان، محمد؛ جوشن لو، محسن؛ گوهری کامل، زهرا. (1390). اعتبار و روایی فرم کوتاه پرسشنامه شخصیتی نئو در دانشجویان. مجله علوم رفتاری، 18، 361-356.
گروسی فرشی، میر تقی. (۱۳۸۰). رویکردهای نوین در ارزیابی شخصیت. تبریز: جامعه پژوه.
گنجی، حمزه. (1384). ارزشیابی شخصیت. تهران: ساوالان.
Bäckström, M., Björklund, F., & Larsson, M. R. (2009). Five-factor inventories have a major general factor related to social desirability which can be reduced by framing items neutrally. Journal of Research in Personality, 43(3), 335-344.
Biderman, M. D., & Nguyen, N. T. (2004). Structural equation models of faking ability in repeated measures designs. Paper presented at the 19th Annual Society for Industrial and Organizational Psychology Conference, Chicago, IL.
Biderman, M. D., & Nguyen, N. T. (2009). Measuring faking propensity. Paper presented at the 24th Annual Society for Industrial and Organizational Psychology Conference, New Orleans, LA.
Biderman, M. D., Nguyen, N. T., Mullins, B., & Luna, J. (2008). A method factor predictor of performance ratings. Paper pres
Biderman, M.D. Nguyen, N. T., & Cunningham, C. J. L. (2011). A method factor measure of self-concept. Paper presented at the 26th Annual Society for Industrial and Organizational Psychology Conference, Chicago, IL.
Block, J. (1995). A contrarian view of the five-factor approach to personality description. Psychological Bulletin, 117, 187–215.
Briggs, K. C., & Myers, I. B. (1998). Myers-Briggs Type Indicator Form M. Palo Alto, CA: Consulting Psychologists Press
Christiansen, N. D., Rozek, R. F., & Burns, G. (2010). Effects of social desirability scores on hiring judgments. Journal of Personnel Psychology, 9(1), 27-39.
Costa, P. T., Jr. (1996). Work and personality: Use of the NEO-PI-R in industrial/organizational psychology. Applied Psychology: An International Review, 45, 225–241.
Ellingson, J. E., Sackett, P. R., & Connelly, B. S. (2007). Personality assessment across selection and development contexts: Insights into response distortion. Journal of Applied Psychology, 92(2), 386-395.
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(2), 155-166.
Ellingson, J. E., Smith, D., & Sackett, P. R. (2001). Investigating the influence of social desirability on personality factor structure. Journal of Applied Psychology, 86(1), 122133.
Goffin, R. D., & Boyd, A. C. (2009). Faking and personality assessment in personnel selection: Advancing models of faking. Canadian Psychology/Psychologie canadienne, 50(3), 151160.
Goffin, R. D., & Christiansen, N. D. (2003). Correcting Personality Tests for Faking: A Review of Popular Personality Tests and an Initial Survey of Researchers. International Journal of Selection and Assessment, 11(4), 340-344.
Griffith, R. L., & Peterson, M. H. (2008). The failure of social desirability measures to capture applicant faking behavior. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1(3), 308-311.
Hartman, R. S. (1973). Hartman Values Profile. Knoxville, TN: Robert S. Hartman Institute. Heggestad, E. D., Morrison, M., Reeve, C. L., & McCloy, R. A. (2006). Forced-choice assessments of personality for selection: Evaluating issues of normative assessment and faking resistance. Journal of Applied Psychology, 91(1), 9-24.
Hough, L. M. (1998). Effects of intentional distortion in personality measurement and evaluation of suggested palliatives. Human Performance, 11(2-3), 209-244.
Hough, L. M., & Oswald, F. L. (2008). Personality testing and industrialorganizational psychology: Reflections, progress, and prospects. Industrial and Organizational Psychology, 1, 272–290.
Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990). Criterion-related validities of personality constructs and the effect of response distortion on those validities. Journal of Applied Psychology, 75(5), 581-595.