CAJ | 학술논문

企业人才甄选情境下求职者很容易在人格测验中作假。至今有关作假的研究已包含作假的内涵、来源和识别等多个方面，也诞生了多种心理模型尝试解释作假产生的心理机制，如作假动机与作假能力交互作用理论、作假计划行为理论、作假整合模型、一般作假行为模型以及作假的VIE模型，为后续理论研究点明方向。此外，作假应用领域中新兴的网络人格测验作假受到关注，在此介绍网络与纸笔测验两种形式下，人格测验作假行为、作假意向的不同。
기업인재견선정경하구직자흔용역재인격측험중작가。지금유관작가적연구이포함작가적내함、래원화식별등다개방면，야탄생료다충심리모형상시해석작가산생적심리궤제，여작가동궤여작가능력교호작용이론、작가계화행위이론、작가정합모형、일반작가행위모형이급작가적VIE모형，위후속이론연구점명방향。차외，작가응용영역중신흥적망락인격측험작가수도관주，재차개소망락여지필측험량충형식하，인격측험작가행위、작가의향적불동。
Faking behavior is likely appear in psychological tests in occupational selection situations. This problem raises concerns among psychometrical and organizational management researchers; and they want to determine whether candidates fake actions, why they do it, how they do it, and how faking performance adversely affect the tests and so on. Now it is believed that faking is attributed to individual desire for the job when applicants are in particular occupational selection situations, rather than social desirability or impression management. Other factors may also have impacts on faking behavior----some objective factors, such as the testing environment, the test＇s form and/or content, and some subjective factors such as attitude, personality traits, ability, and experiences. The validity of the personality tests, as well as the corporate hiring decision, would be affected since candidates do not express themselves truly. Fortunately there are many methods and technologies helping people identify faking, such as the faking detection scale, IRT, and the forced-choice scales. However, researchers start to realize that the theoretical frameworks to explain bow these causes influence faking behavior are lacking. Frameworks of faking behavior and mental models have been built to try to explain bow these factors lead to faking behavior, such as Snell＇s faking motivation and faking ability interaction model, McFarland and Ryan＇s faking plan behavior model, Muller-Hanson and his colleagues＇ integration model of faking behavior, Goffin＇s general faking behavior model, as well as Ellingson and McFarland＇s VIE theory model of applicants＇ faking behavior. These models, constructed to explore the psychological process of the faking behavior, have provided many useful suggestions. Not only theoretical models of faking but also their applications are of great interest to researchers. Today, the Internet is widely used for psychological research and other assessment domains. Many studies focus on the fakeability of psychological measures. Examination of the equivalence of pencil-and-paper and Internet-based versions of some psychological measures has been undertaken, with results suggesting the differences of the faking behavior and faking intention in the two kinds of test media. But the results are not convincing enough. To get more meaningful conclusions, further exploration should be done in the future. In the future, researchers could pay attention to the accuracy of those faking behavior models and cognitive neural mechanisms of faking action, explore the various factors related to the faking behaviors, find new methods to make clear the entire process of faking behavior, and predict candidates＇ faking performance through some factors related to faking that have been explored. Studies on faking theory and empirical research in online psychological tests could lead to a new approach in this field. Those potential environmental and individual effects on faking behavior in online tests may attract more attention, need new methods to explore these unresolved issues, and reveal more useful results.