The Study About The Faking Of Personality Measurement In Occupational Selection

The theory of Characteristics - factors think that the individual can be satisfied, and create a good performance, if the individual is suitable for a job. In recent years, there are a series of studies to prove the "big five" personality factors and job performance is closely linked. Facilitate the process of personnel selection, more and more organizations focus on personality assessment, to find the most suitable position talent. However, in the professional selection process, whether it is true to evaluation candidate's personality, what kind of personality measurement method can be the best to against a candidate's faking. Organizations and scholars continue to explore these questions.Among the various types of industry, if there is a work entirely depends on the personality characteristics of employees, it refers to sales, to reach the "general good" level, requires interpersonal skills and their attraction. Therefore, this study is based on personality traits of the "best salesman", which includes the four sub-dimensions of the "Big Five personality": altruism (agreeableness), Lok Kwan of (extraversion), self-discipline (responsibility), vulnerability (emotional stability). We develop a structured interview for measuring personality. Then we compare different methods of measuring personality in different contexts.This study used two methods of personality measurement: self-report personality tests and structured interview, in two situations about mock selection and real selection, on the three subjects. The mock selection used the method of experimentally simulating faking, the 158 participating subjects were randomly divided into "honest group (A group)" and "fake group (B group),"A group of subjects were instructed "to answer honestly" and B group were instructed "like a true job applicants for salesman to answer."Candidates who complete the NEO questionnaires and structured personality interview. In a real occupational selection situation, the 42 candidates for sales were introduced lattice NEO Personality questionnaires and structured interviews. The results of this study concluded that:(1) The personality of the excellent sales in the Big Five is mainly four personality dimensions: altruistic (agreeableness), Lok Kwan (extraversion), self-discipline (responsibility), vulnerability (emotional stability).(2) This study prove that the good reliability and construct validity of structured personality interview with the MTMM analysis and confirmatory factor analysis(3) In the simulated selection, the scores of four personality dimensions in "faking group"are significantly higher than that in"honest group" during self-report NEO personality test. This result shows that, using the self-report personality measurement method, the candidate would like to get jobs as long as the motivation to be able to forge its own true personality, towards the needs of job orientation of personality traits to answer.(4) In the simulated selection, the score of four personality dimensions in "faking group"are higher than that in"honest group" during structured personality interview. However, apart from self-discipline, the rest of dimensions are not significant. This result shows that the candidates are difficult to fake during the structural interview for assessing personality.(5) In the simulation selection, the effect size (d) between " honest group" and "faking group " who were conducted the self-report assessment of personality is significantly greater than the d statistics in structured interviews .(6) The guiding instruction of "liking the applicant to answer" had a negative impact on the self-report NEO personality test, but not on the structure of structural interview.(7) The NEO scores in true occupational selection are higher than that of the "faking group" in simulation selection, but were not significantly.(8) The scores of structural interview for assessment personality is no significant difference between the true occupational selection scores and the "faking group" of simulation selection, which shows that Simulation Study is effective, and the motivation is similar between simulation applications and candidates of real-life.