The Study Of Faking In Interview Personality Test Based On The Theory Of Planned Behavior

With rapid development of the economic today, Human Resources have become an important factor in enterprise to win in the competition, therefore recruiting suitable candidate is particularly important for the development of a company. Through Effective occupation recruitment and selection, good people post match can be achieved, and the efficiencies of all aspects of society and organization can be increased. Personality Test has the advantages of being easily operated and information-rich as well as that personality measures may provide evidence for post match and predict job-relevant criteria without demonstrating adverse impact. so it is widely used in recruitment of some companies. However, despite these encouraging developments, most personality assessments used in selection are self-report and may therefore be susceptible to make some impression management (i.e., faking good). which inflects a huge resistance of expanding the use of psychological test in the recruitment. The fake in interview personality test led to considerable debate and concern. what affect the fake behavior in interview and how to reduce the rates of applicant who faked also become a concern among researchers. There has been a series of achievements, but most of the researches were based on the background of western country rarely in china. This study applied the theory of planned behavior to faking in personality test in the interview from the perspective of the theory of planned behavior, studying the factors that affect fake and mechanism In Chinese background, so as to provide the evidence for reducing the faking behaviors in the interview. Beyond this theme, our study involved 249 valid subjects in the questionnaire survey to answer following problems.Study one:First,measure the job desirability of every item in Big five personality test, then choose the items with high job desirability score. Find the differences between the responses of candidates in honest environment and in applying environments.Study two:in the context of Chinese culture, explore the effects of willingness to fake on faking mechanisms based on the theory of planned behavior. Inspect the intermediary role of faking willing among the attitude to fake, faking subjective norms, and control and perception of faking behaviors. And on this basis, further discussion on the adjusting effects of self-monitoring between the faking willingness and faking behavior.Finally, we analyzed the limitations and prospects basing on the results of our study, to provide valuable suggestions to reduce fake in interview.