职业选拔情境下人格测验作假研究

The Faking of Personality Tests Research in Occupational Selection Situations

在职业选拔情境下被试很容易对人格测验作假，从而制约了人格测验在企业中的应用。许多研究者在努力解决作假问题，分别就应聘者是否会作假，作假给人格测验带来的负面影响、应聘者如何作假以及如果应对作假等问题进行了深入的探讨。经过几十年的发展，该研究领域已经形成了包括实验诱导设计、已知群体设计和量表设计等几种特定的研究范式。研究结果显示，大多数应聘者会作假，但其负面影响并不严重；作假不同于社会称许性反应，它是一种工作称许性反应。目前的几种应对作假的方法尚存在一些问题，其有效性有待提高。总之，人格测验的作假作用明显，其研究难度较大，有待革新性理论和方法的出现。

Personality tests are easy to be faked in occupational selection situations， so that their validity is challenged. Many researchers applied themselves to solve the problems of faking and further explored whether or not and how candidates did fake， how faking adversely affected the tests and so on. During several decades， some special research patterns including experimental inducement， pre-group and scale designs gradually came out. Results showed that most of candidates did fake， while faking did not play an important role; faking was not social-desirability but job-desirability response. At present the methods coping with faking is not perfect with lower validity. In a conclusion， faking is a serious problem for personality tests which is difficult to settle， so it is imperative to develop regenerate theories and methods.