Job desire and response distortion in personality assessments
Roess, M. D., & Roche, M. A. (2017). Job desire and response distortion in personality assessments. e-Journal of Social and Behavioural Research in Business, (2), 1–15.
Permanent Research Commons link: https://hdl.handle.net/10289/11605
Purpose: The purpose of this study was to assess whether individuals engage in response distortion when applying for which they are highly motivated by job desire. Design/Method/Approach: Participants completed questionnaires regarding scenarios of different jobs to assess the level of job desire and personality dimensions. Personality dimensions were assessed using the 50 item IPIP to determine a representation of the Big Five factor framework commonly relied upon by HR managers. The data was analysed by the use of ttests to determine statistical significance. Findings: Response distortion was found to be significantly higher for all personality variables in the high job desire than in the low job desire. Implications: The results indicate that merely applying for a job can not be assumed to mean that every applicant has the same level of motivation, job desire, and that consequently, the responses to the personality dimensions may be distorted.
This article is published in the e-Journal of Social & Behavioural Research in Business. © e-JSBRB. Used with permission.