Roess, Michaella DelphineRoche, Maree A.2018-01-1820172018-01-182017Roess, M. D., & Roche, M. A. (2017). Job desire and response distortion in personality assessments. e-Journal of Social and Behavioural Research in Business, (2), 1–15.1838-8485https://hdl.handle.net/10289/11605Purpose: 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.application/pdfenThis article is published in the e-Journal of Social & Behavioural Research in Business. © e-JSBRB. Used with permission.Journal Article