Valence, Instrumentality, Expectancy, and Ability as Determinants of Faking, and the Effects of Faking on Criterion-Related Validity

Abstract We investigated individual differences in faking simulated high-stakes personality assessments through the lens of expectancy (VIE) theory, using a novel experimental paradigm. Three hundred ninety-eight participants (MTurk) completed “low-stakes” HEXACO assessment for research purposes. months later, we invited all 398 to compete an opportunity complete genuine, well-paid, one-off MTurk job, and 201 accepted. After viewing selection criteria, which described high levels perfectionism as critical selection, these part their applications (“high-stakes”). All were then informed successful performance task, with 189 accepting offer. The involved checking text data inconsistencies, captured two objective criteria. observed on measures diligence perfectionism. found that perceived job desirability (valence) was strongest (positive) determinant faking, along instrumentality expectancy. Honesty-humility also associated however, unexpectedly, association positive. When predictors combined, only remained significant motivational cognitive ability being positive predictor. no evidence moderated relations motivation faking. To investigate role predictive validity, split sample into those who had faked statistically large extent, not. validity higher amongst group faked.