Chapter 6: Males Versus Females on Faking Behavior in Personality Testing: An Examination of Gender Differences

Increased utilization of personality inventories has recently ensued within the selection context stemming from the recognition that personality constructs can be categorized into a descriptive taxonomy referred to as the five-factor model (FFM) (Barrick & Mount, 1991; Digman, 1990). The contribution of the FFM has guided research and application of personality in a common fashion, increasing consensus and generalizability across researchers and fields of study, occupations, and cultures (Barrick & Mount, 1991; Salgado, 1997; Tett, Jackson, & Rothstein, 1991). Furthermore, prior research contended that personality measures contain desirable characteristics, such as producing and low adverse impact (Hough & Oswald, 2000). In addition, these measures have been suggested to be useful in promoting social justice, and may increase organizational productivity when used in preemployment screening (Hogan, Hogan, & Roberts, 1996). Most notably in relation to selection, previous examinations have demonstrated the value of personality as a predictor of job performance and other work-related behaviors (Barrick & Mount, 1996; Tett et al., 1991).