心理学
心理信息
组织文化
人格
社会心理学
命题
五大性格特征
人员选择
公共关系
管理
梅德林
政治学
认识论
哲学
经济
法学
作者
Nicolas Roulin,Franciska Krings
摘要
We examine applicant faking as an adaptive response to the specific environment that applicants are confronted with. More specifically, we propose that applicants fake by adapting their responses to the culture of the hiring organization so that they display the personality profile that best matches the organization's culture. In other words, they fake in a targeted manner, to increase their person-organization (P-O) fit. We tested this proposition in 6 studies, including experiments and surveys, and focused on competitiveness and innovativeness as 2 central elements of organizational culture. Results confirm that applicants infer an ideal personality profile from elements of organizational culture and then adapt their responses on personality inventories accordingly. Faking to increase P-O fit was present, albeit slightly weaker, when accounting for the fact that applicants choose organizations that fit their values. Overall, this research highlights the adaptive component of faking and underlines that it should not be considered a behavior that only dishonest individuals show. (PsycINFO Database Record (c) 2020 APA, all rights reserved).
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