{"title":"Faking good and bad on self-reports versus informant-reports of Dark Triad personality","authors":"Sarah A. Walker, Carolyn MacCann","doi":"10.1111/ijsa.12465","DOIUrl":null,"url":null,"abstract":"<p>Research consistently demonstrates that people can distort their responses on self-report personality tests. Informant-reports (where a knowledgeable informant rates a target's personality) can be used as an alternative to self-ratings. However, there has been little research on the extent to which informants can distort their responses on personality tests (or their motives for response distortion). The current study examines the effects of experimentally induced response distortion on self- and informant-reports of the Dark Triad. The participants (<i>N</i> = 834 undergraduates) completed Dark Triad measures in a 2 × 3 between-person design crossing format (self- vs. informant-report [imagined friend]) with instruction condition (answer honestly, look good, or look bad). “Look good” effects were significant for both self-reports (<i>d</i> = −1.22 to 1.42) and informant-reports (<i>d</i> = −1.35 to 0.62). “Look bad” effects were also significant for both self-reports (<i>d</i> = −0.56 to 3.58) and informant-reports (<i>d</i> = −0.55 to 3.70). The Five Factor Machiavellianism Inventory results were opposite to hypotheses, but Dirty Dozen Machiavellianism results were as expected. We conclude that people can distort Dark Triad scores for themselves (self-report) and on behalf of someone else (informant-report). We discuss the relevance of our findings for self- and informant-report assessment in applied contexts.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 3","pages":"329-342"},"PeriodicalIF":2.6000,"publicationDate":"2024-03-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12465","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"International Journal of Selection and Assessment","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/ijsa.12465","RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
Research consistently demonstrates that people can distort their responses on self-report personality tests. Informant-reports (where a knowledgeable informant rates a target's personality) can be used as an alternative to self-ratings. However, there has been little research on the extent to which informants can distort their responses on personality tests (or their motives for response distortion). The current study examines the effects of experimentally induced response distortion on self- and informant-reports of the Dark Triad. The participants (N = 834 undergraduates) completed Dark Triad measures in a 2 × 3 between-person design crossing format (self- vs. informant-report [imagined friend]) with instruction condition (answer honestly, look good, or look bad). “Look good” effects were significant for both self-reports (d = −1.22 to 1.42) and informant-reports (d = −1.35 to 0.62). “Look bad” effects were also significant for both self-reports (d = −0.56 to 3.58) and informant-reports (d = −0.55 to 3.70). The Five Factor Machiavellianism Inventory results were opposite to hypotheses, but Dirty Dozen Machiavellianism results were as expected. We conclude that people can distort Dark Triad scores for themselves (self-report) and on behalf of someone else (informant-report). We discuss the relevance of our findings for self- and informant-report assessment in applied contexts.
期刊介绍:
The International Journal of Selection and Assessment publishes original articles related to all aspects of personnel selection, staffing, and assessment in organizations. Using an effective combination of academic research with professional-led best practice, IJSA aims to develop new knowledge and understanding in these important areas of work psychology and contemporary workforce management.