Browsing by Author "de Kock, Francois S"

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    Training Interviewers to Spot ‘Faking’ in Employment Interviews: Can Frame of Reference Training Enhance Cue Detection, Cue Utilisation, and Overall Profile Accuracy for Rating Candidate Deceptive Impression Management?
    (2019) Martin, Megan Anne; de Kock, Francois S
    Deceptive Impression Management (DIM), defined as faking in order to be perceived positively, is frequently used by candidates in employment interviews. DIM is problematic because it is difficult for interviewers to accurately rate, leading to unsound interview evaluations. This invalidates employment interviews because the best candidate is not selected for the job (i.e., deceptive candidates are hired above preferable honest candidates). Deceptive candidates’ good interview performance is negatively related to desired organisational outcomes (i.e., once hired, deceptive candidates are more likely to underperform on the job, as well as engage in undesirable workplace behaviours such as lack of effort and/or theft). Drawing on the Realistic Accuracy Model (RAM), it is argued that interviewers do not detect and/or utilise relevant and available DIM cues because they have not been taught to do so. The present study uses a post-test only true experimental design to determine whether students can be trained to accurately rate targets’ DIM. A Frame of Reference Training (FORT) intervention was developed, implemented, and evaluated. FORT aimed to teach experimental group participants to detect and utilise relevant and available DIM cues and to make accurate overall DIM profile ratings. Results show that FORT had a positive effect on DIM cue detection, but no effect on either DIM cue utilisation accuracy or overall DIM profile rating accuracy. Findings are attributed to the moderators of the ‘good judge’, ‘good information’ as well as the design and implementation of the FORT intervention. Because FORT had a positive effect on DIM cue detection accuracy, it is concluded that raters’ behaviour observation ability can be learned and improved with training. To the knowledge of the researcher and research supervisor, this is the first study to: (1) determine the trainability of DIM using FORT; (2) support and disentangle RAM by measuring the effect of FORT on each stage of RAM independently; (3) indirectly examine new dispositional reasoning schemas pertaining to DIM. Keywords: deceptive impression management (DIM), Frame of Reference training (FOR), Realistic Accuracy Model (RAM), accuracy, employment interviews.
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    Understanding the relationship between interviewers' dispositional reasoning and judgement accuracy of deceptive impression management in interviews: does the accuracy measure matter?
    (2022) Magangane, Yoliswa Mzuzile; de Kock, Francois S
    Deceptive impression management (DIM) refers to faking to create a positive image of oneself in an interview. The use of DIM poses a potential risk to organisations and threatens the validity of interviews. The risks of hiring an employee who does not meet the required performance standards and unnecessary turnover emphasise the importance to detect DIM in interviews. Previous research suggested that judges with higher dispositional reasoning ability are better at accurately judging DIM in interviews. However, recent research suggests that accuracy measures that distinguish between normative and distinctive elements may shed light on unique aspects of accuracy. For example, normative profile accuracy refers to the degree to which a judge can consistently judge a target in line with the expected trait profile average, whereas distinctive profile accuracy refers to the extent to which a judge can differentiate trait levels across targets. This secondary research study sought to understand the relationship between raters' dispositional reasoning and their DIM detection accuracy, operationalised as both normative and distinctive accuracy. To this end, primary data from a previous study were re-analysed, but using fresh operationalisations of accuracy that distinguished between normative and distinctive elements. The primary study, conducted in a sample of South African university students (N = 516), required students to rate the levels of DIM in interview transcripts written to depict different levels and types of impression management. Results show that judges who were higher in dispositional reasoning ability were able to accurately judge DIM in interviews, irrespective of how accuracy was operationalised. As criterion validity was consistent across normative and distinctive profile accuracy measures, the results of the study suggest the choice of accuracy measure in the study was not a study artefact. Keywords: deceptive impression management, dispositional reasoning, individual differences, normative profile accuracy, distinctive profile accuracy, interviews.