MALES VERSUS FEMALES ON FAKING BEHAVIOR IN PERSONALITY TESTING - An examination of gender differences

The use of noncognitive measures in selection has been contested on the basis of applicants' ability to fake their responses. In order to improve these useful tools, research identifying variables associated with applicant faking behavior is needed. This study examined the gender/faking relationship on personality measures. Previous literature in the area of academic dishonesty suggests that males may have more liberal attitudes than females toward cheating on tests (Whitley, Nelson, & Jones, 1999), but that actual behavior may not differ. Based on these findings, we hypothesized that gender would not be related to the amount of applicant faking in a personnel selection setting. Our results suggest that in fact gender differences do occur in applicant faking with a higher percentage of males engaging in applicant faking behavior. Differences were also found in the amount of applicant faking with males having significantly higher means levels.