A Process Model of Applicant Faking on Overt Integrity Tests

To better understand the cognitive processes associated with faking behaviors, Ajzen?s Theory of Planned Behavior was adapted to the study of faking on overt integrity tests. This decision-based model is then expanded through the inclusion of a key outcome (counterproductive work behavior) and basic individual differences (conscientious personality and cognitive ability). Results from two student samples (n = 233 and n = 160) demonstrate that conscientiousness negatively predicts attitudes toward faking on employment tests, while cognitive ability predicts the ability to fake. In turn, faking ability moderates the effect of self-reported faking motive on actual test scores, while self-reported faking decreases the validity of integrity tests for predicting counterproductive work behaviors. Implications are discussed.