Strategic misrepresentation in personality testing: An experimental study using the public goods game
D. C. Woods
What the paper says
Personality tests are commonly used to hire suitable employees but this process is susceptible to strategic misrepresentation by job-seekers. This article uses a lab experiment as an analogy of such a hiring process by using a repeated public goods game (PGG) as a proxy for a cooperative work environment. Participants first complete a Big Five personality test, focusing on the trait of ‘Agreeableness’, which some previous studies have associated with prosocial cooperation in the PGG. Two groups are formed: a high Agreeableness group and a low Agreeableness group. The experiment manipulates the timing of revealing the group formation rule, as knowing the rule before the personality test allows for misrepresentation of Agreeableness. I find no evidence of substantial misrepresentation when the group formation rule is revealed before the personality test. I do find that Agreeableness group formation increases contributions for both high and low groups, but only when it is described to participants before the PGG. I find no evidence that Agreeableness is related to contributions in the PGG.
Evidence weight
Balanced mode · F 0.40 / M 0.15 / V 0.05 / R 0.40
| F · citation impact | 0.50 × 0.4 = 0.20 |
| M · momentum | 0.50 × 0.15 = 0.07 |
| V · venue signal | 0.50 × 0.05 = 0.03 |
| R · text relevance † | 0.50 × 0.4 = 0.20 |
† Text relevance is estimated at 0.50 on the detail page — for your query’s actual relevance score, open this paper from a search result.