| dc.contributor.author |
Schnure, Katherine Anne |
en_US |
| dc.date.accessioned |
2010-01-29T19:53:02Z |
|
| dc.date.accessioned |
2015-07-13T10:56:37Z |
|
| dc.date.available |
2010-01-29T19:53:02Z |
|
| dc.date.available |
2015-07-13T10:56:37Z |
|
| dc.date.issued |
2009-11-17 |
en_US |
| dc.identifier.uri |
http://hdl.handle.net/1853/31787 |
|
| dc.identifier.uri |
http://evidence.thinkportal.org/handle/1853/31787 |
|
| dc.description.abstract |
The effect of Socially Desirable Responding (SDR) and response distortion on personality and selection measures has been debated for decades (Edwards, 1957b; Messick&Jackson, 1961; Morgeson et al., 2007, Ones, Viswesvaran,&Reiss, 1996). One area of this broad topic that has received less attention over the years has been the effectiveness of the scales used to measure SDR when evidence of potential response distortion is present. Using a MANOVA, this study found significant differences between job candidate and incumbent responses on the scales of the 16PF (Cattell&Cattell, 1995), which can be indicative of SDR (Rosse et al., 1998). However, no difference between the groups was found on the Impression Management scale used to measure SDR. Differences based on the job function of the respondents were also explored. |
en_US |
| dc.publisher |
Georgia Institute of Technology |
en_US |
| dc.subject |
Personality measures |
en_US |
| dc.subject |
Social desirability |
en_US |
| dc.subject.lcsh |
Personality tests |
|
| dc.subject.lcsh |
Psychological tests |
|
| dc.subject.lcsh |
Self-report inventories |
|
| dc.subject.lcsh |
Self-evaluation |
|
| dc.title |
Response distortion and social desirability in high-level executives |
en_US |
| dc.type |
Thesis |
en_US |
| dc.description.degree |
M.S. |
en_US |
| dc.contributor.department |
Psychology |
en_US |
| dc.description.advisor |
Committee Chair: James, Lawrence; Committee Member: Parsons, Charles; Committee Member: Roberts, James |
en_US |