Warning against faking on a personality test: Effects on applicant reactions and personality test scores

To reduce faking on personality tests, applicants may be warned that a social desirability scale is embedded in the test. Although this procedure has been shown to substantially reduce faking, there is no data that addresses how such a warning may influence applicant reactions toward the selection procedure or the relationships among personality constructs. Using an organizational justice framework, this study examines the effect of warning on procedural justice perceptions. Additionally, the extent to which warning changes the relationships among personality variables, socially desirable responding, and organizational justice variables, was explored. The results suggest that warning did not negatively affect test-taker reactions. However, the relationships among the justice measures and the personality variables and socially desirable responding differed across the warned and unwarned groups. The organizational justice model fit best and there was less multicollinearity among the personality variables in the warned condition, compared to the unwarned condition. Thus, providing a warning appears to have positive consequences when using personality measures.