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Erschienen in: Journal of Business and Psychology 1/2019

16.12.2017 | Original Paper

Assessing Intentional Resume Deception: Development and Nomological Network of a Resume Fraud Measure

verfasst von: Christine A. Henle, Brian R. Dineen, Michelle K. Duffy

Erschienen in: Journal of Business and Psychology | Ausgabe 1/2019

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Abstract

Resume fraud is pervasive and has detrimental consequences, but researchers lack a way to study it. We develop and validate a measure for empirically investigating resume misrepresentations purposely designed to mislead recruiters. In study 1, an initial set of items designed to measure three theorized resume fraud dimensions (fabrication, embellishment, omission) are rated for content validity. In study 2, job seekers complete the measure and its factor structure is evaluated. In study 3, another sample of job seekers is surveyed to verify the measure’s factor structure and to provide evidence regarding construct validity. In study 4, working adults who recently conducted a job search are surveyed to determine which individuals are more likely to commit resume fraud and whether resume fraud relates to critical work behaviors. We confirm the three-factor structure of our measure and offer evidence of construct validity by showing that socially desirable responding, Machiavellianism, moral identity, conscientiousness, emotional stability, and agreeableness are related to resume fraud. Additionally, we find that resume fraud predicts reduced job performance and increased workplace deviance beyond deceptive interviewing behavior. Resume fraud is rarely studied despite the negative impact it can have on job-related outcomes. Researchers can use this measure to explore further the antecedents and outcomes of resume fraud and to advise recruiters on how to minimize it. We develop a measure focusing on intentional resume misrepresentations designed to deceive recruiters. This is one of the first studies to examine the antecedents and outcomes of resume fraud.
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Fußnoten
1
Although recommended by factor analysis experts (e.g., MacCallum et al., 1999; Velicer & Fava, 1998), we note that our strict item inclusion criteria might have led to some construct deficiency in exchange for desired internal consistency and parsimony. As a result, we reexamined the items from study 2 using less stringent standards (.50 for communalities and .70 for factor loadings) and found that the revised standards added 9 items (3 fabrication and 6 embellishment) to our original 11 (see Appendix for the additional items). Thus, we retained the full set of study 2 items in study 3 to test both models.
 
2
We combined the fabrication and embellishment items into a general measure of resume fraud in this study because our model did not predict any differential effects across these two dimensions.
 
3
As indicated in footnote 1, we also included the nine items retained when using less stringent item inclusion criteria for comparison purposes to the original version.
 
4
The fit indices for the longer version from study 2 approached acceptable levels (χ2 = 360.02 (167), χ2/df = 2.16, CFI = .94, TLI = .92, RMSEA = .08) but were inferior to indices for the original version (χ2 = 79.18 (41), χ2/df = 1.93, CFI = .98, TLI = .97, RMSEA = .07). Given these results, we believe the original version is superior, but recognize the longer version may still be a viable option. We retested our hypotheses and all the conclusions remained the same using the longer version. We continue with the original version because of its superior fit to the data, but in the Appendix, we italicize the additional items so that researchers can use whichever version best suits their needs.
 
5
Although not shown in Table 6, further analyses indicated that IFB did not explain significant incremental variance in any work behavior beyond resume fraud. Furthermore, all resume fraud dimensions that were significant remained significant when controlling for individual differences including SDR, Machiavellianism, moral identity, conscientiousness, emotional stability, and agreeableness. These results are available from the first author on request.
 
6
Study 3: measured cause model: χ2 = 757.33 (491), χ2/df = 1.54, CFI = .91, TLI = .89, RMSEA = .06 and original model: χ2 = 357.64 (174), χ2/df = 2.06, CFI = .93, TLI = .92, RMSEA = .08; χ2difference = 919.84, dfdifference = 437, p < .001. Study 4: measured cause model: χ2 = 2157.39 (856), χ2/df = 2.52, CFI = .86, TLI = .84, RMSEA = .08 and original model: χ2 = 1237.55 (419), χ2/df = 2.95, CFI = .90, TLI = .89, RMSEA = .09; χ2difference = 399.69, dfdifference = 317, p < .01.
 
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Metadaten
Titel
Assessing Intentional Resume Deception: Development and Nomological Network of a Resume Fraud Measure
verfasst von
Christine A. Henle
Brian R. Dineen
Michelle K. Duffy
Publikationsdatum
16.12.2017
Verlag
Springer US
Erschienen in
Journal of Business and Psychology / Ausgabe 1/2019
Print ISSN: 0889-3268
Elektronische ISSN: 1573-353X
DOI
https://doi.org/10.1007/s10869-017-9527-4

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