Overclaiming questionnaires (OCQs), which capture overclaiming behavior, or exaggerating one's knowledge about a given topic, have been proposed as potentially indicative of faking behaviors that plague self-report assessments in job application settings. The empirical evidence on the efficacy of OCQs in this respect is inconsistent, however. We draw from expectancy theory to reconcile these inconsistencies and identify the conditions under which overclaiming behavior will be most indicative of faking. We propose that the assessment context must be tied to an outcome with high valence, and that the content of the OCQ must match the perceived knowledge requirements of the target job, such that overclaiming knowledge of that content will be instrumental to receiving a job offer. We test these propositions through three studies. First, in a sample of 519 applicants to firefighter positions, we demonstrate that overclaiming on a job-relevant OCQ is positively associated with other indicators of faking and self-presentation. Next, we demonstrate through a repeated-measures experiment (N = 252) that participants in a simulated personnel selection setting overclaim more knowledge on a job-relevant OCQ than on a job-irrelevant OCQ, compared with when they are instructed to respond honestly. Finally, in a novel repeated-measures personnel selection paradigm (N = 259), we observed more overclaiming during a selection assessment compared with a research assessment, and we observed that this job-application overclaiming behavior predicted deviant behavior following selection. Altogether, the results show that overclaiming behavior is most indicative of faking in job application assessments when an OCQ contains job-relevant (rather than job-irrelevant) content. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

中文翻译：

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说谎者！说谎者！（当风险更高时）：了解如何使用高估技术来衡量人员选择中的造假。

过度声明问卷 (OCQ) 可以捕捉过度声明行为，或夸大一个人对特定主题的知识，已被提议作为在工作申请环境中困扰自我报告评估的虚假行为的潜在指示。然而，关于 OCQ 在这方面的功效的经验证据并不一致。我们借鉴期望理论来调和这些不一致，并确定在哪些条件下过度声明行为最能表明造假。我们建议评估上下文必须与高效价的结果相关联，并且 OCQ 的内容必须与目标工作的感知知识要求相匹配，这样过度声明该内容的知识将有助于获得工作机会。我们通过三项研究来检验这些命题。第一的，在 519 名消防员职位申请者的样本中，我们证明了对与工作相关的 OCQ 的过度要求与其他虚假和自我展示指标呈正相关。接下来，我们通过重复测量实验 (N = 252) 证明，与被指示诚实回答时相比，模拟人员选择环境中的参与者对与工作相关的 OCQ 的知识比对与工作无关的 OCQ 的知识多。最后，在一个新的重复测量人员选择范式（N = 259）中，与研究评估相比，我们在选择评估期间观察到更多的过度要求，并且我们观察到这种工作申请过度要求行为预测了选择后的越轨行为。共，结果表明，当 OCQ 包含与工作相关（而不是与工作无关）的内容时，过度声明行为最能表明在工作申请评估中作假。（PsycINFO 数据库记录 (c) 2019 APA，保留所有权利）。