ABSTRACT

The use of personality measures has expanded at a rapid pace since their re-emergence as accepted predictors of job performance in the 1990s, and this expansion is likely to increase with the growth of unproctored Internet assessment (Tippins, 2009). This escalation in application was accompanied by a surge of personality research, reflected in the breadth and depth of the theoretical and empirical work contained in this volume. While some researchers may argue otherwise (e.g., Murphy & Dzieweczynski, 2005), our field has gained a much better understanding of the role of personality in the workplace in the last quarter century. However, one nagging concern, faking behavior, has continued to stymie personality researchers and practitioners. Discussion of the “F-word” is often unwelcome language in industrial-organizational (I/O) circles. But we feel a little adult language is necessary to get to the bottom of one of our more challenging measurement quandaries.