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Personal integrity and faking in the workplace: when competition matters

The result's identifiers

  • Result code in IS VaVaI

    <a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F61989592%3A15210%2F23%3A73619738" target="_blank" >RIV/61989592:15210/23:73619738 - isvavai.cz</a>

  • Result on the web

    <a href="https://doi.org/10.1007/s12144-023-04880-y" target="_blank" >https://doi.org/10.1007/s12144-023-04880-y</a>

  • DOI - Digital Object Identifier

    <a href="http://dx.doi.org/10.1007/s12144-023-04880-y" target="_blank" >10.1007/s12144-023-04880-y</a>

Alternative languages

  • Result language

    angličtina

  • Original language name

    Personal integrity and faking in the workplace: when competition matters

  • Original language description

    Despite the fact that employee faking or intentional response distortion is a critical concern in many workplace processes, the antecedents of this behavior are poorly understood. Based on signaling theory describing faking behavior as a strategic adaptation to competitive signals, this study examines the influence of personal integrity and perceived competition on faking. An online between-subjects experiment was carried out on a sample of teachers from elementary schools in selected regions of the Czech Republic (N = 470). The experimental group was subjected to competition-inducing instructions during the administration of the Occupational Integrity Scale (OIS) and the Balanced Inventory of Desirable Responding (BIDR-CZ), as an indicator of faking (impression management). Findings provided support for the moderating role of perceived competition on the link between impression management and personal integrity. Those who scored lower in reliability and moral sense (factors of OIS) exposed to competition-inducing instructions scored significantly higher on impression management than respondents in the control group, supporting the critical role of competition manipulation against excessive score inflation. Findings suggested that if organizations are not sure of the level of integrity of employees, they should not utilize competitive cues since individuals with low integrity tend to fake their responses to increase the person-organization fit. The managerial implications of these findings were discussed.

  • Czech name

  • Czech description

Classification

  • Type

    J<sub>imp</sub> - Article in a specialist periodical, which is included in the Web of Science database

  • CEP classification

  • OECD FORD branch

    50101 - Psychology (including human - machine relations)

Result continuities

  • Project

  • Continuities

    S - Specificky vyzkum na vysokych skolach

Others

  • Publication year

    2023

  • Confidentiality

    S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Data specific for result type

  • Name of the periodical

    CURRENT PSYCHOLOGY

  • ISSN

    1046-1310

  • e-ISSN

    1936-4733

  • Volume of the periodical

    2023

  • Issue of the periodical within the volume

    1

  • Country of publishing house

    US - UNITED STATES

  • Number of pages

    12

  • Pages from-to

    1-12

  • UT code for WoS article

    001029089600001

  • EID of the result in the Scopus database

    2-s2.0-85164918756