Response distortion on the Gordon Personal Inventory and the Gordon Personal Profile in a selection context: Some implications for predicting employee tenure

Abstract

Applied the Gordon Personal Inventory and the Gordon Personal Profile to investigate response distortion of forced-choice personality inventories and its implications for employee selection. An experimental group of female job applicants (n = 29) was told that their scores would be used in the selection decision, while the control group (n = 30) was first hired and then requested to take the inventories. No significant mean scale differences appeared between groups. Certain scales were significantly predictive of turnover in the experimental group but not in the control group; however, this relationship was not significantly moderated by the instructional set provided. (PsycInfo Database Record (c) 2025 APA, all rights reserved)