Abstract. Forced choice (FC) personality questionnaires attempt to constrain job applicants from presenting idealized responses (or “faking”). FC questionnaires are designed by identifying items equally desirable in applicants, matching these into “blocks,” and instructing respondents to rank the items “most like” themselves. Nonetheless, how closely items should be matched remains unclear, and desirability seems dependent on the job. We investigated how strongly respondents ( N = 436) agreed regarding the “ideal” applicant response, while varying (a) how closely items were matched into blocks and (b) the job context. While the most closely matched blocks elicited slight agreement on an ideal response, agreement increased noticeably with poorer matching. Nonetheless, differences in item desirability between different job conditions were evident even in closely matched blocks.

中文翻译：

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发现“理想”的个性反应

摘要。强制选择（FC）人格问卷试图限制求职者呈现理想化的回答（或“假装”）。FC问卷的设计方法是确定申请人同样需要的项目，将这些项目匹配成“块”，并指导受访者对“最像”他们自己的项目进行排名。尽管如此，项目的匹配程度仍不清楚，而且是否可取似乎取决于工作。我们调查了受访者 (N = 436) 对“理想”申请人响应的同意程度，同时改变了 (a) 项目与块的匹配程度和 (b) 工作环境。虽然最紧密匹配的块在理想响应上引发了轻微的一致性，但随着匹配度的降低，一致性显着增加。尽管如此，