<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1576-5962</journal-id>
<journal-title><![CDATA[Revista de Psicología del Trabajo y de las Organizaciones]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. psicol. trab. organ.]]></abbrev-journal-title>
<issn>1576-5962</issn>
<publisher>
<publisher-name><![CDATA[Colegio Oficial de la Psicología de Madrid]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1576-59622018000300009</article-id>
<article-id pub-id-type="doi">10.5093/jwop2018a23</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Faking resistance of a quasi-ipsative forced-choice personality inventory without algebraic dependence]]></article-title>
<article-title xml:lang="es"><![CDATA[Resistencia al falseamiento de un inventario de personalidad cuasi-ipsativo de elección forzada]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Salgado]]></surname>
<given-names><![CDATA[Jesús F.]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Lado]]></surname>
<given-names><![CDATA[Mario]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="A01">
<institution><![CDATA[,University of Santiago de Compostela  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>00</month>
<year>2018</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>00</month>
<year>2018</year>
</pub-date>
<volume>34</volume>
<numero>3</numero>
<fpage>213</fpage>
<lpage>216</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_arttext&amp;pid=S1576-59622018000300009&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_abstract&amp;pid=S1576-59622018000300009&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_pdf&amp;pid=S1576-59622018000300009&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT This short research note reports on a study on the robustness of a quasi-ipsative forced-choice (FC) personality inventory for controlling the effects of faking. A sample of 126 active managers was randomly divided in three independent groups, with 42 individuals per group. We used an experimental three-group design in which the independent variable was the instructional set (faking, neutral, and honest), and the dependent variables were the scores in the Big Five personality dimensions. The results showed that the average effect sizes were .01, -.02, and 0 for the comparisons among faking-honest, faking-neutral, and neutral-honest groups. These findings showed that the quasi-ipsative FC format with algebraic non-dependence among the scales is a very robust way of controlling faking. We recommend practitioners to use this technology for making personnel selection decisions.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN Este breve nota de investigación se centra en un estudio sobre la fortaleza de un inventario de personalidad cuasi-ipsativo de elección forzosa para controlar los efectos del falseamiento. Se dividió aleatoriamente la muestra de 126 ejecutivos en activo en tres grupos independientes de 42 sujetos cada uno. Se utilizó un diseño experimental de tres grupos en el que la variable independiente era el conjunto de instrucciones (falseamiento, neutralidad u honestidad) y las variables independientes estaban constituidas por las puntuaciones de las dimensiones de personalidad de los cinco grandes. Los resultados mostraron que el tamaño medio del efecto era .01, -.02 y 0 para las comparaciones entre los grupos falseamiento-honestidad, falseamiento-neutralidad y neutralidad-honestidad. Estos resultados manifiestan que el formato cuasi-ipsativo de elección forzada sin dependencia algebraica entre las escalas es un modo muy sólido de controlar el falseamiento. Recomendamos a los profesionales que utilicen esta tecnología a la hora de tomar decisiones en selección de personal.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Faking]]></kwd>
<kwd lng="en"><![CDATA[Quasi-ipsative]]></kwd>
<kwd lng="en"><![CDATA[Forced-choice]]></kwd>
<kwd lng="en"><![CDATA[Big Five]]></kwd>
<kwd lng="en"><![CDATA[Personality]]></kwd>
<kwd lng="es"><![CDATA[Falseamiento]]></kwd>
<kwd lng="es"><![CDATA[Cuasi-ipsativo]]></kwd>
<kwd lng="es"><![CDATA[Elección forzada]]></kwd>
<kwd lng="es"><![CDATA[Cinco grandes]]></kwd>
<kwd lng="es"><![CDATA[Personalidad]]></kwd>
</kwd-group>
</article-meta>
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