Newman, Daniel A.2010-01-142010-01-162017-04-072010-01-142010-01-162017-04-072008-122010-01-14http://hdl.handle.net/1969.1/ETD-TAMU-2008-12-99To better understand the cognitive processes associated with faking behaviors, Ajzen?s Theory of Planned Behavior was adapted to the study of faking on overt integrity tests. This decision-based model is then expanded through the inclusion of a key outcome (counterproductive work behavior) and basic individual differences (conscientious personality and cognitive ability). Results from two student samples (n = 233 and n = 160) demonstrate that conscientiousness negatively predicts attitudes toward faking on employment tests, while cognitive ability predicts the ability to fake. In turn, faking ability moderates the effect of self-reported faking motive on actual test scores, while self-reported faking decreases the validity of integrity tests for predicting counterproductive work behaviors. Implications are discussed.en-USFakingfaking abilityintegrityindividual differencesconscientiousnesscognitive abilityattitudesBook