Bourdage, JoshuaLee, Clara2016-09-292016-09-2920162016http://hdl.handle.net/11023/3366The current study strives to validate the use of the overclaiming technique as a method of identifying individuals who would fake on a selection assessment in a workplace setting. In order to do so, there would need to be a negative relationship between Honesty-Humility and overclaiming. This is done by manipulating the situation to mirror a workplace selection context for both a student sample and an online MTurk sample by using Valence, Instrumentality, and Expectancy from Vroom’s expectancy theory. It is proposed that in these high-stakes situations, individuals low in Honesty-Humility may be more motivated to overclaim. This was not found to be the case, as Honesty-Humility and overclaiming remain unrelated. The use of the overclaiming technique as a selection tool is discussed, and the relationship between overclaiming and Openness to Experience is further explored.engUniversity of Calgary graduate students retain copyright ownership and moral rights for their thesis. You may use this material in any way that is permitted by the Copyright Act or through licensing that has been assigned to the document. For uses that are not allowable under copyright legislation or licensing, you are required to seek permission.Psychology--IndustrialPsychology--Personalityoverclaiming techniquefakingpersonality testsmaster thesis10.11575/PRISM/26379