La falsification des réponses dans l'évaluation de la personnalité : une solution du côté des mesures indirectes ?

The use of responses to personality's self-reports in work and organisational psychology, and especially in personnel selection is questionable due to the possible faking of responses. Its potential threat to the validity of self-reports is deeply discussed and the attempts to take faking account are not convincing. The use of measures less susceptible to faking is so urgently needed. Recently, a large number of indirect (or implicit) measures have emerged, providing an appealing alternative because they are theoretically not under the voluntary control of the respondents. But these measures appear to be slightly fakeable, their construct validity remains largely questioned and their use raise deontological and ethical questions. Further researches are therefore necessary to determine the utility of indirect measurement for work and organizational psychology.