Neil Christiansen

Central Michigan University, Mount Pleasant, MI, United States 
Industrial Psychology, Personality Psychology
"Neil Christiansen"
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Speer AB, Christiansen ND, Goffin RD, et al. (2014) Situational bandwidth and the criterion-related validity of assessment center ratings: Is cross-exercise convergence always desirable? Journal of Applied Psychology. 99: 282-295
Christiansen ND, Quirk SW, Robie C, et al. (2014) Light Already Defines the Darkness: Understanding Normal and Maladaptive Personality in the Workplace Industrial and Organizational Psychology. 7: 138-143
Sliter KA, Christiansen ND. (2012) Effects of targeted self-coaching on applicant distortion of personality measures Journal of Personnel Psychology. 11: 169-175
Tett RP, Freund KA, Christiansen ND, et al. (2012) Faking on self-report emotional intelligence and personality tests: Effects of faking opportunity, cognitive ability, and job type Personality and Individual Differences. 52: 195-201
Roscoe DD, Christiansen ND. (2010) Exploring the attitudinal structure of partisanship Journal of Applied Social Psychology. 40: 2232-2266
Webster JR, Beehr TA, Christiansen ND. (2010) Toward a better understanding of the effects of hindrance and challenge stressors on work behavior Journal of Vocational Behavior. 76: 68-77
Tett RP, Christiansen ND. (2008) Personality assessment in organizations The Sage Handbook of Personality Theory and Assessment: Volume 1 - Personality Theories and Models. 720-742
Tett RP, Christiansen ND. (2007) Personality tests at the crossroads: A response to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmitt (2007) Personnel Psychology. 60: 967-993
Lievens F, Chasteen CS, Day EA, et al. (2006) Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity. The Journal of Applied Psychology. 91: 247-58
Christiansen ND, Wolcott-Burnam S, Janovics JE, et al. (2005) The good judge revisited: Individual differences in the accuracy of personality judgments Human Performance. 18: 123-149
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