Neil D. Christiansen, Ph.D.

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Burns, G. N., Siers, B. P., & Christiansen, N. D. (2008). Effects of providing pre-test information and preparation materials on applicant reactions to selection procedures. International Journal of Selection and Assessment, 16, 73-77.

Tett, R. P. & Christiansen, N. D. (2008). Personality Assessment in Organizations. In G. Boyle, G. Matthews, & D. Saklofske (Eds.), Personality Measurement and Assessment (Vol. 1, pp.720-742). Thousand Oaks, CA: Sage Publications.

Tett, R. P. & Christiansen, N. D. (2007). Personality tests at the crossroads: A reply to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmidt. Personnel Psychology, 60, 267-293.

Lievens, F., Chasteen, C.S., Day, E.A., & Christiansen, N.D. (2006). Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity. Journal of Applied Psychology, 91, 247-258.

Phillips, L. & Christiansen, N.D. (2006). A contingency model of attitudes toward affirmative action programs. Journal of  Applied Social Psychology, 36, 1617-1639.

Burns, G. & Christiansen, N.D. (2006). Use of social desirability in correcting for motivated distortion. In

         R. Griffith (Ed.) A Closer Examination of Applicant Faking Behavior. Greenwich, CT: Information

         Age Publishing.

Christiansen, N. D., Wolcott-Burnam, S., Janovics, J., Burns, G. & Quirk, S. (2005). The Good Judge

           revisited: Individual differences in the accuracy of personality judgments. Human Performance, 18,

         123-149.

Christiansen, N.D., Burns, G., & Montgomery, G. E. (2005). Reconsidering the use of forced-choice

         formats for applicant personality assessment. Human Performance, 18, 267-307.

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