Neil D. Christiansen

Clinical Psychology · 2002–2013

A researcher in the Science corpus: 9 papers; trusts 6 researchers and is trusted by 19 researchers here, as inferred from the citation graph.

Subfields

• Clinical Psychology — 40 citations into it; #906 of 8,024 by trust here, #1,379 by citations
• Organizational Behavior and Human Resource Management — 40 citations into it; #1,936 of 8,741 by trust here, #2,130 by citations
• Social Psychology — 37 citations into it; #3,780 of 15,694 by trust here, #3,895 by citations
• Sociology and Political Science — 21 citations into it; #11,428 of 22,756 by trust here, #6,087 by citations
• Applied Psychology — 12 citations into it

Whom Neil D. Christiansen trusts overall

Their strongest outbound trust, strongest first, inferred from their citations.

1. L. R. Goldberg
2. R. Tett
3. R. Goffin
4. D. Jackson
5. T. Judge
6. Richard A. Lippa
7. M. Ashton
8. D. Streiner
9. Frank L. Schmidt
10. Kevin J. Murphy

Who trusts Neil D. Christiansen overall

1. Mitchell G. Rothstein
2. Neal Schmitt
3. R. Tett
4. R. Goffin
5. P. Sackett
6. Deniz S. Ones
7. Jill E. Ellingson
8. T. Judge
9. Jesús Salgado
10. T. Macan

Papers from Neil D. Christiansen's perspective

Ordered by how strongly the researchers Neil D. Christiansen trusts endorse each paper. Same corpus, a different order for every researcher.

1. PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META‐ANALYTIC REVIEW
2. THE DEVELOPMENT OF MARKERS FOR THE BIG-FIVE FACTOR STRUCTURE
3. Relationship of core self-evaluations traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability--with job satisfaction and job performance: a meta-analysis. (Journal of Applied Psychology)
4. PERSONALITY PROCESSES AND INDIVIDUAL DIFFERENCES An Alternative "Description of Personality": The Big-Five Factor Structure
5. Organizational behavior: affect in the workplace. (Annual Review of Psychology)
6. The job satisfaction-job performance relationship: a qualitative and quantitative review. (Psychological bulletin)
7. An Assessment of the Prevalence, Severity, and Verifiability of Entry-Level Applicant Faking Using the Randomized Response Technique
8. How effective are people at faking on personality questionnaires
9. Relations between stress and work outcomes: The role of felt challenge, job control, and psychological strain
10. A Meta-Analytic Test of the Challenge Stressor–Hindrance Stressor Framework: An Explanation for Inconsistent Relationships Among Stressors and Performance

Their papers

• Correcting Personality Tests for Faking: A Review of Popular Personality Tests and an Initial Survey of Researchers (2003) — 125 citations
• Personality tests at the crossroads: A response to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmitt (2007). (2007) — 269 citations
• Toward a Better Understanding of the Effects of Hindrance and Challenge Stressors on Work Behavior (2010) — 219 citations
• IMPLICATIONS OF TRAIT‐ACTIVATION THEORY FOR EVALUATING THE CONSTRUCT VALIDITY OF ASSESSMENT CENTER RATINGS (2002) — 122 citations
• Adjustment and Strain among Domestic and International Student Sojourners (2002) — 396 citations
• Reconsidering Forced-Choice Item Formats for Applicant Personality Assessment (2005) — 250 citations
• The Good Judge Revisited: Individual Differences in the Accuracy of Personality Judgments (2005) — 89 citations
• Trait Activation Theory: Applications, Developments, and Implications for Person–Workplace Fit (2013) — 95 citations
• EMPLOYEES THAT THINK AND ACT LIKE OWNERS: EFFECTS OF OWNERSHIP BELIEFS AND BEHAVIORS ON ORGANIZATIONAL EFFECTIVENESS (2003) — 274 citations