Andrea F. Snell, Ph.D.
Dr. Snell received her Ph.D. in Measurement and Human Differences from the University of Georgia in 1995. Her current research focuses on the measurement and statistical issues associated with the use of biographical information for personnel selection. Additional research interests include the assessment of job performance and the measurement of individual differences over time with a special emphasis on longitudinal data analysis techniques. Graduate courses typically taught include research methods, multivariate analysis techniques and advanced statistics. Her publications have appeared in the Journal of Applied Psychology, Personnel Psychology and the Journal of Personality.
Nakai, Y, Chang, B., Snell, A. F., & Fluckinger, C. D. ( 2010).Profiles of mature job seekers: Connecting needs and desires to work characteristics. Journal of Organizational Behavior, 31, 1-18.
Bott, J., Dahling, J. Snell, A. F. & Smith, B. (in press) Predicting individual score elevation in an applicant setting: The influence of individual differences and situational perceptions. Journal of Applied Social Psychology.
Elicker, J.D., Snell, A.F., & O’Malley, A.L. (2010). Do student perceptions of diversity emphasis relate to perceived learning of psychology? Teaching of Psychology, 37, 36-40.
Elicker, J.D., Thompson, M.N., Snell, A.F., & O’Malley, A.L. (2009). Training for multiculturally sensitive teaching: Is believing that we are emphasizing diversity enough? Journal of Diversity in Higher Education, 2 (2), 63-77.
Snell, A. F. & Fluckinger, C. D. (2006). Understanding responses to personality selection measures: A conditional model of the applicant reasoning process. In R. L. Griffith & M. H. Perterson (Eds.), A closer examination of applicant faking behaivior (pp. 177-206).