Andrew Biga - Academia.edu (original) (raw)

Papers by Andrew Biga

Oxford Handbooks Online, 2015

Designing effective work–life programs is critical as these solutions directly impact how people ... more Designing effective work–life programs is critical as these solutions directly impact how people get work done, an essential function of all organizations. Work–life programs are used as a way to enhance and promote the employment brand and value proposition that organizations offer to potential new hires and current employees. There is significant risk with these programs as modification and removal of such programs can result in public backlash and a decline in employee morale and engagement. This chapter will review current and future challenges in implementing effective work–life solutions along with a wish list of research to assist practitioners in improving the use and effectiveness of these programs.

Academy of Management Proceedings, 2014

Recent development of respiratory rate measurement technologies To cite this article: Haipeng Liu... more Recent development of respiratory rate measurement technologies To cite this article: Haipeng Liu et al 2019 Physiol. Meas. 40 07TR01 View the article online for updates and enhancements. Recent citations An easy and accurate respiratory rate monitor is necessary Nicolas Marjanovic et al

Industrial and Organizational Psychology: Perspectives on Science and Practice, 2013

Social Cognitive …, Jan 1, 2012

We explore the existence and underlying neural mechanism of a new norm endorsed by both Black and... more We explore the existence and underlying neural mechanism of a new norm endorsed by both Black and White Americans for managing interracial interactions: "racial paralysis," the tendency to opt out of decisions involving members of different races. We show that people are more willing to make choices -who is more intelligent? who is more polite? -between two White individuals (same-race decisions) than between a White and a Black individual (cross-race decisions), a tendency which was enhanced when judgments involved traits related to Black stereotypes. We use fMRI to examine the mechanisms underlying racial paralysis, revealing greater recruitment of brain regions implicated in socially appropriate behavior (VMPFC), conflict detection (ACC), deliberative processing (DLPFC), and inhibition (VLPFC). We discuss the impact of racial paralysis on the quality of interracial relations.

Industrial and Organizational Psychology: Perspectives on Science and Practice, Jan 1, 2009

Industrial and Organizational Psychology: Perspectives on Science and Practice, Jan 1, 2011

Social Cognition, Jan 1, 2008

The present studies address a conundrum in contemporary American society: While many Americans ag... more The present studies address a conundrum in contemporary American society: While many Americans agree that increasing racial diversity is a worthy goal, they are reluctant to acknowledge the impact of race on individual decisions in an effort to honor norms of colorblindness. In two studies, participants made hypothetical college admissions decisions among sets of equally qualified Black and White candidates. Study 1 revealed that participants justified decisions in favor of Black candidates by citing nonracial criteria, and that Whites-more concerned with appearing colorblind-were more likely than non-Whites to continue to use these criteria when making subsequent decisions. Study 2 showed that a preferred strategy for Whites to appear colorblind across multiple selections between candidates of different races was to select diverse sets of candidates, regardless of their specific qualifications. These results demonstrate the conflict Whites experience in their effort to appear colorblind while simultaneously increasing diversity.

Journal of Career Development, Jan 1, 2009

The relationship between protégé narcissistic entitlement and protégé mentoring outcomes is exami... more The relationship between protégé narcissistic entitlement and protégé mentoring outcomes is examined among a total sample of 132 protégés employed in a variety of settings. Narcissistic entitlement (NE) refers to a dispositional variable that reflects preoccupation with the expectation of special and preferential treatment from others. Results indicate that protégés with greater NE report relationships of shorter duration, less career mentoring support, lower relationship quality, and greater negative mentoring experiences than do protégés with lesser NE. Additionally, protégé NE moderated the relationship between mentor commitment and relationship quality such that the relationship was stronger for protégés higher in NE than for protégés lower in NE. NE was not related to whether participants had experience as a protégé. Implications include the need for expanded education regarding mentoring relationships that take into account the role the individual plays in the relationship.

Journal of …, Jan 1, 2010

This meta-analysis investigates gender differences in mentor-and protégé-reported experience in m... more This meta-analysis investigates gender differences in mentor-and protégé-reported experience in mentorships as well as career and psychosocial benefits. There are no gender differences in experience as a protégé or protégé receipt of career development, but male protégés report receiving less psychosocial support than female protégés. Furthermore, males are more likely to serve as mentors than females and report giving more career development than female mentors. Conversely, female mentors report providing more psychosocial support than male mentors. In most cases, effect sizes are small and heterogeneous, providing important implications for future research.