Andrew Brodsky

Andrew Brodsky is an assistant professor of management at The University of Texas at Austin’s McCombs School of Business. His research centers on individual work-based technology usage and workplace communication challenges, with a particular interest in the overlapping area of workplace virtual communication.

Brodsky has conducted research, consulted, and led training around the world in organizations such as Novo Nordisk, PricewaterhouseCoopers, Dell Technologies, BombBomb, and KinderWorld Education Group. His work has been covered in top-tier media outlets, including The Wall Street Journal, The Economist, Harvard Business Review, Forbes, NPR, Fast Company, and CNBC.

He earned his Ph.D. in organizational behavior from Harvard Business School and a B.S. in economics from The Wharton School at the University of Pennsylvania.

Education

• Harvard Business School/Harvard University 2017
  Ph.D., Organizational Behavior
• The Wharton School, University of Pennsylvania 2011
  B.S., Economics; Concentrations: Management & Decision Processes

Journal Publications

• Brodsky, A., Lee, M., & Leonard, B. (2022) “Discovering new frontiers for dyadic and team interaction studies: Current challenges and an open-source solution—SurvConf— for increasing the quantity and richness of interactional data.” Academy of Management Discoveries, 8(3), 337-340. https://doi.org/10.5465/amd.2021.0257
  • Equal author contribution, alphabetical order
• Brodsky, A. (2021). “Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.” Journal of Applied Psychology, 106(5), 714-733. https://doi.org/10.1037/apl0000805
• Blunden, H.* & Brodsky, A.* (2021). “Beyond the emoticon: Are there unintentional cues of emotion in email?” Personality and Social Psychology Bulletin. 47(4), 565-579. https://doi.org/10.1177/0146167220936054
  • Equal author contribution, alphabetical order.
• Brodsky, A., & Amabile, T. M. (2018). The downside of downtime: The prevalence and work pacing consequences of idle time at work. Journal of Applied Psychology, 103(5), 496-512. http://dx.doi.org/10.1037/apl0000294
• Parke, M. R., Weinhardt, J. M., Brodsky, A., Tangirala, S., & DeVoe, S. E. (2018). When daily planning improves employee performance: The importance of planning type, engagement, and interruptions. Journal of Applied Psychology, 103(3), 300-312. http://dx.doi.org/10.1037/apl0000278

Other Publications

• Brodsky, A. & Tolliver, M. (2022). No, Remote Employees Aren’t Becoming Less Engaged. Harvard Business Review (Digital Article).
• Brodsky, A. (2022). Communicating authentically in a virtual world. Harvard Business Review (Digital Article).
• Bernstein, E., Blunden, H., Brodsky, A., Sohn, W., & Waber, B. (2020). The implications of working without an office. Harvard Business Review, Digital Big Idea Feature.
• Brodsky, A. (2017). Writing Resonant Emails. In, HBR Guide to Emotional Intelligence. Boston: Harvard Business Review.
• Brodsky, A. (2015). The dos and don’ts of work email, from emojis to typos. Harvard Business Review (Digital Article).
• Brodsky, A. (2014). “Slip of the keyboard: How unintentional cues convey email-sender emotions.” Academy of Management Proceedings (Vol. 2014, No. 1, p. 16001).