Françoise Cadigan

Dr. Cadigan’s research and teaching interests centre on the evolving role of human resource management (HRM) in shaping inclusive, innovative and high-performing workplaces. She is particularly drawn to how organizations identify and develop talent. Her work explores how mindset theory and social comparison theory influence managers’ decisions about their employees. More recently, she has been investigating the impact of artificial intelligence on HR practices and employee experiences. She is interested in how AI tools are reshaping recruitment, performance management and workplace culture—and what this means for fairness, motivation and human connection at work. In the classroom, she strives to bridge theory and practice. She integrates work-integrated learning (WIL) into her courses, enabling students to consult with real organizations across Alberta and internationally. These experiences help students apply HR concepts to real-world challenges and build confidence in their professional skills. Dr. Cadigan also mentors students through independent studies, research collaborations and case competitions. She is committed to helping students grow as thoughtful, ethical and strategic HR professionals. | Human resource management, learning and development, recruitment and selection, talent management, artificial intelligence at work, work-integrated learning, organizational psychology, performance management, employee development, hr consulting, universal design for learning, case-based teaching, student mentorship, international study tours, research collaboration, conference presentations, siop, academy of management, faculty advisor, diversity and inclusion, mindset theory

Françoise Cadigan is Assistant Professor at MacEwan University. Their stated interests include Dr. Cadigan’s research and teaching interests centre on the evolving role of human resource management (HRM) in shaping inclusive, innovative and high-performing workplaces. She is particularly drawn to how organizations identify and develop talent. Her work explores how mindset theory and social comparison theory influence managers’ decisions about their employees. More recently, she has been investigating the impact of artificial intelligence on HR practices and employee experiences. She is interested in how AI tools are reshaping recruitment, performance management and workplace culture—and what this means for fairness, motivation and human connection at work. In the classroom, she strive. This summary considered all 2 collected sources.