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Building a Field of Organizational Neuroscience:Challenges and Prospects
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Effective leaders are believed to inspire followers by providing inclusive visions of the future that followers can identify with. In the present study, we examined the neural mechanisms underlying this process, testing key hypotheses derived from transformational and social iden-tity approaches to leadership. While undergoing functional MRI, supporters from the two major Australian political parties (Liberal vs. Labor) were presented with inspirational collective-oriented and noninspirational personal-oriented statements made by in-group and out-group leaders. Imaging data revealed that inspirational (rather than noninspirational) statements from in-group leaders were associated with increased activation in the bilateral rostral inferior parietal lobule, pars opercularis, and posterior midcingulate cortex: brain areas that are typi-cally implicated in controlling semantic information processing. In contrast, for out-group leaders, greater activation in these areas was associated with noninspirational statements. In addition, noninspirational statements by in-group (but not out-group) leaders resulted in increased activation in the medial prefrontal cortex, an area typically associated with reasoning Acknowledgments: The authors would like to acknowledge helpful comments on previous versions of this manu-script from Andrew Neal; from the editor, Fred Oswald; and from two anonymous reviewers. The work was sup-ported by ARC Early Career Research Award DE130100120 and ARC Discovery Grant DP130100559 awarded to Pascal Molenberghs.
Organizational neuroscience continues to flourish in organizational behavior and management studies as indicated by the growing number of publications. However, with a few exceptions, substantive critiques of organizational neuroscience are conspicuous by their absence. In this point–counterpoint article, we aim to redress this imbalance. We do so by asking two significant yet neglected questions: (i) how strong is the science behind this domain, and (ii) why are we doing this type of research (the so what? question)? Our analysis shows that the science behind organizational neuroscience is far less rigorous than currently advocated (due to low statistical power of some neuroimaging studies plus an inability to locate mental phenomena precisely in the brain). In terms of the so what? question, we encourage researchers to move away from general statements and become more specific about the phenomena they research. We contend that the practical implications of this research, as well as inferences of the link to behavioral changes, are currently overstated. We also underscore the importance for these studies to become contextually sensitive in order for the researchers to capture important events in the workplace. Finally, we offer some suggestions for future research. Copyright © 2014 John Wiley & Sons, Ltd.
Organizational neuroscience has great promise for advancing organizational research and practice. The field, however, is developing rapidly and has also become the subject of technological and methodological challenges that must be considered when conducting or interpreting neuroscience research as applied to organizational behavior. We explore four issues we deem to be important in understanding the role of neuroscience in organizational behavior research: (i) neuroscientific research and reductionism; (ii) the need to address methodological and technological challenges in conducting this type of research; (iii) how neuroscientific research is meaningful in organizations (the “So what?” issue); and (iv) neuroscience as just another management fad. In addressing these issues, we hope to set out a roadmap that will enable organizational scholars to avoid past mistakes and thus serve to advance multidisciplinary research in organizational behavior using neuroscientific approaches. Copyright © 2014 John Wiley & Sons, Ltd.
Stimulated by the growing use of brain imaging and related neurophysiological techniques in psychology and economics, scholars have begun to debate the implications of neuroscience for management and organization studies (MOS). Currently, this debate is polarizing scholarly opinion. At one extreme, advocates are calling for a new neuroscience of organizations, which they claim will revolutionize understanding of a wide range of key processes, with significant implications for management practice. At the other extreme, detractors are decrying the relevance of neuroscience for MOS, primarily on philosophical and ethical grounds. The present article progresses this debate by outlining an intermediate, critical realist position, in which the insights of social neuroscience are one of a number of convergent building blocks that together point toward the need for a more embodied and socially situated view of cognition in management and organizations.
We study theory of mind (ToM) and empathic underpinnings of Machiavellianism by use of functional magnetic resonance imaging, where account managers are used as participants in 3 studies. Study 1 finds evidence for activation of the medial prefrontal cortex, left and right temporo-parietal junction, and left and right precuneus regions; all five regions are negatively correlated with Machiavellianism, suggesting that Machiavellians are less facile than non-Machiavellians with ToM skills. Study 2 presents evidence for activation of the left and right pars opercularis, left and right insula, and left precuneus regions; the former four regions of the motor neuron system were positively associated, and the latter negatively associated, with Machiavellianism, implying that Machiavellians resonate more readily with the emotions of others than non-Machiavellians. This is the first study to our knowledge to show a negative correlation between perspective taking and emotional sharing in empathic processes in general and Machiavellianism in particular. Study 3 tests implications of managerial control on both performance and organizational citizenship behaviors, as moderated by Machiavellianism in the field. Our study grounds the functioning of Machiavellianism in organizations in basic neuroscience processes, resolves some long-standing ambiguities with self-report investigations, and points to conditions under which Machiavellianism both inhibits and promotes performance and citizenship behavior.
Several provocative studies on organizational neuroscience have been published of late, many in the domain of leadership. These studies are motivated by the prospect of being able to better explain what causes and constitutes ‘good’ leadership by examining brain activity. In so doing, these studies follow an established path in organizational research that seeks to reduce complex social phenomena to more basic (neurological) processes. However, advocates of organizational neuroscience reveal very little about the fundamental problems and challenges of reductionism. Therefore, our aim in this article is to scrutinize the reductionist assumptions and processes underlying the fast-evolving domain of organizational neuroscience as it is applied to the study of leadership. We maintain that without explicit consideration of, and solutions to, the challenges of reductionism, the possibilities to advance leadership studies theoretically and empirically are limited. In consequence, inferential ambiguities that flow from such insights run the danger of informing organizational practice inadequately. Thus, we find suggestions that we are at the brink of a neuroscientific revolution in the study of leadership premature, and a sole focus on neuroscience, at the expense of insights from other social science disciplines, dangerous.
In this editorial, the authors respond to the 2011 article in the Journal of Management by Becker, Cropanzano, and Sanfey, titled “Organizational Neuroscience: Taking Organizational Theory Inside the Neural Black Box.” More specifically, the authors build on the ideas of Becker et al. first to clarify and extend their work and then to explore the critical philosophical issues involved in drawing inferences from neuroscientific research. They argue that these problems are yet to be solved and that organizational researchers who wish to incorporate neuroscientific advances into their work need to engage with them.
The empirical literature on charismatic or transformational leadership demonstrates that such leadership has profound effects on followers. However, while several versions of charismatic leadership theory predict such effects, none of them explains the process by which these effects are achieved. In this paper we seek to advance leadership theory by addressing this fundamental problem. We offer a self-concept based motivational theory to explain the process by which charismatic leader behaviors cause profound transformational effects on followers. The theory presents the argument that charismatic leadership has its effects by strongly engaging followers' self-concepts in the interest of the mission articulated by the leader. We derive from this theory testable propositions about (a) the behavior of charismatic leaders and their effects on followers, (b) the role of followers' values and orientations in the charismatic relationship, and (c) some of the organizational conditions that favor the emergence and effectiveness of charismatic leaders.
The field of strategic management is predicated fundamentally on the idea that managements' decisions are endogenous to their expected performance implications. Yet, based on a review of more than a decade of empirical research in the Strategic Management Journal, we find that few papers econometrically correct for such endogeneity. In response, we now describe the endogeneity problem for cross-sectional and panel data, referring specifically to management's choice among discrete strategies with continuous performance outcomes. We then present readily implementable econometric methods to correct for endogeneity and, when feasible, provide STATA code to ease implementation. We also discuss extensions and nuances of these models that are sometimes difficult to decipher in more standard treatments. These extensions are not typically discussed in the strategy literature, but they are, in fact, highly pertinent to empirical strategic management research.
Effective coaching and mentoring is crucial to the success of individuals and organizations, yet relatively little is known about its neural underpinnings. Coaching and mentoring to the Positive Emotional Attractor (PEA) emphasizes compassion for the individual's hopes and dreams and has been shown to enhance a behavioral change. In contrast, coaching to the Negative Emotional Attractor (NEA), by focusing on externally defined criteria for success and the individual's weaknesses in relation to them, does not show sustained change. We used fMRI to measure BOLD responses associated with these two coaching styles. We hypothesized that PEA coaching would be associated with increased global visual processing and with engagement of the parasympathetic nervous system (PNS), while the NEA coaching would involve greater engagement of the sympathetic nervous system (SNS). Regions showing more activity in PEA conditions included the lateral occipital cortex, superior temporal cortex, medial parietal, subgenual cingulate, nucleus accumbens, and left lateral prefrontal cortex. We relate these activations to visioning, PNS activity, and positive affect. Regions showing more activity in NEA conditions included medial prefrontal regions and right lateral prefrontal cortex. We relate these activations to SNS activity, self-trait attribution and negative affect.
This study of 145 managers of a large biotechnology/agricultural company examined how leaders' emotion recognition ability and personality characteristics influenced performance of transformational leadership behavior. Emotion recognition, positive affectivity, and agreeableness positively predicted such behavior. In addition, extraversion moderated the relationship between emotion recognition and transformational leadership. We also provided construct validity evidence for transformational leadership behavior by showing differing effects of these antecedents on contingent reward behavior. The study provides empirical support for the contribution of emotion and personality to transformational leadership behavior.
Complex contexts and environments require leaders to be highly adaptive and to adjust their behavioral responses to meet diverse role demands. Such adaptability may be contingent upon leaders having requisite complexity to facilitate effectiveness across a range of roles. However, there exists little empirical understanding of the etiology or basis of leader complexity. To this end, we conceptualized a model of leader self-complexity that is inclusive of both the mind (the complexity of leaders' self-concepts) and the brain (the neuroscientific basis for complex leadership). We derived psychometric and neurologically based measures, the latter based on quantitative electroencephalogram (qEEG) profiles of leader self-complexity, and tested their separate effects on the adaptive decision-making of 103 military leaders. Results demonstrated that both measures accounted for unique variance in external ratings of adaptive decision-making. We discuss how these findings provide a deeper understanding of the latent and dynamic mechanisms that underpin leaders' self-complexity and their adaptability. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
To stimulate sustained leadership development, a holistic model is described that incorporates emotional and neuroendocrine aspects of learning, as well as behavioral change. Intentional change theory, developed over 20 years utilizing longitudinal studies of competency development and complexity theory, can expand our impact on leadership development. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This paper introduces the reader to Organizational Neuroscience, an emerging area of scholarly dialogue that explores the implications of brain science for workplace behavior. We begin by discussing how going inside the brain adds new levels of analysis that can advance and connect theories of organizational behavior. We then present three concrete examples of what an organizational neuroscience perspective can achieve by extending current theory, providing new research directions, and resolving ongoing theoretical debates. Lastly, we address a number of deeper meta-theoretical questions raised by neuroscience, concluding that it brings new insights that will force us to rethink our concept of human nature.
The present investigation explores the neural mechanisms underlying the impact of social influence on preferences. We socially tagged symbols as valued or not – by exposing participants to the preferences of their peers – and assessed subsequent brain activity during an incidental processing task in which participants viewed popular, unpopular, and novel symbols. The medial prefrontal cortex (mPFC) differentiated between symbols that were and were not socially tagged – a possible index of normative influence – while aspects of the striatum (the caudate) differentiated between popular and unpopular symbols – a possible index of informational influence. These results suggest that integrating activity in these two brain regions may differentiate objects that have become valued as a result of social influence from those valued for non-social reasons.
The distinction between processes used to perceive and understand the self and others has received considerable attention in psychology and neuroscience. Brain findings highlight a role for various regions, in particular the medial PFC (mPFC), in supporting judgments about both the self and others. We performed a meta-analysis of 107 neuroimaging studies of self- and other-related judgments using multilevel kernel density analysis [Kober, H., & Wager, T. D. Meta-analyses of neuroimaging data. Wiley Interdisciplinary Reviews, 1, 293–300, 2010]. We sought to determine what brain regions are reliably involved in each judgment type and, in particular, what the spatial and functional organization of mPFC is with respect to them. Relative to nonmentalizing judgments, both self- and other judgments were associated with activity in mPFC, ranging from ventral to dorsal extents, as well as common activation of the left TPJ and posterior cingulate. A direct comparison between self- and other judgments revealed that ventral mPFC as well as left ventrolateral PFC and left insula were more frequently activated by self-related judgments, whereas dorsal mPFC, in addition to bilateral TPJ and cuneus, was more frequently activated by other-related judgments. Logistic regression analyses revealed that ventral and dorsal mPFC lay at opposite ends of a functional gradient: The z coordinates reported in individual studies predicted whether the study involved self- or other-related judgments, which were associated with increasingly ventral or dorsal portions of mPFC, respectively. These results argue for a distributed rather than localizationist account of mPFC organization and support an emerging view on the functional heterogeneity of mPFC.
A classic debate in the organizational justice literature concerns the question of whether procedural justice and distributive justice are independent constructs. We investigate this question by using fMRI methods to examine brain activation patterns associated with procedural and distributive unfairness. We observed a clear dissociation of activation between these two forms of justice, and only a minimal amount of shared activation in the hypothesized regions. Specifically, unfair procedures evoked greater activation in parts of the brain related to social cognition, such as the ventrolateral prefrontal cortex (VLPFC) and the superior temporal sulcus (STS), whereas unfair outcomes evoked greater activation in more emotional areas of the brain, such as the anterior cingulate cortex (ACC), anterior insula (AI) and the dorsolateral prefrontal cortex (DLPFC). We interpret the findings as supporting the notion that the two forms of justice reflect distinct constructs, while recognizing that, as forms of justice, they are closely related nomologically.
There are two views about the nature of consonants and vowels. One view holds that they are categorically distinct objects that play a fundamental role in the construction of syllables in speech production. The other view is that they are convenient labels for distinguishing between peak (vowel) and non-peak (consonant) parts of a continuous stream of sound that varies in sonority (roughly the degree of openness of the vocal apparatus during speech), or that they are summary labels for bundles of feature segments. Taking the latter view, consonants and vowels do not have an independent status in language processing. Here we provide evidence for the possible categorical distinction between consonants and vowels in the brain. We report the performance of two Italian-speaking aphasics who show contrasting, selective difficulties in producing vowels and consonants. Their performance in producing individual consonants is independent of the sonority value and feature properties of the consonants. This pattern of results suggests that consonants and vowels are processed by distinct neural mechanisms, thereby providing evidence for their independent status in language production.
Theories of the regulation of cognition suggest a system with two necessary components: one to implement control and another to monitor performance and signal when adjustments in control are needed. Event-related functional magnetic resonance imaging and a task-switching version of the Stroop task were used to examine whether these components of cognitive control have distinct neural bases in the human brain. A double dissociation was found. During task preparation, the left dorsolateral prefrontal cortex (Brodmann's area 9) was more active for color naming than for word reading, consistent with a role in the implementation of control. In contrast, the anterior cingulate cortex (Brodmann's areas 24 and 32) was more active when responding to incongruent stimuli, consistent with a role in performance monitoring.
Many people are excited by functional neuroimaging as a new tool for cognitive science; many others are sceptical. In this opinion article, I describe a 'forward inference' that one can make from patterns of brain activity to distinguish between cognitive theories. I give an example of forward inferences in research on recognition memory, and outline some statistical criteria for a 'qualitative difference' in brain activity. Forward inferences resemble the dissociation logic long-used in behavioural studies of healthy and brain-damaged people, although I argue that dissociations in neuroimaging data can go beyond behavioural dissociations. Nonetheless, forward inferences are only as good as the cognitive theories to which they pertain, and are most valuable in conjunction with other types of inference.
Previous behavioral and electrophysiological studies have shown dissociation between consonants and vowels. We used functional magnetic resonance imaging to investigate whether vowel and consonant processing differences are expressed in the neuronal activation pattern and whether they are modulated by task. The experimental design involved reading aloud and lexical decision on visually presented pseudowords created by transposing or replacing consonants or vowels in words. During reading aloud, changing vowels relative to consonants increased activation in a right middle temporal area previously associated with prosodic processing of speech input. In contrast, during lexical decision, changing consonants relative to vowels increased activation in a right middle frontal area associated with inhibiting go-responses. The task-sensitive nature of these effects demonstrates that consonants and vowels differ at a processing, rather than stimulus, level. We argue that prosodic processing of vowel changes arise during self-monitoring of speech output, whereas greater inhibition of go-responses to consonant changes follows insufficient lexico-semantic processing when nonwords looking particularly like words must be rejected. Our results are consistent with claims that vowels and consonants place differential demands on prosodic and lexico-semantic processing, respectively. They also highlight the different types of information that can be drawn from functional imaging and neuropsychological studies.
In management research, theory testing confronts a paradox described by Meehl in which designing studies with greater methodological rigor puts theories at less risk of falsification. This paradox exists because most management theories make predictions that are merely directional, such as stating that two variables will be positively or negatively related. As methodological rigor increases, the probability that an estimated effect will differ from zero likewise increases, and the likelihood of finding support for a directional prediction boils down to a coin toss. This paradox can be resolved by developing theories with greater precision, such that their propositions predict something more meaningful than deviations from zero. This article evaluates the precision of theories in management research, offers guidelines for making theories more precise, and discusses ways to overcome barriers to the pursuit of theoretical precision.
Given the relevance of leadership in organizational life, we designed an exploratory study to assess the neural mechanisms involved in memories of interactions with resonant and dissonant leaders (a follower-centric study). Subjects in advanced professional roles were asked about previous incidents with both types of leaders, and functional magnetic resonance imaging (fMRI) scans were then conducted with cues developed from these recollections. Recalling experiences with resonant leaders activated neural areas such as the bilateral insula, right inferior parietal lobe, and left superior temporal gyrus; regions associated with the mirror neuron system, default mode or social network, and positive affect. Recalling experiences with dissonant leaders negatively activated the right anterior cingulate cortex and activated the right inferior frontal gyrus, bilateral posterior region of the inferior frontal gyrus, and bilateral inferior frontal gyrus/insula; regions associated with the mirror neuron system and related to avoidance, narrowed attention, decreased compassion, and negative emotions.
The purpose of this study was to evaluate the viability of using neurological imaging to classify transformational leaders, versus non-transformational leaders, as identified through existing psychometric methods. Specifically, power spectral analysis measures based on electroencephalograms (EEG) were used to develop and validate a discriminant function that can classify individuals according to their transformational leadership behavior. Resting, eyes closed EEG was recorded from 19 scalp locations for 200 civilian and military leaders. We also assessed follower or peer perceptions of transformational leadership through the use of the Multifactor Leadership Questionnaire (MLQ). Our discriminant analysis, which involved a two-step, neural variable reduction and selection process, was 92.5% accurate in its classification of leaders. Patterns in the spectral measures of the brain of leaders, including activity and network dynamic metrics, are discussed as potential correlates of transformational leadership behavior. The current work provides a better understanding of the latent and dynamic neurological mechanisms that may underpin the transformational leadership qualities of individuals.
Social scientists often estimate models from correlational data, where the independent variable has not been exogenously manipulated; they also make implicit or explicit causal claims based on these models. When can these claims be made? We answer this question by first discussing design and estimation conditions under which model estimates can be interpreted, using the randomized experiment as the gold standard. We show how endogeneity – which includes omitted variables, omitted selection, simultaneity, common-method variance, and measurement error – renders estimates causally uninterpretable. Second, we present methods that allow researchers to test causal claims in situations where randomization is not possible or when causal interpretation could be confounded; these methods include fixed-effects panel, sample selection, instrumental variable, regression discontinuity, and difference-in-differences models. Third, we take stock of the methodological rigor with which causal claims are being made in a social sciences discipline by reviewing a representative sample of 110 articles on leadership published in the previous 10 years in top-tier journals. Our key finding is that researchers fail to address at least 66% and up to 90% of design and estimation conditions that make causal claims invalid. We conclude by offering 10 suggestions on how to improve non-experimental research.
The authors argue that transformational leaders possess special qualities, including the ability to communicate enthusiasm and vision, a positive outlook, intuitive insight, and emotional competency. The authors have tapped into research indicating that there are linkages between the emotional dimensions of leadership and behavioral aspects of transformational leaders. It is proposed that transformational leader may need to be high on emotional intelligence, defined in terms of being in touch with their own emotions, and being able to understand and regulate other's emotions, suggested that this provides additional insight into the leadership–performance link.
It remains controversial whether Broca's aphasia is an articulatory deficit, a lexical-access problem, or agrammatism. In spite of recent neuroimaging studies, the causal link between cortical activity and linguistic subcomponents has not been elucidated. Here we report an experiment with event-related transcranial magnetic stimulation (TMS) to clarify the role of Broca's area, more specifically, the left inferior frontal gyrus (F3op/F3t), in syntactic processing. An experimental paradigm contrasted sentences requiring syntactic decisions with those requiring semantic decisions. We found selective priming effects on syntactic decisions when TMS was administered to the left F3op/F3t at a specific timing, but not to the left middle frontal gyrus (F2). Our results provide direct evidence of the involvement of the left F3op/F3t in syntactic processing.
There is much interest currently in using functional neuroimaging techniques to understand better the nature of cognition. One particular practice that has become common is 'reverse inference', by which the engagement of a particular cognitive process is inferred from the activation of a particular brain region. Such inferences are not deductively valid, but can still provide some information. Using a Bayesian analysis of the BrainMap neuroimaging database, I characterize the amount of additional evidence in favor of the engagement of a cognitive process that can be offered by a reverse inference. Its usefulness is particularly limited by the selectivity of activation in the region of interest. I argue that cognitive neuroscientists should be circumspect in the use of reverse inference, particularly when selectivity of the region in question cannot be established or is known to be weak.
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