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The Added Value of Neuroscience Methods in Organizational Research

Published on Jan 1, 2019in Organizational Research Methods6.55
· DOI :10.1177/1094428116642013
David A. Waldman55
Estimated H-index: 55
(ASU: Arizona State University),
Danni Wang6
Estimated H-index: 6
(RU: Rutgers University),
Virgil Fenters2
Estimated H-index: 2
(ASU: Arizona State University)
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Abstract
Historically, the lack of availability and prohibitive expense of brain imaging technology have limited the application of neuroscience research in organizational settings. However, recent advances in technology have made it possible to use brain imaging in organizational settings at relatively little expense and in a practical manner to further research efforts. In this article, we weigh the advantages and disadvantages of neuroscience applications to organizational research. Further, we present three key methodological issues that need to be considered with regard to such applications: (a) level of assessment, (b) intrinsic versus reflexive brain activity, and (c) the targeting of brain region(s) or networks. We also pose specific examples of how neuroscience may be applied to various topical areas in organizational behavior research at both individual and team levels.
  • References (116)
  • Citations (10)
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References116
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Cited By10
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#1David A. Waldman (ASU: Arizona State University)H-Index: 55
#2Donald S. Siegel (ASU: Arizona State University)H-Index: 60
Last.Günter K. Stahl (WU: Vienna University of Economics and Business)H-Index: 29
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#1David A. Waldman (ASU: Arizona State University)H-Index: 55
#2Linda L. Putnam (UCSB: University of California, Santa Barbara)H-Index: 41
Last.Donald S. Siegel (ASU: Arizona State University)H-Index: 60
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#1Tom Lahti (Hanken School of Economics)H-Index: 7
#2Marja-Liisa Halko (Aalto University)H-Index: 1
Last.Joakim Wincent (Hanken School of Economics)H-Index: 27
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