Rapid advances in mobile computing technology have the potential to revolutionize organizational research by facilitating new methods of data collection. The emergence of wearable electronic sensors in particular harbors the promise of making the large-scale collection of high-resolution data related to human interactions and social behavior economically viable. Popular press and practitioner-oriented research outlets have begun to tout the game-changing potential of wearable sensors for both researchers and practitioners. We systematically examine the utility of current wearable sensor technology for capturing behavioral constructs at the individual and team levels. In the process, we provide a model for performing validation work in this new domain of measurement. Our findings highlight the need for organizational researchers to take an active role in the development of wearable sensor systems to ensure that the measures derived from these devices and sensors allow us to leverage and extend the extant knowledge base. We also offer a caution regarding the potential sources of error arising from wearable sensors in behavioral research. Outstanding Practitioner-Oriented Publication Award to the author of an article based on WSgenerated data (Pentland, 2012).Relative to the substantial scholarly interest in leveraging WS technology, the related body of research is somewhat limited, and there are many questions as to how to best employ WS-derived data for measuring established behavioral and social constructs (Kim, McFee, Olguin, Waber, & Pentland, 2012;Olguin & Pentland, 2010;Pentland, 2012). We begin the process of trying to integrate this new measurement capacity into the extant knowledge base by conducting four distinct studies. These studies are aimed at (1) establishing construct validation protocols for WSs for different types of research studies and (2) providing evidence from the application of such protocols in WS deployment conditions that range from short-term laboratory experiments, with strict control over environmental conditions, to long-term field studies, with little control over time or space. That is, the sequence of studies considers WS generated data streams ranging in duration from minutes to weeks and systematically evaluates the utility of this novel data gathering method for the measurement of interaction patterns in contexts where, in most cases, we have known true scores or the best available alternative. THE PROMISE AND PERILS OF WEARABLE SENSORS 4Our results provide initial evidence of both the promise and the perils of using WSs in behavioral research. We also present research protocols that show how organizational researchers can take an active role in the continued advancement of wearable sensor systems.The involvement of active researchers in this area is sorely needed to ensure that the development of measures integrates with the extant knowledge base. Like any measurement method, there are limits to what can be accomplished with WSs. However, when appropriately deployed, ...

Using meta-analysis (283 effect sizes from 122 studies), we extend prior qualitative and quantitative reviews of research on proactive personality in a number of meaningful ways. First, we examine the discriminant and incremental validity of proactive personality using meta-analytic regression analyses. Our results reveal that more than 50% of variance in proactive personality is unrelated to the Big Five personality traits collectively. Also, proactive personality accounts for unique variance in overall job performance, task performance, and organizational citizenship behaviors, even after controlling for the Big Five personality traits and general mental ability (for overall job performance and task performance). Moreover, we find no subgroup differences in proactive personality, highlighting its potential use in selection contexts. In conclusion, we discuss implications of our findings for research and practice. Using meta-analysis (283 effect sizes from 122 studies), we extend prior qualitative and quantitative reviews of research on proactive personality in a number of meaningful ways. First, we examine the discriminant and incremental validity of proactive personality using meta-analytic regression analyses. Our results reveal that more than 50% of variance in proactive personality is unrelated to the Big Five personality traits collectively. Also, proactive personality accounts for unique variance in overall job performance, task performance, and OCBs, even after controlling for the Big Five personality traits and general mental ability (for overall job performance and task performance). Moreover, we find no sub-group differences in proactive personality, highlighting its potential use in selection contexts. In conclusion, we discuss implications of our findings for research and practice. D R A F TThe Uniqueness and Usefulness of Proactive Personality 3Investigating the Uniqueness and Usefulness of Proactive Personality in Organizational Research: A Meta-Analytic Review Proactive work behaviors are associated with a number of meaningful individual and organizational outcomes. For example, Hall and Moss (1998) and Thompson (2005) argued that initiative taking and a self-starting approach to work have become increasingly important for individual job performance and career success. Parker (1998) and Parker, Williams, and Turner (2006) further suggested that a self-starting approach to work will ultimately result in innovation on the organizational level. Given the widespread use of decentralized organizational structures, performance of proactive work behaviors has become the source of competitive advantage for organizations (Crant, 1995;Organ, 1988). These developments led Bandura (2002) to conclude that transnational interdependencies and market forces have created a global demand for a self-starting approach to work.The increasing importance of a self-starting approach to work has been reflected in scholarly work on proactive work behaviors. Over the past twenty years, research has examined the n...

Theory and research on self-regulation emphasizes the importance of goals for guiding human behavior. Critical phenomena within the self-regulation literature are discrepancies between actual states and goal states. When such discrepancies are detected, they capture attention and effort is mobilized to move actual states closer to goal states (or in some cases align the latter with the former). While discrepancy feedback, or the distance between actual and goal states, is important, so too is velocity feedback, or the rate at which actual-goal discrepancies are decreasing. Unfortunately, research has mostly ignored the role played by velocity in the self-regulation process. To redress this limitation, we review the concept of velocity, the empirical studies that have examined this concept, and how velocity is commonly measured. We then discuss the role of velocity as it pertains to three self-regulatory functions at work: achieving performance goals, satisfying belonging needs, and satisfying esteem needs.

Accumulated evidence from social and cognitive psychology suggests that many behaviors are driven by processes operating outside of awareness, and an array of implicit measures to capture such processes have been developed. Despite their potential application, implicit measures have received relatively modest attention within the organizational sciences, due in part to barriers to entry and uncertainty about appropriate use of available measures. The current article is intended to serve as an implicit measurement ''toolkit'' for organizational scholars, and as such our goals are fourfold. First, we present theory critical to implicit measures, highlighting advantages of capturing implicit processes in organizational research. Second, we present a functional taxonomy of implicit measures (i.e., accessibility-based, association-based, and interpretation-based measures) and explicate assumptions and appropriate use of each. Third, we discuss key criteria to help researchers identify specific implicit measures most appropriate for their own work, including a discussion of principles for the psychometric validation of implicit measures. Fourth, we conclude by identifying avenues for impactful ''next-generation'' research within the organizational sciences that would benefit from the use of implicit measures.

We build on the small but growing literature documenting personality influences on negotiation by examining how the joint disposition of both negotiators with respect to the interpersonal traits of agreeableness and extraversion influences important negotiation processes and outcomes. Building on similarity-attraction theory, we articulate and demonstrate how being similarly high or similarly low on agreeableness and extraversion leads dyad members to express more positive emotional displays during negotiation. Moreover, because of increased positive emotional displays, we show that dyads with such compositions also tend to reach agreements faster, perceive less relationship conflict, and have more positive impressions of their negotiation partner. Interestingly, these results hold regardless of whether negotiating dyads are similar in normatively positive (i.e., similarly agreeable and similarly extraverted) or normatively negative (i.e., similarly disagreeable and similarly introverted) ways. Overall, these findings demonstrate the importance of considering the dyad's personality configuration when attempting to understand the affective experience as well as the downstream outcomes of a negotiation. ABSTRACTWe build on the small but growing literature documenting personality influences on negotiation by examining how the joint disposition of both negotiators with respect to the interpersonal traits of agreeableness and extraversion influences important negotiation processes and outcomes.Building on similarity-attraction theory, we articulate and demonstrate how being similarly high or similarly low on agreeableness and extraversion leads dyad members to express more positive emotional displays during negotiation. Moreover, due to increased positive emotional displays, we show that dyads with such compositions also tend to reach agreements faster, perceive less relationship conflict, and have more positive impressions of their negotiation partner.Interestingly, these results hold regardless of whether negotiating dyads are similar in normatively positive (i.e., similarly agreeable and similarly extraverted) or normatively negative (i.e., similarly disagreeable and similarly introverted) ways. Overall, these findings demonstrate the importance of considering the dyad's personality configuration when attempting to understand the affective experience as well as the downstream outcomes of a negotiation.Keywords: agreeableness, extraversion, personality similarity, emotional display, negotiation PERSONALITY SIMILARITY IN NEGOTIATIONS 3 Scholars for many years characterized personality as having little to no impact on negotiation behavior and outcomes (e.g., Bazerman, Curhan, Moore, & Valley, 2000;Rubin & Brown, 1975;Thompson, 1990). More recently, however, researchers found evidence for a different story and have begun specifying a range of new and interesting ways that personality impacts negotiations (e.g., Barry & Friedman, 1998;Barry, Fulmer, & Van Kleef, 2004;DeRue, Conlon, Moon, & Willaby, 2009;Dimot...

Nanoparticles (NPs) comprised of nanoengineered complexes are providing new opportunities for enabling targeted delivery of a range of therapeutics and combinations. A range of functionalities can be included within a nanoparticle complex, including surface chemistry that allows attachment of cell-specific ligands for targeted delivery, surface coatings to increase circulation times for enhanced bioavailability, specific materials on the surface or in the nanoparticle core that enable storage of a therapeutic cargo until the target site is reached, and materials sensitive to local or remote actuation cues that allow controlled delivery of therapeutics to the target cells. However, despite the potential benefits of NPs as smart drug delivery and diagnostic systems, much research is still required to evaluate potential toxicity issues related to the chemical properties of NP materials, as well as their size and shape. The need to validate each NP for safety and efficacy with each therapeutic compound or combination of therapeutics is an enormous challenge, which forces industry to focus mainly on those nanoparticle materials where data on safety and efficacy already exists, i.e., predominantly polymer NPs. However, the enhanced functionality affordable by inclusion of metallic materials as part of nanoengineered particles provides a wealth of new opportunity for innovation and new, more effective, and safer therapeutics for applications such as cancer and cardiovascular diseases, which require selective targeting of the therapeutic to maximize effectiveness while avoiding adverse effects on non-target tissues.

This study contributes to the existing literature regarding the relationship between culture and entrepreneurship. Building upon the precepts of institutional theory, we examine the influence of organisational culture on firm-level entrepreneurial orientation. While entrepreneurship researchers have emphasised the importance of entrepreneurial orientation for firms, the influence of organisational culture in supporting the incidence of entrepreneurial orientation has not been adequately studied. In an effort to contribute to this emergent area of inquiry, we consider the role of two key dimensions of organisational culture − individualism and collectivism – in facilitating entrepreneurial orientation. In doing so, we illustrate the utility of adopting an orthogonal conceptualisation of these cultural dimensions rather than the commonly held unidimensional formulation. We use polynomial regression and response surface methodology to investigate the effects of both dimensions of organisational culture on entrepreneurial orientation. Using Korea as the main context of the study, we support our hypotheses using data collected from 406 Korean small- and medium-sized enterprises.

The advent of wearable sensor technologies has the potential to transform organizational research by offering the unprecedented opportunity to collect continuous, objective, highly granular data over extended time periods. Recent evidence has demonstrated the potential utility of Bluetooth-enabled sensors, specifically, in identifying emergent networks via colocation signals in highly controlled contexts with known distances and groups. Although there is proof of concept that wearable Bluetooth sensors may be able to contribute to organizational research in highly controlled contexts, to date there has been no explicit psychometric construct validation effort dedicated to these sensors in field settings. Thus, the two studies described here represent the first attempt to formally evaluate longitudinal Bluetooth data streams generated in field settings, testing their ability to (a) show convergent validity with respect to traditional self-reports of relational data; (b) display discriminant validity with respect to qualitative differences in the nature of alternative relationships (i.e., advice vs. friendship); (c) document predictive validity with respect to performance; (d) decompose variance in network-related measures into meaningful within- and between-unit variability over time; and (e) complement retrospective self-reports of time spent with different groups where there is a "ground truth" criterion. Our results provide insights into the validity of Bluetooth signals with respect to capturing variables traditionally studied in organizational science and highlight how the continuous data collection capabilities made possible by wearable sensors can advance research far beyond that of the static perspectives imposed by traditional data collection strategies. (PsycINFO Database Record