The Dialogue Between Two or More Brains: The "Hyperscanning" for Organization

Sensorimotor Simulation's Influence on Stress: EEG and Autonomic Responses in Digital Interviews

This study explored the role of sensorimotor simulation in modulating the stress response in individuals exposed to stressful digital simulated interviews. Participants were assigned to two different versions of a Digital Social Stress Test: a simulated version with a dynamic-realistic examining committee (Dyn-DSST) and a version with a static examining committee (Stat-DSST). During interview preparation, behavioral indices reflecting stress regulation and resistance, response times, and electroencephalographic (EEG) and autonomic indices were collected. Higher regulation scores were found for the Stat-DSST group compared to the Dyn-DSST group, probably induced by the presence of limited external sensory input in time and space, perceived as less stressful. The EEG results revealed a distinct contribution of the low- and high-frequency bands for both groups. Dyn-DSST required greater cognitive regulation effort due to the presence of a continuous flow of information, which can enhance sensory and motor activation in the brain. The SCR increased in the Dyn-DSST group compared to the Stat-DSST group, reflecting greater emotional involvement in the Dyn-DSST group and reduced sensory stimulation in the static version. In conclusion, the results suggest that sensorimotor simulation impacts the stress response differently in dynamic interviews compared to static ones, with distinct profiles based on behavioral, EEG, and autonomic measures.

Envisioning translational hyperscanning: how applied neuroscience might improve family-centered care

From the very beginning of their life, human beings are immersed in a social and interactive environment that contributes to shaping their social and cognitive development under typical and at-risk conditions. In order to understand human development in its bidirectional relationship with the social environment, we need to develop a 'complexity-sensitive' approach in neuroscience. Recent advances have started to do so with the application of hyperscanning techniques which involve recording adult and child neural activity simultaneously and highlighting the presence of similar patterns of brain activity in the dyad. Numerous studies focused on typically developing children have been published in recent years with the application of this technique to different fields of developmental research. However, hyperscanning techniques could also be extremely beneficial and effective in studying development in atypical and clinical populations. Such application, namely translational hyperscanning, should foster the transition toward a two-brain translational neuroscience. In this paper, we envision how the application of hyperscanning to atypical and clinical child populations can inform family-centered care for children and their parents.

Bringing social interaction at the core of organizational neuroscience

Organizations are composed of individuals working together for achieving specific goals, and interpersonal dynamics do exert a strong influence on workplace behaviour. Nevertheless, the dual and multiple perspective of interactions has been scarcely considered by Organizational Neuroscience (ON), the emerging field of study that aims at incorporating findings from cognitive and brain sciences into the investigation of organizational behaviour. This perspective article aims to highlight the potential benefits of adopting experimental settings involving two or more participants (the so-called "second person" approach) for studying the neural bases of organizational behaviour. Specifically, we stress the idea that moving beyond the individual perspective and capturing the dynamical relationships occurring within dyads or groups (e.g., leaders and followers, salespersons and clients, teams) might bring novel insights into the rising field of ON. In addition, designing research paradigms that reliably recreate real work and life situations might increase the generalizability and ecological validity of its results. We start with a brief overview of the current state of ON research and we continue by describing the second-person approach to social neuroscience. In the last paragraph, we try and outline how this approach could be extended to ON. To this end, we focus on leadership, group processes and emotional contagion as potential targets of interpersonal ON research.

Face-to-face vs. remote digital settings in job assessment interviews: A multilevel hyperscanning protocol for the investigation of interpersonal attunement

The digitalization process for organizations, which was inevitably accelerated by the COVID-19 pandemic, raises relevant challenges for Human Resource Management (HRM) because every technological implementation has a certain impact on human beings. Between many organizational HRM practices, recruitment and assessment interviews represent a significant moment where a social interaction provides the context for evaluating candidates’ skills. It is therefore relevant to investigate how different interaction frames and relational conditions affect such task, with a specific focus on the differences between face-to-face (FTF) and remote computer-mediated (RCM) interaction settings. In particular, the possibility of qualifying and quantifying the mechanisms shaping the efficiency of interaction in the recruiter-candidate dyad—i.e. interpersonal attunement—is potentially insightful. We here present a neuroscientific protocol aimed at elucidating the impact of FTF vs. RCM modalities on social dynamics within assessment interviews. Specifically, the hyperscanning approach, understood as the concurrent recording and integrated analysis of behavioural-physiological responses of interacting agents, will be used to evaluate recruiter-candidate dyads while they are involved in either FTF or RCM conditions. Specifically, the protocol has been designed to collect self-report, oculometric, autonomic (electrodermal activity, heart rate, heart rate variability), and neurophysiological (electroencephalography) metrics from both inter-agents to explore the perceived quality of the interaction, automatic visual-attentional patterns of inter-agents, as well as their cognitive workload and emotional engagement. The proposed protocol will provide a theoretical evidence-based framework to assess possible differences between FTF vs. RMC settings in complex social interactions, with a specific focus on job interviews.