hey i'm Vedant and i'm going to present
our work hey i'm Vedant and i'm going to present
to understand the role of daily our work
activities in job performance to understand the role of daily
with organizational personas at the activities in job performance
workplace with organizational personas at the
may it be an employee or an employer there workplace
are multiple stakeholders who are in may it be an employee or an employer there
pursuit to find factors are multiple stakeholders who are in
that explain and optimize job pursuit to find factors
performance that explain and optimize job
one of the well-established factors is performance
personality type the heat map over here one of the well-established factors is
shows personality type the heat map over here
two such types based on the composition shows
of a worker's personality threats two such types based on the composition
the top row or the resilient personality of a worker's personality threats
type describes the top row or the resilient personality
individuals with aspirational qualities type describes
like high conscientiousness and high individuals with aspirational qualities
openness like high conscientiousness and high
typically in comparison to say the under openness
control personality type typically in comparison to say the under
the resilient type indicates better job control personality type
performance the resilient type indicates better job
however since personality is relatively performance
robust to change however since personality is relatively
examining that factor alone limits robust to change
personnel management units from examining that factor alone limits
improving job performance personnel management units from
in fact stakeholders need to identify improving job performance
mutable factors associated with job in fact stakeholders need to identify
performance mutable factors associated with job
so that they could suggest actionable performance
changes so that they could suggest actionable
actually the domain literature does have changes
some frameworks that provide more actually the domain literature does have
holistic some frameworks that provide more
and flexible views of job performance holistic
particularly a worker's dynamic and flexible views of job performance
situational context particularly a worker's dynamic
should be related to their performance situational context
in the wild this context can be should be related to their performance
reflected by a worker's day level in the wild this context can be
activities reflected by a worker's day level
so our research aim is to empirically activities
examine so our research aim is to empirically
how a workers day level activities and examine
that context how a workers day level activities and
is associated with their outcomes that context
irrespective of what their personality is associated with their outcomes
is irrespective of what their personality
so the data we use in the study comes
from the Tesserae project this is a study so the data we use in the study comes
that leverages passive sensors from the Tesserae project this is a study
that aim to predict well-being dynamics that leverages passive sensors
of information workers that aim to predict well-being dynamics
the project includes various data of information workers
streams including wearables smartphones the project includes various data
bluetooth and social media along with streams including wearables smartphones
that there are validated survey bluetooth and social media along with
instruments that serve as ground truth that there are validated survey
assessments for job performance instruments that serve as ground truth
as well as let us measure personality assessments for job performance
traits as well as let us measure personality
with these multiple streams we first traits
identify certain mutable day level with these multiple streams we first
activities identify certain mutable day level
by mutable we're referring to features activities
that can be potentially modulated and by mutable we're referring to features
actionably changed by the individual that can be potentially modulated and
themselves actionably changed by the individual
so for instance we look at a variety of themselves
contexts such as physical activities so for instance we look at a variety of
sleep patterns mobility phone activity contexts such as physical activities
and even desk activity at work sleep patterns mobility phone activity
now to complement the way individuals
are described based on their personality now to complement the way individuals
we take a person-centered approach to are described based on their personality
describe workers activity context we take a person-centered approach to
essentially this approach encourages us describe workers activity context
to cluster the workers based on their essentially this approach encourages us
various activity features to cluster the workers based on their
and we find two dominant groups if you various activity features
pay attention to the heat map here each and we find two dominant groups if you
row represents one of those clusters and pay attention to the heat map here each
that describes them on the base of the row represents one of those clusters and
significant dimensions that describes them on the base of the
a brighter color implies a higher value significant dimensions
and a darker one implies a lower value a brighter color implies a higher value
consider the activity cluster C2 which and a darker one implies a lower value
is the second row this group shows consider the activity cluster C2 which
batched phone use which possibly implies is the second row this group shows
lower interruptions batched phone use which possibly implies
and longer sessions on the phone lower interruptions
they also have transient desk dwelling and longer sessions on the phone
which means they spend more time away they also have transient desk dwelling
from their desk which which means they spend more time away
could indicate meetings and they also from their desk which
have higher sleep in comparison to the could indicate meetings and they also
other cluster have higher sleep in comparison to the
by using both the personality and other cluster
activity context together we can now by using both the personality and
describe people activity context together we can now
more holistically by expressing both describe people
their static more holistically by expressing both
intrinsic qualities as well as their their static
dynamic mutable context intrinsic qualities as well as their
so when we clustered our workers in the dynamic mutable context
sample based on their personality types so when we clustered our workers in the
we also found the same sample based on their personality types
two clusters that i mentioned earlier we also found the same
which is the resilient and the under two clusters that i mentioned earlier
control type which is the resilient and the under
additionally we now also incorporate the control type
activity context additionally we now also incorporate the
and together that forms an activity context
organizational persona and together that forms an
therefore there are two possible values organizational persona
for each cluster therefore there are two possible values
so this way we now have a two cross two for each cluster
significant so this way we now have a two cross two
main effect test the reason we perform significant
this test is to figure out if the main effect test the reason we perform
activity matters at all this test is to figure out if the
we find from our experiments that the activity matters at all
activity context we find from our experiments that the
is a significant factor for all job activity context
performance measures is a significant factor for all job
i'm going to elaborate on one of them performance measures
which is citizenship behavior i'm going to elaborate on one of them
so this is essentially a metric that which is citizenship behavior
describes tasks outside of someone's so this is essentially a metric that
formal job role describes tasks outside of someone's
such as assisting a colleague for this formal job role
measure we see that activity context such as assisting a colleague for this
actually has a larger effect size than measure we see that activity context
personality actually has a larger effect size than
if you notice the graph on the right we personality
find that overall workers in the under if you notice the graph on the right we
control personality type exhibit a lower find that overall workers in the under
citizenship behavior control personality type exhibit a lower
this is expected from the literature citizenship behavior
however this is expected from the literature
if these workers also demonstrate however
batched phone news and better sleep if these workers also demonstrate
their citizenship behavior is actually batched phone news and better sleep
higher and in some cases as much as their citizenship behavior is actually
certain workers from the resilient higher and in some cases as much as
category certain workers from the resilient
so together this approach now provides category
empirical evidence to suggest that even so together this approach now provides
with the same personality type empirical evidence to suggest that even
different activity context can with the same personality type
significantly indicate performance different activity context can
this presents organizations an significantly indicate performance
opportunity to use sensing technologies this presents organizations an
identify these personas in their opportunity to use sensing technologies
workforce and then test the effect identify these personas in their
that changing certain contexts could workforce and then test the effect
have on their workers performance that changing certain contexts could
in conclusion organizational personas
are essentially a framework to evaluate in conclusion organizational personas
workers based on their mutable day level are essentially a framework to evaluate
activities workers based on their mutable day level
i urge you to check out the full paper activities
to get a better understanding of our i urge you to check out the full paper
computational method to get a better understanding of our
an interpretation of our findings as computational method
well as the implications of our work an interpretation of our findings as
for organizational research and personal well as the implications of our work
management for organizational research and personal
with that i'll conclude my talk and management
thanks a lot for listening with that i'll conclude my talk and