María Carmen Triana

Vanderbilt University | Vander Bilt

Purpose This study investigates the relationship between child gender and a CEO’s top management hiring decisions. Design/methodology/approach Hypotheses were tested using secondary data on 121 S&P 500 male CEOs, their children, and their top management teams. Findings Results indicate that child gender is associated with a male CEO’s TMT hiring...

Role congruity theory proposes that bias may arise from the perceived incongruity between stereotypes about a social group and expected requirements for success in a social role. Since its introduction, with a focus on gender roles and the development of prejudice against female leaders, management scholars have applied role congruity theory to und...

Algorithms might prevent prejudices and increase objectivity in personnel selection decisions, but they have also been accused of being biased. We question whether algorithm‐based decision‐making or providing justifying information about the decision‐maker (here: to prevent biases and prejudices and to make more objective decisions) helps organizat...

We examine the impact of female-led venture firms’ knowledge of alternative forms of financial capital and its effect on their financial performance as compared to male-led ventures. We contend that women chief executive officers (CEOs) leading such ventures faced unique historical and stereotypical challenges that impeded their financial knowledge...

Finding ways of breaking the gender‐based glass ceiling is an important human resource issue in companies today. Employing a sample of over 200 retail stores, we explore multiple moderating and mediating factors to explain when and why women store leaders perform better, equal to, or worse than men. Results reveal that (a) women are assigned to lea...

Employee strain is estimated to cost American companies as much as $500 billion in lost productivity annually, and a leading cause of workforce stress is disagreements with other people (Cook, 2017; Mental Health America, 2017). In this study, we investigate supervisor-subordinate value incongruence as a cause of employee strain. Specifically, this...

Given the mixed evidence that having both women and men in the top management team (TMT) or in the board of directors (BOD) has a significant influence on organizational innovation, we resolve this issue by conceptualizing TMT–BOD gender diversity as part of a multiteam system, that has joint effects which impact organizational innovation. Evidence...

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discriminat...

To reconcile the inconsistencies and complexities in the relationship between team diversity and performance, our meta‐analysis takes a more nuanced approach to the relationship between team deep‐level diversity and team performance. We examine the type of deep‐level diversity (personality, values, culture), task complexity, and executive team stat...

This study investigates how firm structure, chief executive officer (CEO) power, and federal legislation influence hiring of corporate directors from a diverse background. Combining the value‐in‐diversity hypothesis and the similarity‐attraction paradigm, we examine the impact of economically rational (i.e., business need) and social preference (i....

The physical attractiveness stereotype maintains that what is beautiful is good. Does this also apply to Chief Executive Officers (CEOs) and influence their compensation? There are numerous debates on CEO compensation, and scholars have long been interested in understanding the factors that impact CEO compensation. Of the empirical studies investig...

As men take on more family responsibilities over time, with women still shouldering considerably more childcare and housework, an important ethical matter facing organizations is that of providing a supportive environment to foster employee well-being and balance between work and family. Using conservation of resources theory, this multi-source stu...

This paper integrates the inclusion and organizational ethics literatures to examine the relationship between employees’ perceptions of an organizational integration and learning approach to diversity and two employee outcomes: organizational citizenship behavior toward the organization and interpersonal workplace deviance. Findings across two fiel...

Purpose The purpose of this paper is to examine how employees’ perceptions and the perceptions of others close to them influence employee reactions to perceived racial discrimination at work. Design/methodology/approach Integrating the interactional model of cultural diversity (IMCD) with signaling theory, this study examines how others close to a...

The World Health Organization reports that over 300 million individuals suffer from anxiety symptoms costing one trillion dollars in lost productivity, annually. Anxiety provokes physical and psychological reactions associated with facing existential threats, or illusive threats yet to occur. Anxiety is an individual trait, embedded in neurologica...

We draw on relative deprivation theory to examine how the context influences the relationship between employees’ perceptions of gender discrimination and outcomes at work using a meta-analysis and two complementary empirical studies. Our meta-analysis includes 85 correlations from published and unpublished studies from around the world to assess co...

Two key groups central to improving firm performance are the top management team (TMT) and the board of directors. Executives undertake strategic actions, whereas board members fulfill their resource provision and monitoring roles. Drawing on tournament theory and equity theory, we propose that high pay dispersion among outside directors and the TM...

Drawing on role congruity theory, we examine whether and when women-led ventures are more likely to fail than men-led ventures. We investigate the relationship between the gender of the leading entrepreneur and business failure and three important moderators of this relationship: whether the leadership assignment is consistent with merit, whether t...

This study examines whether and how perceived overqualification affects the relationships between perceived age discrimination from one's supervisor and two outcome variables: job withdrawal and somatic symptoms. Using a paired sample (of employees and a paired participant who knew them well, N = 235 pairs), results show that employees who feel ove...

Grounded in role congruity theory, we examine how status incongruence (when the subordinate is older, has more education, work experience, and/or organizational tenure than the supervisor) in subordinate-supervisor dyads affects transformational leaders’ ability to foster affective organizational commitment among their subordinates. Across two fiel...

Cyberloafing—using the internet for non-work-related activities—is a prevalent counterproductive work behavior (CWBs) in the workplace, but researchers have not yet paid sufficient attention to this issue, especially related to the role of personality in cyberloafing. Recognizing such a research gap, and using a trait activation theory framework, t...

Drawing from social dominance theories and conceptualizations of paternalism, we define and develop a measure of subordinates’ perceptions of supervisor paternalism (SPSP).

We combine the interactional model of cultural diversity (IMCD) and relative deprivation theory to examine employee outcomes of perceived workplace racial discrimination. Using 79 effect sizes from published and unpublished studies, we meta-analyze the relationships between perceived racial discrimination and several important employee outcomes tha...

The literature on corporate social responsibility and corporate philanthropy generally focuses on how employers come to the aid of those outside the organization in different regions that have been affected by disasters. Less is known about how corporate philanthropic disaster response (CPDR) directed toward their own employees relates to important...

Despite calls for more theoretical and empirical attention, race and racial diversity remain important, but largely ignored, aspects of team composition in previous leadership theory and research. As a result, scholars and practitioners know relatively little about how to best lead racially diverse organizations and their sub-units. We examine the...

Based on the Ability-Motivation-Opportunity framework, we conducted a field study of subordinate-supervisor dyads to examine how dyadic racial dissimilarity impacts elaboration of task-relevant information (ETRI) and subordinate job performance when jointly moderated by subordinate cultural values and communication media. Dyad racial dissimilarity...

The literature on corporate social responsibility and corporate philanthropy generally focuses on how employers come to the aid of those outside the organization who have been affected by disasters. Less is known about an organization's corporate philanthropic disaster response ( CPDR ) directed towards their employees. We argue, based on conservat...

Although anxiety is a universal emotion, some of the most severe job-related levels of anxiety are among emergency responder occupations, jeopardizing their well being and positive job performance. The literature suggests that certain ethnic groups report higher levels of anxiety than other ethnic groups. Using Lazarus and Folkman's transactional m...

Drawing from the theory of conservation of resources (Hobfoll, 1989), we examined relationships between social support seeking as a response to perceived discrimination from supervisors, core self-evaluations, and withdrawal behaviors. We further studied how the relationship between social support seeking and withdrawal behaviors was moderated by c...

Using diversity climate theory and research, this paper examines the relationships among an organization’s actions which indicate a value for age diversity and potential applicants’ reactions toward that organization. Specifically, we investigate the interactive effects of an organization’s age diversity, an organization’s age diversity management...

We contribute to research on family responsibility discrimination by building on the effort-reward imbalance model to consider how a combination of rewards affects an employee’s level of work-life conflict. We examine these relationships using a national sample of employees with a two-phased design and paired participants as an extra source. As hyp...

Research shows that having a disproportionately heavy workload is associated with receiving high levels of help from team members (Porter, Hollenbeck, Ilgen, Ellis, West, & Moon, 2003). Drawing from social categorization theory and the actor-observer hypothesis, we extend this research. We explore how a team member’s performance feedback on how the...

The literature claims that perceived age discrimination functions as a stressor. Using conservation of resources theory, this paper examines the moderating effect of employees' age on the relationship between employees' perceived age discrimination and affective organizational commitment. We collected survey data from 1255 German employees. Results...

Diverse boards have been seen as providing impetus for initiating change. However, diversity may introduce conflict and impede decision-making, which could hinder the ability of the firm to make strategic change, especially in times when firm performance is low. Using threat-rigidity theory, we examine how board gender diversity, firm performance,...

Purpose The purpose of this paper is to examine alleged perpetrators' reactions to being accused of discrimination. Design/methodology/approach The paper examines how the mode of confrontation as well as the perpetrator's status relate to the alleged perpetrator's state of anger and the likelihood of providing a justification to the victim. To tes...

Diverse boards have been seen as providing impetus for initiating change. However, diversity may introduce conflict and impede decision making, which could hinder the ability of the firm to make strategic change, especially in times when firm performance is low. Integrating threat-rigidity theory and team diversity research, we examine how board ge...

Using Leventhal’s (Social exchange: Advances in theory and research, Plenum Press, New York, 1980) rules of procedural justice as well as deontic justice (Folger in Research in social issues in management, Information Age, Greenwich, CT, 2001), we examine how personal value for diversity moderates the negative relationship between perceived discrim...

This research draws on family systems theory to examine the influence of the significant other on employees’ job search behaviours. Data from 102 matched pairs of employees and their significant others showed that significant others’ perception of the employee’s work-to-family conflict was positively related to the employee’s job search activity af...

Outsourcing of jobs to contract workers who work alongside a client's employees has changed the human resource landscape of many organizations. In this study we examine how a contract worker's perceived employment status similarity to the client's own standard employees influences his/her affective commitment to both the client and the employer and...

Purpose This study investigated whether meeting electronically first using computer-mediated communication (CMC) before meeting face-to-face (FTF) increases the inclusion of a female group member in a predominantly male project team. Design/methodology/approach We used an experimental design and a sample of 200 college students grouped within 50 fo...

Purpose -- This study investigated whether meeting electronically first using computer-mediated communication (CMC) before meeting face-to-face (FTF) increases the inclusion of a female group member in a predominantly male project team. Design/methodology/approach -- We used an experimental design and a sample of 200 college students grouped withi...

Using the scope of justice perspective (Deutsch in J Soc Issues 31(3):137–149, 1975; Opotow in Conflict, cooperation, and justice: essays inspired by the work of Morton Deutsch, 1995, J Soc Issues 52:19–24, 1996), we examined whether and how the relationship between perceived discrimination against minorities at work (i.e., racial minorities and fe...

The purpose of this study was to investigate how gender role incongruence in terms of women being primary wage earners and males being secondary wage earners in their families could affect them at work. Using an experimental design and a sample of 306 college students, I explored how females who are the primary wage earners in their families and ma...

Using the scope of justice perspective (Deutsch in J Soc Issues 31(3):137–149, 1975; Opotow in Conflict, cooperation, and justice: essays inspired by the work of Morton Deutsch, 1995, J Soc Issues 52:19–24, 1996), we examined whether and how the relationship between perceived discrimination against minorities at work (i.e., racial minorities and fe...

Using the interactional model of cultural diversity, we examined whether the negative effects of perceived racial discrimination on affective commitment can be mitigated by perceived organizational efforts to support diversity. Across 3 studies, we found that perceptions of workplace racial discrimination are negatively related to affective commitm...

The purpose of this study was to assess the predictive validity of observer ratings of personality and job-related competencies in a selection setting. Based on ratings from multiple raters of both the predictors and the criteria in a sample of MBA students, results indicated that observer ratings of Conscientiousness, Emotional Stability, leadersh...

The purpose of this study was to investigate how gender role incongruence in terms of women being primary wage earners and males being secondary wage earners in their families could affect them at work. Using an experimental design and a sample of 306 college students, I explored how females who are the primary wage earners in their families and ma...

Using the Interactional Model of Cultural Diversity and social exchange theory, we examined how the negative effects of perceived racial discrimination on affective commitment can be attenuated by perceived organizational efforts to support diversity. Across three studies, we found that perceptions of workplace racial discrimination are negatively...

Using the Interactional Model of Cultural Diversity and social exchange theory, we examined how the negative effects of perceived racial discrimination on affective commitment can be attenuated by perceived organizational efforts to support diversity. Across three studies, we found that perceptions of workplace racial discrimination are negatively...

Using Leventhal's rules as well as the group-value model of procedural justice, we first examined how the negative effects of perceived racial discrimination on procedural justice judgments can be attenuated by perceived organizational efforts to support diversity. Secondly, we examine how these effects ultimately impact affective commitment and or...

The purpose of this study was to examine the role of self-enhancement in a job search context. Based on previous theoretical and empirical research on positive illusions and core self-evaluations, we examined the relationships among core self-evaluations, self-enhancement, perceived job alternatives, and job search behaviors. Participants in two di...

Whereas the majority of research on board diversity explores the direct relationship between racial and gender diversity and firm performance, this paper investigates mediators that explain how board diversity is related to firm performance. Grounded in signalling theory and the behavioural theory of the firm, we suggest that this relationship oper...

The purpose of this study was to examine the role of self-enhancement in a job search context. Based on previous theoretical and empirical research on positive illusions and core self-evaluations (Judge & Bono, 2001; Taylor & Brown, 1988), we examined the relationships among core self-evaluations, self-enhancement, perceived job alternatives, and j...

The authors examined one manner in which to decrease the negative impact of social dominance orientation (SDO), an individual difference variable that indicates support for the "domination of 'inferior' groups by 'superior' groups" (J. Sidanius & F. Pratto, 1999, p. 48), on the selection of candidates from low-status groups within society. Consiste...

We experimentally examined fairness perceptions of accommodating people with disabilities by manipulating the granting of an accommodation, reward structure, and the best performer on a word search task. Data from 134 undergraduate students indicated that granting an accommodation was seen as less fair than not granting it, that having a person wit...

Mediating effects allow strategic management researchers to understand “black box” processes underlying complex relationships whereby the effect of an independent variable is transmitted to a dependent variable through a third variable. Since the seminal work of Baron and Kenny (1986), advancements have been made in mediation analysis. Thus, litera...