Marcus M Stewart
Biographic Data
| ID | 3658462 |
|---|---|
| NAME | Marcus M Stewart |
| GIVEN NAMES | Marcus M |
| FAMILY NAME | Stewart |
| SIGNATURE | STEWART M M |
| AFFILIATIONS | Bentley University |
| VERIFIED | No |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 10 |
| WORKS AS AUTHOR | 3 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2006 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
Is There a Sweet Spot for Gender Diversity Effects on Financial Performance in Organizations? An S‐Curve Model Explanation
By integrating theories of social identity, critical mass, and status hierarchies, we propose an S‐curve model of the relationship between gender diversity and firm performance. We test our hypotheses using two retail store samples and a third sample of Fortune 500 companies. Across all three samples, we find support for an S‐shaped relationship between gender diversity and firm performance where moderate levels of gender diversity serve as a “sw…
A relational demography model of workgroup identification
This study tested a relational demography model of workgroup identification. We theorized that early in workgroup formation, (a) racial identification would moderate the influence of racial dissimilarity on member communication behavior (frequency and length of verbal participation) during a group task, (b) member communication behaviors would mediate the effect of racial dissimilarity on workgroup identification, and that (c) these effects would…
Understanding the motivational effects of procedural and informational justice in feedback processes
Building upon traditional feedback models, this study examined the role of fair treatment in feedback contexts. Structural equation modelling using data from 236 undergraduate students highlighted perceived accuracy as a mediator in the credibility-motivation relationship as well as a relationship between accuracy and perceptions of procedural and informational justice. In addition, the results showed that the motivating effects of feedback accur…
A relational demography model of workgroup identification
This study tested a relational demography model of workgroup identification. We theorized that early in workgroup formation, (a) racial identification would moderate the influence of racial dissimilarity on member communication behavior (frequency and length of verbal participation) during a group task, (b) member communication behaviors would mediate the effect of racial dissimilarity on workgroup identification, and that (c) these effects would…
Understanding the motivational effects of procedural and informational justice in feedback processes
Building upon traditional feedback models, this study examined the role of fair treatment in feedback contexts. Structural equation modelling using data from 236 undergraduate students highlighted perceived accuracy as a mediator in the credibility-motivation relationship as well as a relationship between accuracy and perceptions of procedural and informational justice. In addition, the results showed that the motivating effects of feedback accur…
Understanding the motivational effects of procedural and informational justice in feedback processes
Building upon traditional feedback models, this study examined the role of fair treatment in feedback contexts. Structural equation modelling using data from 236 undergraduate students highlighted perceived accuracy as a mediator in the credibility-motivation relationship as well as a relationship between accuracy and perceptions of procedural and informational justice. In addition, the results showed that the motivating effects of feedback accur…
A relational demography model of workgroup identification
This study tested a relational demography model of workgroup identification. We theorized that early in workgroup formation, (a) racial identification would moderate the influence of racial dissimilarity on member communication behavior (frequency and length of verbal participation) during a group task, (b) member communication behaviors would mediate the effect of racial dissimilarity on workgroup identification, and that (c) these effects would…
Is There a Sweet Spot for Gender Diversity Effects on Financial Performance in Organizations? An S‐Curve Model Explanation
By integrating theories of social identity, critical mass, and status hierarchies, we propose an S‐curve model of the relationship between gender diversity and firm performance. We test our hypotheses using two retail store samples and a third sample of Fortune 500 companies. Across all three samples, we find support for an S‐shaped relationship between gender diversity and firm performance where moderate levels of gender diversity serve as a “sw…
Computer Science (2 works) · Gender Diversity and Inequality (2 works) · Psychology (2 works) · Social and Intergroup Psychology (2 works) · Social Psychology (2 works) · Applied Psychology (1 work) · Conflict Management and Negotiation (1 work) · Credibility (1 work) · Economic Justice (1 work) · Gender Studies (1 work)