María Del Carmen Triana
Biographic Data
| ID | 4083403 |
|---|---|
| NAME | María Del Carmen Triana |
| GIVEN NAMES | María Del Carmen |
| FAMILY NAME | Triana |
| SIGNATURE | TRIANA M C |
| AFFILIATIONS | University of Wisconsin–Madison |
| ORCID | 0000-0002-2984-1466 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 37 |
| WORKS AS AUTHOR | 10 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2009 |
| 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…
Análisis de los determinantes de la productividad agrícola en la provincia de Los Ríos
El presente artículo de investigación tuvo como objetivo analizar los factores que inciden en la productividad agrícola en la provincia de Los Ríos durante el periodo 2010–2024, mediante un análisis econométrico basado en datos oficiales del INEC y el MAG, en donde se aplicó un enfoque cuantitativo, con diseño no experimental de tipo longitudinal y alcance lógico-histórico, lo cual permitió evaluar cómo las precipitaciones, el empleo agropecuario…
The effect of age discrimination on employee silence
Leader responses to a pandemic
Purpose The present study examines head of state gender and national collectivism to explain how some leaders have been able to manage a pandemic better than others. Design/methodology/approach We measure pandemic deaths per million using objective numbers for each country. Country collectivism is measured using the GLOBE study. Qualitative analyses of world leader speeches are used to examine how health-focused leaders’ language is. Media attent…
The only daughters effect
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 decisions. Specifically, we find that male CEOs with only daughters were significantly more likely to …
Relying on second opinions for potentially racist encounters
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 an employee can influence employee job satisfaction and turnover in response to potentially racist enc…
Compassion organizing
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 conservation of resources ( H obfoll, 1989, A m . P sychol ., 44, 513) and compassion organizing ( D utton et…
Perceived workplace racial discrimination and its correlates
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 that have potential implications for organizational performance. In response to calls to examine the co…
We're all in this together…except for you
We draw from social categorization theory and the actor–observer hypothesis to extend previous research regarding receiving high levels of help from team members. Specifically, we explore how a team member's performance feedback on how they handled a disproportionately heavy share of the team's workload and how their racial distance from the rest of their teammates affect the amount of helping that person receives from their teammates. Results fr…
Valuing diversity
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 organizational citizenship behavior. We found that employees who believe some individuals in the workp…
Perceived workplace racial discrimination and its correlates
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 that have potential implications for organizational performance. In response to calls to examine the co…
Valuing diversity
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 organizational citizenship behavior. We found that employees who believe some individuals in the workp…
Valuing diversity
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 organizational citizenship behavior. We found that employees who believe some individuals in the workp…
We're all in this together…except for you
We draw from social categorization theory and the actor–observer hypothesis to extend previous research regarding receiving high levels of help from team members. Specifically, we explore how a team member's performance feedback on how they handled a disproportionately heavy share of the team's workload and how their racial distance from the rest of their teammates affect the amount of helping that person receives from their teammates. Results fr…
Compassion organizing
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 conservation of resources ( H obfoll, 1989, A m . P sychol ., 44, 513) and compassion organizing ( D utton et…
Perceived workplace racial discrimination and its correlates
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 that have potential implications for organizational performance. In response to calls to examine the co…
Relying on second opinions for potentially racist encounters
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 an employee can influence employee job satisfaction and turnover in response to potentially racist enc…
The effect of age discrimination on employee silence
Leader responses to a pandemic
Purpose The present study examines head of state gender and national collectivism to explain how some leaders have been able to manage a pandemic better than others. Design/methodology/approach We measure pandemic deaths per million using objective numbers for each country. Country collectivism is measured using the GLOBE study. Qualitative analyses of world leader speeches are used to examine how health-focused leaders’ language is. Media attent…
The only daughters effect
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 decisions. Specifically, we find that male CEOs with only daughters were significantly more likely to …
Análisis de los determinantes de la productividad agrícola en la provincia de Los Ríos
El presente artículo de investigación tuvo como objetivo analizar los factores que inciden en la productividad agrícola en la provincia de Los Ríos durante el periodo 2010–2024, mediante un análisis econométrico basado en datos oficiales del INEC y el MAG, en donde se aplicó un enfoque cuantitativo, con diseño no experimental de tipo longitudinal y alcance lógico-histórico, lo cual permitió evaluar cómo las precipitaciones, el empleo agropecuario…
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…
Psychology (8 works) · Social Psychology (8 works) · Gender Diversity and Inequality (7 works) · Political science (7 works) · Job Satisfaction and Organizational Behavior (4 works) · Social Psychology (3 works) · Artificial Intelligence (2 works) · Computer Science (2 works) · Diversity (politics (2 works) · International Student and Expatriate Challenges (2 works)