Pamela Gu
Biographic Data
| ID | 4083906 |
|---|---|
| NAME | Pamela Gu |
| GIVEN NAMES | Pamela |
| FAMILY NAME | Gu |
| SIGNATURE | GU P |
| AFFILIATIONS | University of Wisconsin–Madison |
| ORCID | 0000-0003-1665-5493 |
| VERIFIED | Yes |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 3 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 0 |
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…
College students’ sense of belonging in times of disruption
The current study examined whether college students' sense of belonging changed following the onset of the COVID-19 pandemic. Participants were 252 (66.7% female) first- and second-year college students at a large public university in the United States. It was hypothesized that students would report a decrease in their sense of belonging from before to during the pandemic. It was also hypothesized that female students and racial-ethnic minority s…
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…
No prominent works on this page.
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…
College students’ sense of belonging in times of disruption
The current study examined whether college students' sense of belonging changed following the onset of the COVID-19 pandemic. Participants were 252 (66.7% female) first- and second-year college students at a large public university in the United States. It was hypothesized that students would report a decrease in their sense of belonging from before to during the pandemic. It was also hypothesized that female students and racial-ethnic minority s…
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 (2 works) · Social Psychology (2 works) · 2019-20 coronavirus outbreak (1 work) · COVID-19 and Mental Health (1 work) · Cultural Differences and Values (1 work) · Demography (1 work) · Diversity management (1 work) · Ethnic group (1 work) · Gender Diversity and Inequality (1 work) · International Student and Expatriate Challenges (1 work)