Wisconsin School of Business

Maria Triana

Associate Professor - Management & Human Resources
Kuechenmeister-Bascom Professor in Business

María del Carmen “Mary” Triana is an Associate Professor at the University of Wisconsin – Madison in the Management and Human Resources Department. She earned a PhD in Organizational Behavior with a minor in Industrial/Organizational Psychology from Texas A&M University. She also holds an MBA from the University of Arizona and a BBA from The University of Texas at Austin.

Professor Triana’s research interests include diversity and discrimination in the workplace and organizational justice. Her research has been published in top management journals including Organization Science, Personnel Psychology, Journal of Applied Psychology, Journal of Management Studies, Journal of Organizational Behavior, Journal of Business Ethics, Journal of Vocational Behavior, and Human Resource Management.

Professor Triana has taught courses in Organizational Behavior, Human Resources, Personnel Selection, and Team Dynamics. She has taught students at all levels, including undergraduate, MBA, Ph.D., and executive education. She has been awarded both research and teaching awards at the Wisconsin School of Business in recent years.

She currently serves as the Academic Director of the Strategic Human Resource Management MBA Specialization at the Wisconsin School of Business. She also chairs the Ad Hoc Committee for Diversity, Inclusion, and Cross-Cultural Awareness for the Wisconsin School of Business.

Prior to joining academia, Professor Triana worked as a project manager in Human Resources Information Systems for Intel Corporation. She holds three professional certifications, including the Project Management Professional (PMP), the Senior Professional in Human Resources (SPHR), and the SHRM Senior Certified Professional (SHRM-SCP). She has completed consulting research projects for NASA as well as the United States Naval Academy.
 

Selected Accepted Journal Articles


Rabl, T. & Triana, M. & Byun, S. & Bosch, L. (2018). Diversity Management Efforts as an Ethical Responsibility: How Employees’ Perceptions of an Organizational Integration and Learning Approach to Diversity Affect Employee Behavior. Journal of Business Ethics
Yang, T. & Triana, M. (2016). Set up to fail: Explaining when women-led businesses are more likely to fail. Journal of Management

Selected Published Journal Articles


Patel, P. & Li, M. & Triana, M. & Park, H. (2018). Pay dispersion among the top management team and outside directors: Its impact on firm risk and firm performance. Human Resource Management (57), 177-192.
Triana, M. & Trzebiatowski, T. & Byun, S. (2017). Lowering the Threshold for Feeling Mistreated: Perceived Overqualification Moderates the Effects of Perceived Age Discrimination on Job Withdrawal and Somatic Symptoms. Human Resource Management (56), 979-994.
Triana, M. & Richard, O. & Yucel, I. (2017). Status incongruence and supervisor gender as moderators of the transformational leadership to subordinate affective organizational commitment relationship. Personnel Psychology (70), 429-467.
Kim, K. & Triana, M. & Chung, K. & Oh, N. (2016). When do employees cyberloaf? An interactionist perspective examining personality, justice, and empowerment. Human Resource Management (55), 1041-1058.
Chapa, O. & Triana, M. (2015). Do Ethnicity and Occupational Status Interact to Influence Anxiety? An Investigation of Anxiety Among Hispanic Emergency Responders. International Journal of Human Resource Management (26), 1694-1711.
Watkins, M. & Ren, R. & Umphress, E. & Boswell, W. & Triana, M. & Zardkoohi, A. (2015). Compassion organizing: Employees' satisfaction with corporate philanthropic disaster response and reduced job strain. Journal of Occupational and Organizational Psychology (88), 436-458.
Wagstaff, M. & Colella, A. & Triana, M. & Smith, A. & Watkins, M. (2015). Subordinates’ perceptions of supervisor paternalism: A scale development. Journal of Managerial Psychology (30), 659-674.
Wagstaff, M. & Triana, M. & Kim, S. & Al-Riyami, S. (2015). Responses to discrimination: Relationships between social support seeking, core self-evaluations, and withdrawal behaviors. Human Resource Management (54), 673-687.
Triana, M. & Jayasinghe, M. & Pieper, J. (2015). Perceived workplace racial discrimination and its correlates: A meta-analysis. Journal of Organizational Behavior (36), 491-513.
Rabl, T. & Triana, M. (2014). Age diversity and organizational attraction: Individual attitudes matter. Journal of Business Ethics (121), 403-417.
Triana, M. & Porter, C. & DeGrassi, S. & Bergman, M. (2013). We’re all in this together, except for you: The effect of racial distance on helping behavior in teams. Journal of Organizational Behavior (34), doi: 10.1002/job.1842.
Rabl, T. & Triana, M. (2013). How German employees of different ages conserve resources: Perceived age discrimination and affective organizational commitment. International Journal of Human Resource Management (24), 3599-3612.
Wagstaff, F. & Triana, M. & Peters, A. & Salazar, D. (2013). Reactions to allegations of discrimination. Journal of Managerial Psychology (28), 74-91. doi: 10.1108/02683941311298878.
Triana, M. & Wagstaff, F. & Kim, K. (2012). That’s not fair! How personal value for diversity influences reactions to the perceived discriminatory treatment of minorities. Journal of Business Ethics (111), 211-218. doi: 10.1007/s10551-012-1202-0.
Watkins, M. & Ren, R. & Umphress, E. & Boswell, W. & Triana, M. & Zardkoohi, A. (2012). Your work is interfering with our life! The influence of a significant other on employee job search activity. Journal of Occupational and Organizational Psychology (85), 531-538. doi: 10.1111/j.2044-8325.2011.02050.x.
Boswell, W. & Watkins, M. & Triana, M. & Zardkoohi, A. & Ren, R. & Umphress, E. (2012). Second-class citizen? Contract workers’ perceived status, dual commitment, and intent to quit. Journal of Vocational Behavior (80), 454-463. doi: 10.1016/j.jvb.2011.12.003.
Triana, M. & Kirkman, B. & Wagstaff, F. (2012). Does the order of face-to-face and computer-mediated communication matter in diverse project teams? An investigation of communication order effects on minority inclusion and participation. Journal of Business and Psychology (27), 57-70. doi: 10.1007/s10869-011-9232-7.
Triana, M. & Kim, K. & Garcia, F. (2011). To help or not to help? Diversity beliefs as a moderator of the relationship between the exclusion of minorities and citizenship behavior toward minorities. Journal of Business Ethics (102), 333-342. doi: 10.1007/s10551-011-0817-x.
Triana, M. & Garcia, F. & Colella, A. (2010). Managing diversity: How organizational efforts to support diversity enhance affective commitment and reduce turnover intent for employees who experience discrimination at work. Personnel Psychology (63), 817-843. doi: 10.1111/j.1744-6570.2010.01189.x.
Zimmerman, R. & Triana, M. & Barrick, M. (2010). The criterion-related validity of a structured letter using multiple raters and multiple performance criteria. Human Performance (23), 361-378. doi: 10.1080/08959285.2010.501049.
Garcia, F. & Triana, M. & Peters, A. (2009). Self-enhancement in a job search context. International Journal of Selection and Assessment (17), 290-299. doi: 10.1111/j.1468-2389.2009.00471.x.
Triana, M. & Garcia, F. (2009). Valuing diversity: A group-value approach to understanding the importance of organizational efforts to support diversity. Journal of Organizational Behavior (30), 941-962. doi: 10.1002/job.598.
Miller, T. & Triana, M. (2009). Demographic diversity in the boardroom: Mediators of the board diversity-firm performance relationship. Journal of Management Studies (46), 755-786. doi: 10.1111/j.1467-6486.2009.00839.x.
Umphress, E. & Simmons, A. & Boswell, W. & Triana, M. (2008). Managing discrimination in selection: The impact of directives from an authority and social dominance orientation. Journal of Applied Psychology (93), 982-993. doi: 10.1037/0021-9010.93.5.982.
Paetzold, R. & Garcia, F. & Colella, A. & Ren, L. & Triana, M. & Ziebro, M. (2008). Perceptions of people with disabilities: When is “reasonable” accommodation fair?. Basic and Applied Social Psychology (30), 27-35. doi: 10.1080/01973530701665280.

Selected Submitted Journal Articles


Yang, T. & Triana, M. (2018). Against all odds: Why Black entrepreneurs are more motivated and persistent despite lower business success. Journal of Management

Presentations


Annual Meeting of the Academy of Management ( 2018 ) Double bind: African-American, Asian, and Hispanic Women on corporate boards

Annual Meeting of the Academy of Management ( 2018 ) Experience makes all the difference…for women: How executive experience, gender, and busyness predict director effectiveness

Annual Meeting of the Academy of Management ( 2018 ) Why Black entrepreneurs are motivated and persistent despite lower business performance

Diversity Perspective on Management: Towards more complex conceptualizations of diversity in management studies ( 2018 ) Team deep-level diversity and performance: A meta-analysis considering mediating mechanisms and boundary conditions

Annual Meeting of the Academy of Management ( 2017 ) Climate for inclusion's effects on inclusive behaviors and knowledge exchange: A multi-method study

Annual Meeting of the Academy of Management ( 2017 ) Supervisor-subordinate incongruence in power distance orientation and subordinate work outcomes

Annual Meeting of the Academy of Management ( 2017 ) When men wear pink collars: Gender similarity and discrimination in female-dominated settings

Annual Meeting of the Academy of Management ( 2016 ) Are organizational diversity practices and ethics related? Evidence from the United States and Germany

Annual Meeting of the Academy of Management ( 2016 ) Motives behind organizational diversity efforts are related to employee perceptions of the organization and intentions to file a discrimination claim: Evidence from field and lab studies

Annual Meeting of the Academy of Management ( 2016 ) Set up to fail: Explaining why women-led businesses are more likely

Annual Meeting of the Academy of Management ( 2015 ) Employees use a second opinion to assess and react to their own

Annual Meeting of the Academy of Management ( 2014 ) Differentiated leader relations in teams: Effects of racial diversity and leader style on member motivation and performance

Annual Meeting of the Academy of Management ( 2014 ) Mistreatment of others affects observer justice and satisfaction: Observer values are key

Annual Meeting of the Academy of Management ( 2014 ) Unlocking the performance potential of employees who are racially dissimilar from their boss

Annual Meeting of the Southwest Academy of Management ( 2013 ) Social dominance orientation, affirmative action, performance ratings, and evaluations

Society for Industrial Organizational Psychology ( 2013 ) Fairness ratings depend on both target and observer demographics

Society for Industrial Organizational Psychology ( 2013 ) Race discrimination in employment and its outcomes:

Society for Industrial Organizational Psychology ( 2013 ) Responses to discrimination are shaped by those close to us

Annual Meeting of the Academy of Management ( 2012 ) Adding insult to injury: How perceived overqualification moderates the effects of perceived age discrimination on job withdrawal and somatic symptoms

Annual Meeting of the Academy of Management ( 2012 ) Reactions to Affirmative Action: Differences between the Northern and Southern United States live on

Society for Industrial Organizational Psychology ( 2012 ) Racial distance, workload, and performance feedback influence backing up behavior

German Academic Association for Business Research ( 2011 ) The role of attitudes toward age diversity in the relationships among age diversity, age diversity orientation, and organizational attractiveness

Annual Convention of the American Psychological Association ( 2011 ) Personal value for diversity and the justice of minorities

Annual Meeting of the Academy of Management ( 2011 ) Actions speak louder than words: Age diversity, diversity management and organizational attractiveness

Annual Meeting of the Academy of Management ( 2011 ) After the Levees Broke: The Roles of Satisfaction with an Employer’s Response, Perceived Organizational Support, and Organizational Justice on Emotional Exhaustion after a Natural Disaster

Annual Meeting of the Academy of Management ( 2011 ) To help or not to help? Personal value for diversity moderates the relationship between discrimination against minorities and citizenship behavior toward minorities

Society for Industrial Organizational Psychology ( 2011 ) Reactions to allegations of discrimination: Perpetrators’ anger and justifications

Society for Industrial Organizational Psychology ( 2011 ) Social coping as a response to perceived discrimination

Rays of Research ( 2011 ) We’re all in this together, except for you: The effect of racial distance on backing up behavior in teams

Annual Meeting of the Academy of Management ( 2010 ) Whom do we help (or kick) when they are down? The interaction of racial diversity, workload, and feedback on attributions and backing up behavior in teams

Society for Industrial Organizational Psychology ( 2010 ) Second-Class Citizens? Contractor Employee Perceptions of Status and Commitment

Annual Meeting of the Academy of Management ( 2009 ) Self-enhancement in a job search context

Annual Meeting of the Academy of Management ( 2009 ) The role of significant other perspectives of work-family conflict on employee work outcomes

Iberoamerican Academy of Management ( 2009 ) Biased intentions in selection

Society for Industrial Organizational Psychology ( 2009 ) Coworkers matter: Incivility, exchanges, and outcomes

Society for Industrial Organizational Psychology ( 2009 ) Organizational efforts to support diversity reduce the harm of discrimination

Society for Industrial Organizational Psychology ( 2009 ) Virtual communication helps minority inclusion in virtual teams.

Annual Meeting of the Academy of Management ( 2008 ) Diversity’s power to change: How board power and gender diversity affect strategic change

Annual Meeting of the Academy of Management ( 2008 ) Employee responses to discriminatory treatment

Society for Industrial and Organizational Psychology ( 2008 ) Organizational efforts to support diversity matter

Society for Industrial and Organizational Psychology ( 2008 ) Using a structured letter of reference to predict performance

Society for Industrial Organizational Psychology ( 2008 ) Influence of Community Factors on Organizational Justice and Job Behaviors

Annual Meeting of the Academy of Management ( 2007 ) Gender, justice orientation, social comparison and interpersonal justice: How others’ treatment impacts supervisor evaluations

Annual Meeting of the Academy of Management ( 2007 ) Mediation in Strategic Management Research: Conceptual Beginnings, Current Application, and Future Recommendations

Society for Industrial Organizational Psychology ( 2007 ) Employee responses to discriminatory treatment at work

Annual Meeting of the Academy of Management ( 2006 ) Approaches to Testing Mediation

Annual Meeting of the Academy of Management ( 2006 ) Managing Discrimination in Selection: The Impact of Accountability and Social Dominance Orientation

Annual Meeting of the Academy of Management ( 2006 ) Social Comparison and Interpersonal Justice: How Self and Other Justice Impact Supervisor Evaluation

Society for Industrial Organizational Psychology ( 2006 ) The Effects of Gender and Sexism on Reactions to Paternalism

Annual Meeting of the Academy of Management ( 2005 ) Measuring paternalism: opening the door to research

Annual Meeting of the Academy of Management ( 2005 ) Selection, obedience, and social dominance orientation: Complexities of pursuing a diverse workforce

Society for Industrial and Organizational Psychology ( 2005 ) Perceptions of people with disabilities: When is “reasonable” accommodation fair?


Undergraduate Courses


Personnel Staffing & Eval
Course DescriptionElements of manpower planning and internal labor markets; validation procedures for determining the potential job effectiveness of individuals; description and validity of selection instruments such as tests, interviews and biographical data; measuring performance, turnover and absenteeism; the process of performance appraisal; employment discrimination and affirmative action.
(MHR 611 Section 1), Fall 2008.

Personnel Staffing & Eval
Course DescriptionElements of manpower planning and internal labor markets; validation procedures for determining the potential job effectiveness of individuals; description and validity of selection instruments such as tests, interviews and biographical data; measuring performance, turnover and absenteeism; the process of performance appraisal; employment discrimination and affirmative action.
(MHR 611 Section 1), Fall 2009.

The Management of Teams
Course DescriptionExamines components that comprise teams,highlights key factors that influence team effectiveness,develops skills in diagnosing opportunities and threats that face teams,and enhances teamwork expertise.
(MHR 401 Section 1), Fall 2014.

The Management of Teams
Course DescriptionExamines components that comprise teams, highlights key factors that influence team effectiveness, develops skills in diagnosing opportunities and threats that face teams, and enhances teamwork expertise.
(MHR 401 Section 1), Fall 2008.

The Management of Teams
Course DescriptionExamines components that comprise teams, highlights key factors that influence team effectiveness, develops skills in diagnosing opportunities and threats that face teams, and enhances teamwork expertise.
(MHR 401 Section 1), Spring 2009.

The Management of Teams
Course DescriptionExamines components that comprise teams, highlights key factors that influence team effectiveness, develops skills in diagnosing opportunities and threats that face teams, and enhances teamwork expertise.
(MHR 401 Section 1), Spring 2010.

The Management of Teams
Course DescriptionExamines components that comprise teams, highlights key factors that influence team effectiveness, develops skills in diagnosing opportunities and threats that face teams, and enhances teamwork expertise.
(MHR 401 Section 1), Fall 2010.

The Management of Teams
Course DescriptionExamines components that comprise teams, highlights key factors that influence team effectiveness, develops skills in diagnosing opportunities and threats that face teams, and enhances teamwork expertise.
(MHR 401 Section 1), Fall 2009.

The Management of Teams
Course DescriptionExamines components that comprise teams, highlights key factors that influence team effectiveness, develops skills in diagnosing opportunities and threats that face teams, and enhances teamwork expertise.
(MHR 401 Section 1), Spring 2011.

The Management of Teams
Course DescriptionExamines components that comprise teams, highlights key factors that influence team effectiveness, develops skills in diagnosing opportunities and threats that face teams, and enhances teamwork expertise.
(MHR 401 Section 1), Fall 2012.

The Management of Teams
Course DescriptionExamines components that comprise teams, highlights key factors that influence team effectiveness, develops skills in diagnosing opportunities and threats that face teams, and enhances teamwork expertise.
(MHR 401 Section 1), Fall 2013.

Organizational Behavior
Course DescriptionAttitudes and behavior within organizations. Satisfaction, performance, and job choice; models of organizational behavior and attitudes; use of the models to demonstrate how individual, group, and organizational characteristics influence attitudes and behavior. Implications for supervisory practice.
(MHR/MHR 300), Spring 2008.

Organizational Behavior
Course DescriptionEmployee work attitudes and behaviors in organizations. Analysis of how individual, group and organizational characteristics influence employee attitudes, such as satisfaction and alienation, and employee behaviors, such as participation and performance. How managerial policies and practices such as reward systems and leadership influence work attitudes and behaviors.
(MHR 300), Summer 2007.

Organizational Behavior
Course DescriptionEmployee work attitudes and behaviors in organizations. Analysis of how individual, group and organizational characteristics influence employee attitudes, such as satisfaction and alienation, and employee behaviors, such as participation and performance. How managerial policies and practices such as reward systems and leadership influence work attitudes and behaviors.
(MHR 300), Fall 2006.



Graduate Courses


Contemporary Topics (MHR 765 Section 1), Fall 2012.

Contemporary Topics (MHR 765 Section 2), Fall 2012.

(MHR 706 Section 1), Fall 2014.

(MHR 706 Section 2), Fall 2014.

(MHR 706 Section 1), Fall 2013.

(MHR 706 Section 2), Fall 2013.



Learning/Teaching Oriented Publications


Hitt, M. & Miller, C. & Colella, A. & Triana, M. (2018). Organizational Behavior, 5th Ed.: Organizational Behavior, 5th Ed.
Triana, M. (2017). Managing Diversity in Organizations: A Global Perspective.

Professional Organizations


Academy of Management

Society for Industrial Organizational Psychology

Project Management Institute

American Psychological Association

PhD Project


Editorial and Reviewing Activities


Journal of Organizational Behavior - Since June 2017
Editorial Board Member

Personnel Psychology - Since January 2017
Editorial Board Member

Journal of Occupational and Organizational Psychology - Since January 2012
Ad Hoc Reviewer

Journal of Management Studies - Since January 2012
Ad Hoc Reviewer

Journal of Managerial Psychology - Since January 2012
Ad Hoc Reviewer

Journal of Applied Social Psychology - Since January 2011
Ad Hoc Reviewer

Journal of Leadership and Organizational Studies - Since January 2011
Ad Hoc Reviewer

Academy of Management Journal - Since January 0001
Ad Hoc Reviewer

Human Relations - Since January 0001
Ad Hoc Reviewer

Journal of Business and Psychology - Since January 0001
Editorial Board Member


Photograph of Maria Triana

Maria Triana

 
Associate Professor | Management & Human Resources
Kuechenmeister-Bascom Professor in Business
(608) 890-2495
4299 Grainger Hall