Biography

Maura Belliveau joined the faculty at Goizueta Business School in 2007. Belliveau arrives at Goizueta after serving as a faculty member at Texas A&M University, and the Fuqua School of Business at Duke University where she was named one of the outstanding business school faculty members in the U.S. by BusinessWeek. She received her PhD degree in organizational behavior and industrial relations from the University of California at Berkeley. Prior to attaining her doctorate, Belliveau was a strategy consultant and senior manager for Cambridge Technology Group (later renamed Cambridge Technology Partners).

Belliveau’s research leverages theories of justice and social capital to understand gender and diversity in organizations, career attainment, and pay equity. Central questions in Belliveau’s research include how attitudes about fairness influence salary allocation and support for diversity, as well as how job seekers’ social networks structure access to labor market opportunity. Much of her recent research considers how managers’ beliefs about men’s and women’s preferences may inadvertently contribute to gender inequity in pay. In addition to being cited in scholarly publications, her research has been featured in the general and practitioner press, including BusinessWeek, The Economist, Fast Company, and Fortune. She has contributed to a report for the U.S. Department of Labor’s Glass Ceiling Commission on women’s career attainment and been a featured speaker on issues affecting women’s advancement at leading business schools.

Publications

• “Group cognition, membership change and performance: investigating the benefits and detriments of collective knowledge,” Organizational Behavior and Human Decision Processes, 103: 159-178, 2007, with K. Lewis, B. Herndon and J. Keller.
• “Blind ambition?: The effects of social networks and institutional sex composition on the job search outcomes of elite coeducational and women’s college graduates,” Organization Science, 16: 134-150, 2005.
• “The institutional context of social capital: The influence of assumed social resources on women’s employment outcomes,” in Relational Wealth: The Advantages of Stability in a Changing Economy , ed. C. R. Leana and D. Rousseau. Oxford: Oxford Press, 2000.
• “Social capital at the top: The effects of social similarity and status on CEO compensation,” Academy of Management Journal, 39: 1568-93, 1996, with C. O’Reilly and J. Wade.
• “The paradoxical influence of policy exposure on affirmative action attitudes,” Journal of Social Issues, 52, 99-104, 1996.

Areas of Specialization

• Career attainment
• Employment discrimination
• Compensation/pay equity
• Gender and diversity in organizations
• Negotiation
• Social influence in organizations
• Organizational justice
• Procedural/distributive fairness
• Social networks
• Social capital

Achievements and Honors

• Outstanding reviewer, Organization Science, 2006
• Editorial Board member, Organization Science
• Editorial Board member, Journal of Organizational Behavior
• Citibank Executive Discretionary Grant for Human Resource Management Research and Teaching, 1997-98, 1998-99
• Outstanding faculty member, Fuqua School of Business, Duke University, BusinessWeek’s Guide to the Best Business Schools, 1998
• Innovation in Teaching Award, Fuqua School of Business, Duke University, 1998
• University of California Dissertation Fellowship, 1994-95

Professional Memberships and Activities

• Academy of Management
• American Psychological Society
• INFORMS

Academic Background
PhD, Organizational Behavior and Industrial Relations, University of California, Berkeley, 1995
MS, Organizational Behavior and Industrial Relations, University of California, Berkeley, 1993
AB, History and Psychology, Mount Holyoke College, 1985