Through a Glass Cliff Darkly

IF 1 4区 心理学 Q4 PSYCHOLOGY, APPLIED
Anika Ihmels, S. Haslam, M. Shemla, J. Wegge
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引用次数: 0

Abstract

Abstract. After breaking through the glass ceiling, women often obtain precarious or risky leadership positions in crisis-ridden organizations ( the glass cliff; Ryan & Haslam, 2005 ). Due to women’s minority status, their appointment in a crisis can signal important changes to organizational stakeholders indicating the use of new strategies for overcoming the crisis (signaling theory; Spence, 1973 ). Our study examines whether the media visibility of organizations moderates these signaling effects in ways that either strengthen or weaken glass cliffs. We augmented the archival dataset used by Haslam et al. (2010 ) in which the glass cliff phenomenon was discovered by including data on the media coverage that the Financial Times Stock Exchange index 100 companies received between 2001 and 2005. Our analysis shows that glass cliffs were more pronounced in companies with low media visibility. This suggests that the media visibility of organizations can contribute to increased accountability regarding their personnel decisions in ways that expose women leaders to less discrimination.
黑暗中穿过玻璃悬崖
摘要在突破玻璃天花板后,女性往往在危机重重的组织中获得不稳定或有风险的领导职位(玻璃悬崖;Ryan & Haslam, 2005)。由于妇女的少数民族地位,她们在危机中的任命可以向组织利益相关者发出重要变化的信号,表明使用新的策略来克服危机(信号理论;Spence, 1973)。我们的研究考察了组织的媒体知名度是否以加强或削弱玻璃悬崖的方式调节了这些信号效应。我们扩大了Haslam等人(2010)使用的档案数据集,其中包括2001年至2005年金融时报证券交易所指数100家公司收到的媒体报道数据,从而发现了玻璃悬崖现象。我们的分析表明,在媒体知名度较低的公司中,玻璃悬崖现象更为明显。这表明,各组织在媒体上的知名度有助于提高其人事决策的问责制,使妇女领导人较少受到歧视。
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来源期刊
CiteScore
2.50
自引率
8.30%
发文量
18
期刊介绍: In Kooperation mit der Sektion Arbeits-, Betriebs- und Organisationspsychologie im Berufsverband Deutscher Psychologen (BDP)
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