The Glass Cliff: Exploring the Dynamics Surrounding the Appointment of Women to Precarious Leadership Positions

Ryan, Michelle K.; Haslam, S. Alexander

doi:10.5465/amr.2007.24351856

Cited by 580 publications

(513 citation statements)

References 113 publications

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“…A first explanation is in line with the 'glass cliff' conjecture by Ryan and Haslam (2007) that women are likely to be found in senior positions if the risk of failure is high and the firm is in dire financial conditions. Alternatively, banks that hire relatively many females for other than purely rational reasons, for instance in pursuit of regulation or to ventilate a female-friendly image for public relation reasons, may employ boards that are on average less skilled and thus less successful.…”

Section: Performance Implications Of Social Tiesmentioning

confidence: 54%

“…However, they do not find evidence that entry is easier if female supervisors mentored female candidates. Social psychology, however, provides evidence on the existence of a so-called 'glass-cliff' (Ryan and Haslam, 2007). The 'glass-cliff' conjecture states that women (or other minority groups) are more likely to be appointed to executive positions that are significantly more exposed to failure 13…”

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confidence: 99%

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Does it pay to have friends? Social ties and executive appointments in banking

Berger

Kick

Koetter

et al. 2013

Journal of Banking & Finance

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Social capital theory predicts individuals establish social ties based on homophily, i.e., affinities for similar others. We exploit a unique sample to analyze how similarities and social ties affect career outcomes in banking based on age, education, gender, and employment history to examine if homophily and connectedness increase the probability that the appointee to an executive board is an outsider (an individual without previous employment at the bank) compared to being an insider. Our results show that homophily based on age and gender raises the chance of the successful candidate being an outsider, whereas similar educational backgrounds reduce the chance that the appointee comes from outside. When we examine performance effects, we find weak evidence that social ties are associated with reduced profitability.Keywords: social networks, executive careers, banking, corporate governance JEL Classification: G21, G32, G34, J16 Non-technical summaryWe test in this paper whether social network ties of bank executives influence their career outcomes. Such so-called 'social capital' can affect career outcomes because relations between agents facilitate the quality and the flow of information, e.g., about the skills of candidates for executive management positions that would otherwise be costly to acquire.Based on social capital theory, we formulate a hypothesis pertaining to different aspects of the relation between bank executives' careers and their social ties in the German banking industry.Specifically, we test if intensive social connectedness increases outsider appointment probabilities. Outsiders are managers not employed by the bank prior to the appointment. In a further analysis, we also home in on performance effects to examine whether social connections affect bank profitability.The paper features a unique and comprehensive database of 10,900 manager-year observations containing all senior staff active in German universal banks between 1993 and 2008. We measure social capital in terms of generational ties (age difference between appointees and executive board members), gender ties (a dummy if the appointee is female and if there is at least another female on the board), educational ties (a dummy if the appointee has an academic degree and at least one other executive board member has such a degree), and general social connectedness (the number of executive board members with common employment history at other banks and all contacts of an executive scaled by age).We find that outside managers with better gender and generational ties are more likely to be appointed relative to the likelihood of appointing an insider. In contrast, a shared educational background reduces outsider appointment likelihood. This might indicate that well-educated serving executive board members obstruct also well-educated contestants that might rival their position in the board.Finally, we relate our examination to performance effects arising from social ties for profitability. Here we find some weak evidence that social ...

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Section: Performance Implications Of Social Tiesmentioning

confidence: 54%

mentioning

confidence: 99%

Does it pay to have friends? Social ties and executive appointments in banking

Berger

Kick

Koetter

et al. 2013

Journal of Banking & Finance

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“…Część z nich ucieka w ten sposób przed niskimi zarobkami, dyskryminacją, również w postaci "szklanego sufitu" lub "szklanego klifu", czy segregacją na rynku pracy (Visscher i Visscher-Voerman 2010;ryan i Haslam 2007). W niektórych krajach własna firma jest dla nich po prostu ucieczką od biedy (dhaliwall 1998).…”

Section: Samozatrudnienie Jako Strategia Aktywności Zawodowejunclassified

Samozatrudnienie jako strategia aktywności zawodowej kobiet - Polki na brytyjskim rynku pracy

Sadurska-Duffy¹

2017

human

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SAMOzATRUdNIeNIeJAKo STrATegiA AKTyWNośCi zAWodoWeJ KoBieTPOlKI NA bRyTyjSKIM RyNKU PRACy Samozatrudnienie jest obecnie dość często spotykanym zjawiskiem w krajach Unii europejskiej. W 2014 roku na podstawie tej formy zatrudnienia pracowało około 16,4% pracowników (eurostat 2014). Coraz większy odsetek osób samozatrudnionych stanowią kobiety oraz imigranci, dla których praca na własny rachunek oferuje relatywnie łatwą drogę wejścia na rynek pracy. Celem artykułu jest zaprezentowanie wyników badań przeprowadzonych wśród polskich imigrantek, które wybrały samozatrudnienie jako strategię zaistnienia na brytyjskim rynku pracy. motywacją do przeprowadzenia badań była chęć poszerzenia wiedzy na temat skali i formy tego zjawiska. Przeprowadzona analiza koncentruje się na trzech głównych wątkach: (1) przyczynach podjęcia tej formy zatrudnienia, (2) wsparciu otrzymywanym przez kobiety, które zdecydowały się na założenie własnej działalności oraz (3) szansach i zagrożeniach związanych z prowadzeniem własnej działalności w danym kontekście społeczno-kulturowym. Artykuł odwołuje się również do literatury przedmiotu, ze szczególnym uwzględnieniem zagadnień dotyczących obecnej sytuacji kobiet na rynku pracy, problematyki samozatrudnienia i strategii życiowych imigrantek, zarówno tych związanych z życiem zawodowym, jak i rodzinnym.Słowa kluczowe: samozatrudnienie, przedsiębiorczość kobiet, polscy migranci, rynek pracy, Wielka Brytania WSTęP Każda decyzja o podjęciu samozatrudnienia jest równoznaczna z decyzją o wprowadzeniu mniej lub bardziej daleko idących zmian we własnym życiu. Przyczyn takiej decyzji może być wiele. z jednej strony do otworzenia własnej działalności może popchnąć jednostkę chęć niezależności, perspektywa lepszych zarobków czy potrzeba rozwoju. Są to tak zwane czynniki przyciągające (pull factors). z drugiej strony samozatrudnienie może być sposobem na ucieczkę przed bezrobociem, frustracją czy niezadowoleniem z pracy. Ten typ czynników jest z kolei określany jako czynniki wypychające (push factors) (dawson, Henley i latreille 2009). Podobne rozróżnienie proponuje reynolds (2001), wskazując na samozatrudnienie z konieczności (necessity-driven) podejmowane przez osoby, które robią to, aby przetrwać, oraz samozatrudnienie jako szansę (opportunity-driven) wybierane przez osoby, które widzą * Adres do korespondencji: ewa Sadurska-duffy, Katedra Socjologii, Wydział Nauk Społecznych, Szkoła główna gospodarstwa Wiejskiego w Warszawie,

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“…Consequently, some of these phenomena (e.g., microaggressions, incivility, or ''glass cliff'' appointments) are not necessarily illegal according to the CRA. For instance, an organization could legally discriminate against a high potential female employee by promoting her to position, where the odds of failure are disproportionately high, in effect, stacking the deck against her (Ryan and Haslam 2007). Third, it is clear that no legislation is perfect, which is why many are revisited, amended, or even removed altogether.…”

Section: Inequitable School Fundingmentioning

confidence: 99%

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

2013

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Purpose In recognition of the 50th anniversary of the Civil Rights Act of 1964, this paper reviews contradictory perspectives of the status of employment discrimination. Design/Methodology/Approach Arguments are derived from psychology, management, law, and political science to contrast perspectives that civil rights legislation has (a) done its job, (b) gone too far, and (c) not gone far enough. Findings We determine that disagreement is inevitable and that no unified conclusion can be drawn. Recognition of the viewpoints embedded in opposing perspectives, however, offers direction for the future of organizational science and practice. Implications Consideration of these disparate views of civil rights legislation enables thoughtful reflection on the past, present, and future of civil rights legislation. Originality/Value This paper offers a variety of lenses through which to consider employment discrimination in the organizational sciences and underscores the value of the papers collected in the special issue.

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The Glass Cliff: Exploring the Dynamics Surrounding the Appointment of Women to Precarious Leadership Positions

Cited by 580 publications

References 113 publications

Does it pay to have friends? Social ties and executive appointments in banking

Does it pay to have friends? Social ties and executive appointments in banking

Samozatrudnienie jako strategia aktywności zawodowej kobiet - Polki na brytyjskim rynku pracy

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

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