The road to the glass cliff: Differences in the perceived suitability of men and women for leadership positions in succeeding and failing organizations

By S. A. Haslam, Michelle K. Ryan. 2008

451 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/2117bf0c057851228b1aac07d90c9fdb2c843bc0

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Beyond the Glass Ceiling: The Glass Cliff and Its Lessons for Organizational Policy (2014, background): “…(Ashby et al., 2007), secondary school students’ choice of a male or female youth representative for a successful or unsuccessful music festival (Haslam & Ryan, 2008, Study 2), and political science students’ choice of a man or a woman to contest a safe or hard-to-win political constituency…”
A maze of metaphors around glass ceilings (2012, background): “Haslam and Ryan (2008) carried out experimental studies with management graduates, high school students and business leaders to support their view.”
The Conjoint Influence of Top and Middle Management Characteristics on Management Innovation (2018, background): “Threats to status may also be accentuated when groups that embody particular characteristics are associated with failure—this is especially the case for minorities in highly visible positions, such as women in TM (Haslam & Ryan, 2008).”
The Monitoring Role of Female Directors Over Accounting Quality (2017, methodology): “Finally, we also obtain very similar results when using the Heckman (1979) two stage approach.”
Women and Leadership (2017, background): “Other studies have demonstrated this phenomenon as well (e.g., Haslam & Ryan, 2008; Ryan, Haslam, & Kulich, 2010).”
Gender Differences in Leadership Role Occupancy: The Mediating Role of Power Motivation (2014, background): “…is significantly hampered by external discrimination including higher performance standards (Lyness and Heilman 2006), limited access to career development measures in organizations (Hoobler et al., in press), and the promotion of women to precarious leadership positions (Haslam and Ryan 2008).”
Investing with Prejudice: The Relationship between Women's Presence on Company Boards and Objective and Subjective Measures of Company Performance (2009, background): “A consistent finding in this research is that women are selected for leadership positions ahead of similarly qualified men when (and only when) there is a high risk of organizational failure (Haslam and Ryan, 2008; see also Ashby, Ryan and Haslam, 2007; Bruckmüller and Branscombe, 2007).”