CAM UÇURUM ALGISI: KAFKAS ÜNİVERSİTESİ ÖĞRENCİLERİ ARASINDA BİR ARAŞTIRMA
Journal Title: Mehmet Akif Ersoy Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi - Year 2019, Vol 6, Issue 2
Abstract
AraĢtırmanın amacı, “cam uçurum” kavramının Türkiye örnekleminde geçerliliğini incelemektir. Kafkas Üniversitesinde iĢletme yönetimi dersi almıĢ 407 öğrenciye anket uygulanmıĢtır. AraĢtırmada boĢalan bir üst düzey yöneticilik görevi için biri kadın ve biri erkek iki adaydan hangisinin hangi dönemde (olumlu finansal performans dönemi mi yoksa olumsuz finansal performans dönemi mi) daha tercih edilebilir algılandığı incelenmiĢtir. Cam uçurum pozisyonu için tercihte “uygunluk, liderlik yeteneği ve güven” boyutları kullanılmıĢtır. Bu boyutlarla ilgili soruların katılımcılarca ayrı ayrı dönemlerde (olumlu finansal performans senaryosunda ve olumsuz finansal performans senaryosunda) değerlendirilmesi istenmiĢtir. AraĢtırmada katılımcıların “Ģirket performansının olumsuz olduğu” bir senaryoda CEO olarak kadın yönetici adayının daha yüksek potansiyelde algılanmadığı bulgusuna ulaĢılmıĢtır. Sonuçta, erilliğin yüksek olduğu ülkelerde geçerli olan cam uçurum kavramının, erilliğin düĢük olduğu Türkiye’de geçerli olmayabileceği söylenebilir. EXTENDED SUMMARY Research Problem: Women who seek leadership positions are frequently faced with barriers that hinder their progress (Mulcay and Linehan, 2014: 425). Factors that prevent women from being promoted to management positions or impair their career development include stereotypes, lack of mentorship, inability to become involved in networks, discrimination in the workplace, family issues and becoming one’s own boss (Dzanic, 2009: 9-10). In contrast to the concept of the glass ceiling, which refers to the subtle, i.e. invisible (glass) barriers (ceilings) encountered by women in their endeavor to reach the higher echelons of an organizational hierarchy, the “glass cliff” metaphor describes a new form of gender discrimination faced by women who have already overcome the glass ceiling and who are appointed to riskier positions than those of their male colleagues (Bruckmiller, Ryan, Rink and Haslam, 2014: 202). This paper aims to search the validity of the concept “glass cliff” in Turkey. Literature Review: Ryan and Haslam (2005) first coined the term “glass cliff” to refer to an adverse situation for women, introducing the concept as a criticism against Judge’s (2003) article entitled “Women on Board: Help or Hindrance?” in The Times. (Ryan and Haslam, 2005: 82). Judge (2003) examined the situation in 100 large companies in the United Kingdom in which women had been appointed to management positions, and revealed that the performances of these companies tended to deteriorate when compared to those that only had men on their executive boards. In contrast to Judge (2003), who claimed that British companies would be better off without the women they had appointed to their boards, suggesting that company performances would deteriorate in cases where they appointed women, Ryan and Haslam (2005: 81-90) analyzed the performances of 100 listed companies in the United Kingdom before and after the appointment of men and women to their executive boards, and showed that appointments varied in terms of gender and context (organizational condition). While companies that appointed men to their boards experienced stability and growth both before and after these appointments, it was observed that most of the companies that appointed women to management positions were less successful and experienced financial difficulties before promoting women. In this regard, it can be understood that the glass cliff concept is used to define the appointment of many women who break through the glass ceiling to riskier positions (Haslam and Ryan, 2008: 531). Data and Methodology: A questionnaire was applied to 407 students who took the course of business administration in Kafkas University. In the study, it was investigated which one from two candidates (a male and a female) for a vacant senior management position, is perceived to be more preferable at which period (whether it is the positive financial performance period or the negative financial performance period). The dimensions of “suitability, leadership ability and reliability” were used while making the selection for the glass cliff position. The participants were asked to evaluate the questions concerning these dimensions at separate periods (in the positive financial performance scenario and in the negative financial performance scenario). Results and Conclusions: It was concluded in the study that the participants did not perceive the female manager candidate to have a higher potential as a CEO in a scenario in which the “company performance is negative”. In conclusion, the concept of glass cliff which is applicable in countries with high level of masculinity can be asserted not to be invalid in Turkey, where the masculinity is low.
Authors and Affiliations
Sebahattin Yıldız, Önder Sakal, Fidan Alhas, Gözde Kosa
Keywords
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- EP ID EP637836
- DOI 10.30798/makuiibf.534652
- Views 125
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