37 01 / 24 PERSONALquarterly PROF. DR. FLORIAN KUNZE Professor für Organizational Behavior und Leiter des Konstanz Future of Work Lab Universität Konstanz E-Mail: florian.kunze@uni-konstanz.de https://www.polver.uni-konstanz.de/kunze/personen/prof-dr-florian-kunze/ SUMMARY Research question: The glass cliff concept suggests that women are increasingly appointed to leadership positions in times of crisis. Can this be confirmed empirically and why do glassy cliffs arise in the first place? Methodology: We conduct a study to investigate glass cliffs among 26,156 top management appointments in U.S. companies. Practical Implications: Glass cliffs arise in U.S companies primarily because crisis companies signal their willingness to change to investors. Awareness of glass cliffs and measures in the appointment process can counteract these tendencies. LITERATURVERZEICHNIS Altman, E. I. (1968): Financial ratios, discriminant analysis and the prediction of corporate bankruptcy. The Journal of Finance, 23(4): 589–609. Bechtoldt, M. N./Bannier, C. E./Rock, B. (2019): The glass cliff myth? Evidence from Germany and the UK. The Leadership Quarterly, 30(3), 273-297. Cook, A./Glass, C. 2014. Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO? Strategic Management Journal, 35(7): 1080–1089. Haslam, S. A./Ryan, M. K. (2008): The road to the glass cliff: Differences in the perceived suitability of men and women for leadership positions in succeeding and failing organizations. The Leadership Quarterly, 19(5), 530-546. Nishii, L. H. (2013): The benefits of climate for inclusion for gender-diverse groups. Academy of Management Journal, 56(6), 1754-1774. Reinwald, M./Zaia, J./Kunze, F. (2023): Shine bright like a diamond: When signaling creates glass cliffs for female executives. Journal of Management, 49(3), 1005-1036. Ryan, M. K./Haslam, S. A. (2007): The glass cliff: Exploring the dynamics surrounding the appointment of women to precarious leadership positions. Academy of Management review, 32(2), 549-572. Ryan, M. K./Haslam, S. A. (2005): The glass cliff: Evidence that women are over-represented in precarious leadership positions. British Journal of Management, 16(2), 81-90. Ryan, M. K./Haslam, S. A./Hersby, M. D./Bongiorno, R. (2011): Think crisis-think female: The glass cliff and contextual variation in the think manager-think male stereotype. Journal of Applied Psychology, 96(3): 470–484. Spence, M. (2002): Signaling in retrospect and the informational structure of markets. American Economic Review, 92(3): 434–459. DR. MAX REINWALD Assistenzprofessor für Leadership und Organisation, Institute for Leadership and Organization, LMU München E-Mail: reinwald@lmu.de https://www.som.lmu.de/ilo/de/institut/ kontaktseite/max-reinwald-dde1cf27.html
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