A5102865009- Gender Diversity and Inequality
- Social and Intergroup Psychology
- Job Satisfaction and Organizational Behavior
- Work-Family Balance Challenges
- Gender Politics and Representation
- Gender Roles and Identity Studies
- Psychology of Moral and Emotional Judgment
- Cultural Differences and Values
- Behavioral Health and Interventions
- COVID-19 and Mental Health
- Corporate Finance and Governance
- Management and Organizational Studies
- Psychological Well-being and Life Satisfaction
- Gender, Feminism, and Media
- Labor Movements and Unions
- Evolutionary Psychology and Human Behavior
- Emotional Labor in Professions
- Higher Education Research Studies
- Social Power and Status Dynamics
- Sex and Gender in Healthcare
- Family Business Performance and Succession
- Experimental Behavioral Economics Studies
- Diversity and Career in Medicine
- Gender, Security, and Conflict
- Employment and Welfare Studies
Australian National University
2001-2025
University of Groningen
2016-2025
University of Exeter
2015-2024
Griffith University
2024
University of Florida
2023
Université d'Angers
2023
Eötvös Loránd University
2023
Udayana University
2023
Maqsut Narikbayev University
2022
Trinity College Dublin
2021
Abstract There has been much research and conjecture concerning the barriers women face in trying to climb corporate ladder, with evidence suggesting that they typically confront a ‘glass ceiling’ while men are more likely benefit from escalator’. But what happens when do achieve leadership roles? And sorts of positions given? This paper argues now achieving high profile positions, than find themselves on cliff’, such their risky or precarious. hypothesis was investigated an archival study...
In this paper we explore the "glass cliff" form of discrimination. We review archival and experimental evidence glass cliff identify multiple processes as having potential to contribute phenomenon. also outline a range reactions phenomenon, elaborate strategies for eliminating cliffs, but, with other forms (gender) discrimination, argue that these depend on capacity disadvantaged groups overcome resistance part those who are motivated maintain status quo.
The "think manager-think male" (TMTM) association underlies many gender inequalities in the workplace. However, research into "glass cliff" has demonstrated that suitability of male and female managers varies as a function company performance such times poor people may female" (Ryan & Haslam, 2005, 2007). Three studies examined managerial stereotypes context companies are doing well or badly. Study 1 reproduced TMTM associations for descriptions successful but reversal unsuccessful...
Role models are often suggested as a way of motivating individuals to set and achieve ambitious goals, especially for members stigmatized groups in achievement settings. Yet, the literature on role tends not draw motivational explain how may help aspirants these outcomes. In this paper, we introduce their processes into an understanding modeling by drawing expectancy–value theories motivation bring together disparate literatures form cohesive theoretical framework. We first integrate...
Although nearly two decades of research have provided support for the social identity approach to leadership, most previous work has focused on leaders' prototypicality while neglecting assessment other equally important dimensions management. However, recent theoretical developments argued that in order mobilize and direct followers' energies, leaders need not only 'be one us' (identity prototypicality), but also 'do it advancement), 'craft a sense entrepreneurship), 'embed impresarioship)....
This paper presents a comprehensive archival examination of FTSE 100 companies in the period 2001–2005, focusing on relationship between presence women company boards and both accountancy‐based stock‐based measures performance. Consistent with work by Adams, Gupta Leeth this analysis reveals that there was no women's ‘objective’ performance (return assets, return equity). However, consistent ‘glass cliff’ research negative ‘subjective’ Companies male‐only enjoyed valuation premium 37%...
In the Western world, gender has traditionally been viewed as binary and following directly from biological sex. This view is slowly changing among both experts general public, a change that met with strong opposition. this article, we explore psychological processes underlying these dynamics. Drawing on previous work performativity well performance, develop framework of perpetuation disruption gender/sex stage facilitates foregrounds performance. Whenever character, costume, script are not...
In efforts to promote equality and combat gender bias, traditionally male-occupied professions are investing resources into hiring more women. Looking forward, if women do become well represented in a profession, does this mean has been achieved? Are issues of bias resolved? Two studies including randomized double-blind experiment demonstrate that biases persist even when (evinced veterinary medicine). Evidence included managers evaluating an employee randomly assigned male (versus female)...
The onset of the global COVID-19 pandemic put a halt to progress toward gender equality and, instead, exacerbated existing inequalities across domains—from gendered divisions labour economic stability. In this paper we document some most glaring that have arisen in and discuss how social psychological theories research—including work on stereotypes roles, responses threat, precarious masculinity, perceptions risk, backlash—can help explain roots these inequalities. doing so, use broad...
During the initial phase of COVID-19 pandemic, U.S. conservative politicians and media downplayed risk both contracting effectiveness recommended health behaviors. Health behavior theories suggest perceived vulnerability to a threat health-protective behaviors determine motivation follow recommendations. Accordingly, we predicted that-as result politicization pandemic-politically Americans would be less likely enact In two longitudinal studies residents, political conservatism was inversely...
Abstract This paper offers a new explanation of the gender pay gap in leadership positions by examining relationship between managerial bonuses and company performance. Drawing on findings studies, agency theory, literature, we argue that is context‐specific phenomenon results partly from fact performance has moderating impact inequalities. Employing matched sample 192 female male executive directors U.K.‐listed firms, corroborate existence disparities corporate boardrooms. In line with our...
Recent archival and experimental research has revealed that women are more likely than men to be appointed leadership positions when an organization is in crisis. As a result, often confront “glass cliff” which their position as leader precarious. Our first study examined the 2005 UK general election found that, Conservative party, contested harder win seats did men. second experimentally investigated selection of candidate by 80 undergraduates British political science class contest...
It has been almost 30 years since the metaphor of “glass ceiling” was coined to describe often subtle, but very real, barriers that women face as they try climb organizational hierarchy. Here we review evidence for a relatively new form gender discrimination—captured by glass cliff—that when obtain positions leadership. Such prove be more risky and precarious than those their male counterparts. We summarize demonstrating existence cliffs in business politics well experimental work identifies...
Group status and group identification were hypothesized to moderate the predictors of collective action challenge gender discrimination against women. Higher identifiers expected respond inequality through lens their in‐group's interests. Among highly identified women, was predicted by appraisals illegitimacy feelings anger, suggesting that they felt a sense solidarity with victims experienced justice violation as personally relevant. In contrast, higher high‐status should reflect more...
Purpose This paper aims to investigate the phenomenon of glass cliff, whereby women are more likely than men be placed in precarious leadership positions. Men's and women's reactions this subtle form gender discrimination examined, identity processes involved, implications for organisations who must manage change make‐up their workforce. Design/methodology/approach The is qualitative analysis participants’ spontaneous explanations after having read about on an online news web site. Findings...
The impostor "syndrome" refers to the notion that some individuals feel as if they ended up in esteemed roles and positions not because of their competencies, but oversight or stroke luck. Such therefore like frauds "impostors". Despite fact feelings are often linked marginalized groups society, date, research predominantly approaches this phenomenon an issue individual: pointing towards for roots solutions "syndrome". Drawing from a rich body social organizational psychology research,...
Gender (in)equality is typically studied as a women’s issue to be addressed via systemic measures (e.g., government policy). As such, research focusing on mobilising men (and women) towards achieving gender equality rare. In contrast, this paper examines the mobilisation of both and women common cause. Experiment 1 shows that men’s collective action intentions increase after reading messages position agents change equality, compared frame stemming from inadequate policy. Experiments 2 3...
The #MeToo movement has highlighted the widespread problem of men’s sexual harassment women. Women are typically reluctant to make a sexual-harassment complaint and often encounter victim-blaming attitudes when they do, especially from men. Informed by social identity perspective, two experiments examined influence empathy—both for women who sexually harassed male harassers—on women’s propensity blame victims. In Study 1, university students ( N = 97) responded vignette describing student’s...
In the Western world, gender/sex is traditionally viewed as binary, with people falling into one of two categories: male or female. This view has started to change, triggering some resistance. research investigates psychological mechanisms underlying that Study 1 ( N = 489, UK) explored role individual gender identification in defense of, and attempts reinforce, binary. 2 415, Sweden) further considered differences need for closure. Both closure were associated binary views gender/sex,...