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首页> 外文期刊>Journal of organizational change management >Reactions to the glass cliff Gender differences in the explanations for the precariousness of women's leadership positions
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Reactions to the glass cliff Gender differences in the explanations for the precariousness of women's leadership positions

机译：对玻璃悬崖的反应女性领导地位the可危的解释中的性别差异

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Purpose - This paper aims to investigate the phenomenon of the glass cliff, whereby women are more likely than men to be placed in precarious leadership positions. Men's and women's reactions to this subtle form of gender discrimination are examined, the identity processes involved, and the implications for organisations who must manage this change in the gender make-up of their workforce. Design/methodology/approach - The paper is qualitative analysis of participants' spontaneous explanations for the glass cliff, after having read about the phenomenon on an online news web site. Findings - The research demonstrates clear differences in men's and women's reactions to the glass cliff. While women were more likely to acknowledge the existence of the glass cliff and recognise its danger, unfairness, and prevalence for women, men were more likely to question the validity of research into the glass cliff, downplaying the dangers. These patterns were mirrored in the explanations that individuals generated. While women were most likely to explain the glass cliff in terms of pernicious processes such as a lack of alternative opportunities, sexism, or men's ingroup favouritism, men were most likely to favour largely benign interpretations, such as women's suitability for difficult leadership tasks, the need for strategic decision-making, or company factors unrelated to gender. Originality/value - This research examines people's reactions to a new form of subtle sexism in the workplace which allows one to develop a more thorough theoretical understanding of the phenomenon and of the likely impact of practical interventions designed to help eliminate discriminatory appointment practices.
机译：目的-本文旨在研究玻璃悬崖现象，即女性比男性更有可能担任不稳定的领导职务。考察了男性和女性对这种微妙形式的性别歧视的反应，所涉及的认同过程以及对必须管理其员工性别构成变化的组织的影响。设计/方法/方法-在在线新闻网站上阅读了有关现象之后，本文是对参与者对玻璃悬崖的自发解释的定性分析。发现-研究表明，男性和女性对玻璃悬崖的反应明显不同。尽管女性更有可能承认玻璃悬崖的存在并认识到它对女性的危害，不公平和盛行，但男性更有可能对玻璃悬崖研究的有效性提出质疑，轻描淡写了危险。这些模式反映在个人产生的解释中。尽管女性最有可能通过诸如缺乏替代机会，性别歧视或男性对群体的偏爱之类的有害过程来解释玻璃悬崖，但男性最有可能偏爱良性的解释，例如女性适合于困难的领导任务，需要战略决策或与性别无关的公司因素。原创性/价值-这项研究调查了人们对工作场所中一种新的微妙性别歧视的反应，该反应使人们能够对现象以及旨在消除歧视性任用做法的实际干预措施可能产生的影响有更透彻的理论理解。

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