TY - JOUR
T1 - The paradox of being on the glass cliff
T2 - why do women accept risky leadership positions?
AU - Darouei, Maral
AU - Pluut, Helen
PY - 2018/8/13
Y1 - 2018/8/13
N2 - Purpose: Recent evidence from glass cliff research suggests that women are more willing than men to accept risky leadership positions. The purpose of this paper (based on three studies) is to reveal and resolve the apparent paradox that women are more risk averse than men yet end up in risky leadership positions. Design/methodology/approach: In Study I, risk attitudes of 125 participants were surveyed to understand gender differences in risk taking. In two experimental vignette studies, 119 university students (Study II) and 109 working adults (Study III) were offered a leadership position in either a risky or successful company and asked to rate their willingness to accept the job. Findings: Together, the results showed that although women are generally more risk averse than men, women who scored low on career self-efficacy were more likely to perceive a risky job as a promotional opportunity and were therefore more willing to accept such a job. These findings shed light on the role of women’s career decision making in the glass cliff phenomenon. Originality/value: Glass cliff research has focused almost exclusively on organizational decision makers. The authors aim to better understand the glass cliff phenomenon by incorporating the perspective of job seekers.
AB - Purpose: Recent evidence from glass cliff research suggests that women are more willing than men to accept risky leadership positions. The purpose of this paper (based on three studies) is to reveal and resolve the apparent paradox that women are more risk averse than men yet end up in risky leadership positions. Design/methodology/approach: In Study I, risk attitudes of 125 participants were surveyed to understand gender differences in risk taking. In two experimental vignette studies, 119 university students (Study II) and 109 working adults (Study III) were offered a leadership position in either a risky or successful company and asked to rate their willingness to accept the job. Findings: Together, the results showed that although women are generally more risk averse than men, women who scored low on career self-efficacy were more likely to perceive a risky job as a promotional opportunity and were therefore more willing to accept such a job. These findings shed light on the role of women’s career decision making in the glass cliff phenomenon. Originality/value: Glass cliff research has focused almost exclusively on organizational decision makers. The authors aim to better understand the glass cliff phenomenon by incorporating the perspective of job seekers.
KW - Career decision making
KW - Career self-efficacy
KW - Gender
KW - Glass cliff
KW - Promotional opportunity
KW - Risk taking
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U2 - 10.1108/CDI-01-2018-0024
DO - 10.1108/CDI-01-2018-0024
M3 - Article
AN - SCOPUS:85053642987
SN - 1362-0436
VL - 23
SP - 397
EP - 426
JO - Career Development International
JF - Career Development International
IS - 4
ER -