CAM UÇURUM ALGISI: KAFKAS ÜNİVERSİTESİ ÖĞRENCİLERİ ARASINDA BİR ARAŞTIRMA

Year 2019, Volume: 6 Issue: 2, 423 - 438, 29.08.2019

Sebahattin Yıldız Önder Sakal Fidan Alhas Gözde Kosa

https://doi.org/10.30798/makuiibf.534652

Cited By: 3

Abstract

Araştırmanın amacı, “cam uçurum” kavramının
Türkiye örnekleminde geçerliliğini incelemektir. Kafkas Üniversitesinde işletme
yönetimi dersi almış 407 öğrenciye anket uygulanmıştır. Araştırmada boşalan 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
incelenmiştir. Cam uçurum pozisyonu için tercihte “uygunluk, liderlik yeteneği
ve güven” boyutları kullanılmıştır. Bu boyutlarla ilgili soruların
katılımcılarca ayrı ayrı dönemlerde (olumlu finansal performans senaryosunda ve
olumsuz finansal performans senaryosunda) değerlendirilmesi istenmiştir.
Araştırmada katılımcıların “şirket performansının olumsuz olduğu” bir senaryoda
CEO olarak kadın yönetici adayının daha yüksek potansiyelde algılanmadığı
bulgusuna ulaşılmıştır. Sonuçta, erilliğin yüksek olduğu ülkelerde geçerli olan
cam uçurum kavramının, erilliğin düşük olduğu Türkiye’de geçerli olmayabileceği
söylenebilir.  

Keywords

İnsan Kaynakları Yönetimi, Kariyer Engeli, Cam Uçurum

THE PERCEPTION OF GLASS CLIFF: A RESEARCH BETWEEN STUDENTS STUDYING IN KAFKAS UNIVERSITY

Abstract

The purpose of this study is to investigate the
validity of the concept “glass cliff” in the sample of Turkey. 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). 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.  

Keywords

human resource management, career hindered, glass cliff

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