Z Kuşağında Cam Uçurum Davranışlarının İncelenmesi: Fakülte Bazlı Bir Analiz

Yıl 2026, Cilt: 17 Sayı: 1 , 242 - 256 , 29.04.2026

Bahar Suvacı

https://doi.org/10.54558/jiss.1885732

https://izlik.org/JA58PA59BC

Öz

Amaç: Bu çalışma, Z kuşağı arasında "cam uçurum" (glass cliff) tutumlarının yaygınlığını-kadınların kurumsal kriz veya gerileme dönemlerinde liderlik rollerine atanma olasılığının daha yüksek olması fenomenini-incelemektedir. Araştırma, özellikle Türkiye'deki yükseköğretim bağlamındaki akademik sosyalleşmenin ve mesleki disiplinlerin, Z kuşağının bu davranışları sergileme olasılığını etkileyip etkilemediğini belirlemeyi amaçlamaktadır. Yöntem: Çalışmada, 60 Z kuşağı öğrencisinden oluşan bir örneklem ile senaryo temelli bir yaklaşım ve betimsel analiz kullanılmıştır. Katılımcılar beş farklı akademik fakülteden seçilmiştir: İdari Bilimler, Eğitim, Mühendislik, Hukuk ve Turizm. Bu disiplinler arası yaklaşım, farklı eğitim geçmişlerinin liderlik ve risk algılarını nasıl şekillendirdiğine dair karşılaştırmalı bir analiz yapılmasına olanak sağlamıştır. Bulgular: Bir bütün olarak Z kuşağı genelinde evrensel bir cam uçurum kalıbı bulunmasa da, fakülte aidiyetine bağlı olarak önemli farklılıklar ortaya çıkmıştır. Mühendislik öğrencileri en cinsiyetten bağımsız ve performans odaklı tercihleri sergilemiştir. Buna karşılık, Eğitim Fakültesi öğrencilerinin cam uçurum davranışları sergileme olasılığı en yüksek bulunmuştur. Hukuk ve İdari Bilimler öğrencileri hem cinsiyet ayrımcılığı hem de cam uçurum tercihlerine yönelik ikili bir eğilim gösterirken, Turizm öğrencilerinin yanıtları tutarsız kalmıştır. Özellikle, yüksek riskli senaryolar için kadın adayları seçenlerin %59'unun kadın olması, "Kraliçe Arı" sendromuyla uyumlu bir cinsiyet içi dinamiğe işaret etmektedir. Sonuç: Bulgular, Z kuşağının cam uçuruma yönelik tutumlarının tek tip olmadığını, okudukları alan tarafından önemli ölçüde modüle edildiğini göstermektedir. Eğitim geçmişleri, örgütsel önyargılar için bir öncü görevi görmekte ve bazı disiplinler geleneksel cinsiyet-risk ilişkilendirmelerini diğerlerinden daha fazla pekiştirmektedir. Bu durum, toplumsal cinsiyete dayalı kurumsal önyargıların, marjinalleşmiş gruplar içindeki bireyler tarafından bile pekiştirilebilen mevcut hiyerarşilerin karmaşık bir içselleştirmesi olduğunu göstermektedir. Özgünlük: Bu araştırma, Z kuşağı ve Türkiye'deki yükseköğretim bağlamında cam uçurum teorisinin öncü bir keşfini sunmaktadır. Akademik sosyalleşmeyi, bireyler henüz profesyonel iş gücüne katılmadan önce kurumsal önyargıların gelişiminde kritik bir faktör olarak tanımlayarak cam uçurum teorisinin kuramsal kapsamını genişletmektedir.

Anahtar Kelimeler

Cam Uçurum , Z Kuşağı , Senaryo Tekniği , Cinsiyet Ayrımcılığı

Proje Numarası

Anadolu Üniversitesi BAP 1977

Exploring Glass Cliff Behaviors Among Gen Z: A Faculty-Based Analysis

https://izlik.org/JA58PA59BC

Öz

Aim: This study investigates the prevalence of "glass cliff" attitudes among Generation Z, a phenomenon where women are more likely to be appointed to leadership roles during periods of organizational crisis or decline. Specifically, the research aims to determine whether professional disciplines and academic socialization within the context of Turkish higher education influence the likelihood of Generation Z exhibiting these behaviors. Method: The study was conducted using a scenario-based approach with a sample of 60 Generation Z students. The data obtained were analyzed using descriptive analysis methods. Participants were selected from five different academic faculties: Administrative Sciences, Education, Engineering, Law, and Tourism. This interdisciplinary approach allowed for a comparative analysis of how different educational backgrounds shaped perceptions of leadership and risk. Results: While there's no universal "glass cliff" pattern across Gen Z, significant differences emerged depending on faculty affiliation. Engineering students showed the most gender-neutral, performance-based preferences. In contrast, Education students were most likely to exhibit "glass cliff" behavior. Law and Administrative Sciences students showed a dual tendency toward both gender discrimination and "glass cliff" preferences, while Tourism students' responses remained inconsistent. Notably, the fact that 59% of those who chose female candidates for high-risk scenarios were women suggests an intra-gender dynamic consistent with the "Queen Bee" syndrome. Conclusion: The findings indicate that Generation Z's attitudes toward the glass divide are not uniform but are significantly influenced by their educational backgrounds. Educational background functions as a precursor to organizational bias, with some disciplines reinforcing traditional gender-risk relationships more than others. This suggests that gender-based organizational bias is a complex internalization of existing hierarchies and can even be reinforced by those within marginalized groups. Originality: This research offers a pioneering perspective on the glass cliff theory within the context of Generation Z and Turkish higher education. It expands the scope of the glass cliff theory by identifying academic socialization as a critical factor in the development of organizational bias, even before individuals enter the professional workforce.

Anahtar Kelimeler

Glass Cliff , Generation Z , Scenario Technique , Gender Discrimination

Proje Numarası

Anadolu Üniversitesi BAP 1977

Kaynakça

• Ashby, J.S., Ryan, M.K. & Haslam, S.A. (2007). Legal work and the glass cliff: Evidence that women are preferentially selected to lead problematic cases. William & Mary Journal of Race, Gender, and Social Justice, 13(3), 775-793. https://scholarship.law.wm.edu/wmjowl/vol13/iss3/3/
• Bornat, M., (2018). Women to the rescue: Is there a glass cliff in politics? Master Thesis. Central European University Department of Political Science, Budapest, Hungary. Link: https://www.etd.ceu.edu/2018/bornat_marta.pdf
• Brucmüller, S. & Branscombe, N. (2010). The glass cliff: When and why women are selected as leaders in crisis context. British Journal of Social Psychology, 49(Pt 3), 433-451. https://doi.org/10.1348/014466609X466594
• Chen, L. (2018). “Impact of Gender Discrimination on Work-Place Gender Inequalities in China in The Last Decade.” Peace and Development Work Master Thesis, 1-57. Link: http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75841
• Colovic, G. (2015). Scenario method for defining the strategy in the garment industry. Journal of Textile Science & Engineering, 5(4), 205. DOI: https://doi.org/10.4172/2165-8064.1000205
• Cook, A. & Glass, C.M. (2013). Above the glass ceiling: when are women and racial/ethnic minorities promoted to ceo? Strategic Management Journal, 35(7), 1080-1089. https://doi.org/10.1002/smj.2161
• Csobanka, Z.E. (2016). The Z Generation. Acta Technologica Dubnicae, 6(2), 63-76. https://doi.org/10.1515/atd-2016-0012
• De Boer, H.F. & Westerheijden, D. (2005). Scenarios as a method. J. Enders, J. File, J. Huisman ve D. Westerheijden (Eds.), The European higher education and research landscape 2020: Scenarios and strategic debates (s.13-24). Link: https://research.utwente.nl/en/publications/scenarios-as-a-method
• Draulans, V. (2003). The Glass Ceiling: Reality or Myth?. Ethical Perspectives, 10(1), 66-77. https://doi.org/10.2143/EP.10.1.503901
• Eagly, A. H. & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109(3), 573–598. https://doi.org/10.1037/0033-295X.109.3.573
• Ece, S. (2020). An empirical research on the possibilities of young people to make decision supporting the glass cliff phenomenon. Journal of Human Sciences, 17(1), 304-314. https://doi.org/10.14687/jhs.v17i1.5947
• Ferrant, G. & Kolev, A. (2016). Does gender discrimination in social institutions matter for long-term growth? Cross-country evidence. OECD Development Centre, Working Paper No. 330. https://doi.org/10.1787/5jm2hz8dgls6-en
• Gilroy, H., Symes, L. & Mc-Farlane, J. (2015). Economic solvency in the context of violence against women: A concept analyses. Health and Social Care in the Community, 23(2), 97-106. https://doi.org/10.1111/hsc.12081
• Groot, GD. (2010). Queen bee behaviour: A women’s fight, under which conditions does it appear and how can it be reduced? Master Thesis, University of Groningen, Netherland. Link: https://www.rug.nl/research/portal/files/10664972/Master_Thesis.pdf
• Judge, E. (2003). Women on Board: Help or Hindrance?. The Times, p. 21. Link: https://www.thetimes.co.uk/archive
• Karakaplan Özer, E. (2022). Beyond the glass cliff: A scoping review of the influencing factors of glass cliff. Alanya Academic Review Journal, 6(2), 2069-2084. https://doi.org/10.29023/alanyaakademik.1023774
• Karakuş, H. (2014). Kraliçe arı sendromu-pembe taciz. The Journal of Social Sciences, 2(1), 334-356. https://doi.org/10.16990/SOBIDER.30
• Kavoosi, S., Safari, A. & Barzoki, A.S. (2024). A mixed-method approach on the glass cliff phenomenon: A case of public sector service organizations in Iran. Management Research Review, 47(9), 1360-1399. https://doi.org/10.1108/MRR-04-2023-0248
• Kulich, C. & Ryan, M.K. (2017). The glass cliff. Oxford Research Encyclopedia of Business and Management, March 2017, 1-34. https://doi.org/10.1093/acrefore/9780190224851.013.51
• Lyness, K. S. & Thompson, D. E. (1997). Above the glass ceiling? A comparison of matched samples of female and male executives. Journal of Applied Psychology, 82(3), 359-375. https://doi.org/10.1037/0021- 9010.82.3.359
• Marshall, B., Cardon, P., Poddar, A. & Fontenot, R. (2013). Does sample size matter in qualitative research?. A review of qualitative interviews in is research, Journal of Computer Information Systems, Fall 2013, 11-21. https://doi.org/10.1080/08874417.2013.11645667
• McCrindle, M. (2014). The ABC of XYZ: Understanding the Global Generations. (3.th ed.) McCrindle Research Pty Ltd. Link: https://mccrindle.com.au/books/the-abc-of-xyz/
• Morgenroth, T., Kirby, T.A., Ryan, M.K. & Sudkamper, A. (2020). The who, when, and why of the glass cliff phenomenon: A meta-analysis of appointment to precarious leadership positions. Psychological Bulletin, 146(9), 797-829. https://doi.org/10.1037/bul0000234
• Noble, H. & Mitchell, G. (2016). What is grounded theory?. Evidence-Based Nursing, February 2016, 19(2). https://doi.org/10.1136/eb-2016-102306
• Ozkan, M. & Solmaz, B. (2015). The changing face of the employees-generation Z and their perceptions of work. Procedia Economics and Finance, 26, 476-483. https://doi.org/10.1016/S2212-5671(15)00876-X
• Paustian-Underdahl, S.C., Walker, L.S. & Woehr, D.J. (2014). Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators. Journal of Applied Psychology, 99(6), 1129-1145. https://doi.org/10.1037/a0036751
• Peterson, H. (2014). An academic “glass cliff”? exploring the increase of women Swedish higher education management. Athens Journal of Education, 1(1), 33-44. https://doi.org/10.30958/aje.1-1-3
• Sabharwal, M. (2013). From glass ceiling to glass cliff: Women in senior executive services. Journal of Public Administration Research and Theory, 25(2), 399-426. https://doi.org/10.1093/jopart/mut030
• 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. https://doi.org/10.1111/j.1467-8551.2005.00433.x
• Ryan, M.K., Haslam, S.A., Hersby, M.D., Kulich, C. & Atkins, C. (2007). Opting out or pushed off the edge? Cliff and the precariousness of women’s leadership positions. Social and Personality Psychology Compass, 1(1), 266-279. https://doi.org/10.1111/j.1751-9004.2007.00007.x
• 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. https://doi.org/10.1037/a0022133
• Ryan, M.K., Haslam, S.A., Morgenroth, T., Rink, F., Stoker, J. & Peters, K. (2016). Getting on top of the glass cliff: Reviewing a decade of evidence, explanations, and impact. The Leadership Quarterly, 27(3), 446-455. https://doi.org/10.1016/j.leaqua.2015.10.008
• Szucko, A. (2022). Glass cliff and Brexit: Theresa May’s legacy as prime minister. Journal of Contemporary European Research, 18(1), 78-95. https://doi.org/10.30950/jcer.v18i1.1219
• Uyar, E. (2011). The glass cliff: Differences in perceived suitability and leadership ability of men and women for leadership positions in high and poor performance companies. Master Thesis, METU, Ankara, Turkey. Link: https://open.metu.edu.tr/handle/11511/21033
• Wilson-Kovacs, D.M., Ryan, M. K. & Haslam, S.A. (2006). The glass-cliff: Women's career paths in the UK private IT sector. Equal Opportunities International, 25(8), 674-687. https://doi.org/10.1108/02610150610719119
• Vetter, J. (2021). The glass cliff-women’ thrive to save poor performance and how to approach it in the workplace. Junior Management Science, 6(1), 39-59. https://doi.org/10.15459/jums.v6i1.21
• Zhu, Z. (2021). The Causes and solutions of gender inequality in the Workplace. Advances in Social Science, Education and Humanities Research, 615, 693-697. https://doi.org/10.2991/assehr.k.211220.116