CAM UÇURUM ALGISI: KAFKAS ÜNİVERSİTESİ ÖĞRENCİLERİ ARASINDA BİR ARAŞTIRMA

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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