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In this study, I have examined whether the gender biased decision making mechanisms leading to Glass Cliffs for female leaders at the top echelons of organizations, also occur at the middle to upper middle management levels within organizations. My model considers competing hypotheses based on emerging, contradictory research on the Glass Cliff phenomenon. Counter to the tenets pertaining to the Glass Cliff phenomenon but consistent with Implicit Leadership Theories, this experimental study conducted on 202 participants revealed that, when compared to the female candidate, the male candidate was more likely to be assigned to the higher risk position.
Author(s):
Saadet Elif Esposito
UMass Lowell
United States
