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Cam Uçurum: Efsane Avcısı

Year 2020, Volume: 3 Issue: 2, 9 - 21, 19.12.2020

Fidan Alhas

Abstract

Toplumların var olduğu andan itibaren kadın ve erkeğin rolleri daha onlar doğmadan önce belirlenmiştir. Bu durum da bazı rollerin kadınlar tarafından yerine getirilmesini zorlaştırmıştır. Bu rollerden biri de yöneticiliktir. Kadınların kendi rollerinin dışına çıkmaları çok farklı ve değişik engellerle karşılaşmalarına neden olmuştur. Özellikle de erkeklerin yoğun olarak bulundukları orta ve üst düzey yöneticilikte istekli oldukları yöneticilik pozisyonlarında bu engeller daha fazla görülmektedir. Bu engellerin en başında geleni cam tavandır. Bir üst aşaması ve en son bilineni ise cam uçurumdur. Bu çalışmanın amacı geçmişten günümüze kadar kadınlara konulan engellerin şekil ve biçim değiştirerek devamlı bir şekilde uygulandığını ortaya koymaktır. Çalışma literatüre dayalı derleme bir makaledir. Çalışma da feminizm, toplumsal cinsiyet ve cam tavan kavramlarından yola çıkılarak cam uçurum kavramı açıklanmaya çalışılmıştır. Çalışmanın özgünlüğünü ise, toplumun kadın ve erkeğin cinsiyetlerine ilişkin farklı roller biçmesi ve kadınların bu biçilen rollerin dışına çıkmaya istekli oldukça farklı engellerle karşılaşacak olmalarından kaynaklanmaktadır. Kadınların işletmelerde daha fazla yükselmek istedikçe farklı ve bilinmeyen engellerle yüzleşecek olmaları da çalışmanın katkısını oluşturmaktadır.

Keywords

FEMİNİZM TOPLUMSAL CİNSİYET CAM UÇURUM CAM TAVAN

References

  • Acar, F. P. (2015). Gender Differences in Promotions to Top Level Management Positions: An Examination of Glass Cliff in the IT Sector. Procedia - Social and Behavioral Sciences. (210), 223-230.
  • Ahn, N. Y. ve Cunningham, G. B. (2020). Standing on a Glass Cliff?: A Case Study of FIFA’s Gender Initiatives. Managing Sport and Leisure. 25(1-2), 114-137.
  • Alhas, F. (2016). Cam Tavan ve Cam Uçurum Olgusunun İncelenmesi: Öğrenciler Üzerinde Bir Araştırma. (Yayımlanmamış Yüksek Lisans Tezi), Kafkas Üniversitesi, Sosyal Bilimler Enstitüsü, Kars.
  • Alhas, F. (2020). Cam Uçurum mu? Mobing mi? Bilinmeyene Yolculuk. SBedergi, 4(6), 26-45.
  • Andrijasevic, A., Kuznin, M. ve Samardzija, J. (2014). Breaking the Glass Ceiling Through Self-Actualization and Performance Improvements in Croatia. RIThink, (4), 3-9.
  • Ashby, J., Ryan, M. K. ve Haslam, S. A. (2007). Legal Work and The Glass Cliff: Evidence that Women are Preferentially Selected to Lead Problematic Cases. William and Mary Journal of Women and the Law, (13), 775-793.
  • Bekleviç, A. Ç. (2013). Bir Üniversite Hastanesi Araştırma Görevlilerinin Toplumsal Cinsiyet Rolleri Tutum Ölçeği ve Çalışma Yaşamında Toplumsal Cinsiyet Rolleri Algısının Değerlendirilmesi. (Yayımlanmamış Yüksek Lisans Tezi), Bülent Ecevit Üniversitesi, Sağlık Bilimleri Enstitüsü, Zonguldak.
  • Bell, M. P., McLaughlin, M. E. ve Sequeira, J. M. (2002). Discrimination, Harassment, and The Glass Ceiling: Women Executives as Change Agents. Journal of Business Ethics, (37), 65-76.
  • Bilim, İ. Ö. ve Bülez, A. (2018). Cam Tavandan Yansımalar. İnsan ve Toplum Bilimleri Araştırmaları Dergisi, 7(1), 48-58.
  • Bruckmüller, S. ve Branscombe, N. (2010) The Glass Cliff: When and Why Women are Selected as Leaders in Crisis Contexts. British Journal of Social Psychology, 49(3), 433-451.
  • Cook, A. ve Glass, C. 2014. Above The Glass Ceiling: When are Women and Racial/Ethnic Minorities Promoted to CEO?. Strategic Management Journal, (35), 1080-1089.
  • Cotter, D. A., J. M. Hermsen, Ovadia, S. ve Vanneman, R. (2001). The Glass Ceiling Effect. Social Forces, 80(2), 655-681. D’Agostino, M. (2017). Changing the Narrative: The Difference Women Make in Public Administration. Administration & Society, 49(1), 9-19.
  • Darouei, M. ve Pluut, H. (2018). The Paradox of Being on the Glass Cliff: Why do Women Accept Risky Leadership Positions?. Published in Career Development International, 1-60.
  • Daşlı, Y. (2019). Öğrencilerin Toplumsal Cinsiyet Rollerine İlişkin Tutumların Belirlenmesi Üzerine Bir Alan Araştırması. YYÜ Eğitim Fakültesi Dergisi (YYU Journal of Education Faculty), 16(1), 364-385.
  • Elsaid, E. ve Ursel, N. (2018). Re-examining the Glass Cliff Hypothesis using Survival Analysis: The Case of Female CEO Tenure. British Journal of Management, (29), 156-170.
  • Folke, O. ve Rickne, J. (2014). The Glass Ceiling in Politics: Formalization and Empirical Tests. IFN Working Paper, (1034), 1-66.
  • Gezer, S. (2019). Öğretmenlerin Cam Tavan Sendromu Algıları ile Örgütsel Sessizlik Düzeyleri Arasındaki İlişki. (Yayımlanmamış Yüksek Lisans Tezi), Çanakkale Onsekiz Mart Üniversitesi, Eğitim Bilimleri Enstitüsü, Çanakkale.
  • Ghorfati, A. ve Medini, R. (2014). Feminism and its Impact On Woman in The Modern Society. (Yayımlanmamış Yüksek Lisans Tezi), University of Tlemcen, Department of English, Algeria.
  • Gökhan, M. (2020). Cam Tavan Algısının İş Yeri Davranışlarına Etkileri: Hizmet Sektörü Çalışanları Üzerine Bir Uygulama. (Yayımlanmamış Yüksek Lisans Tezi), Bahçeşehir Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Hentschel, T., Braunc, S., Peus, C. ve Frey, D. (2018). The Communality-Bonus Effect for Male Transformational Leaders-Leadership Style, Gender, and Promotability. European Journal of Work and Organizational Psychology, 27(1), 112-125.
  • İpçioğlu, İ., Eğilmez, Ö. ve Şen, H. (2018). Cam Tavan Sendromu: İnsan Kaynakları Yöneticileri Bağlamında Bir Araştırma. Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 10(25), 689-709.
  • Jackson, J. F. L. ve O’Callaghan, E. M. (2009). What Do We Know About Glass Ceiling Effects? A Taxonomy and Critical Review to Inform Higher Education Research. Res High Educ, (50), 460-482.
  • Jain, S. (2020). The Rising Fourth Wave: Feminist Activism on Digital Platforms in India. ORF Issue Brief , (384), Erişim Adresi: https://www.orfonline.org/research/the-rising-fourth-wave-feminist-activism-on-digital-platforms-in-india.
  • Karabey, Ş. O., Aydin, D. G., Tunç, M. ve Kanbur, B. N. (2019). The Effects of Social Gender Equality-Oriented Educational Activities and Materials on Gender Stereotypes of Children. International Journal of Educational Research Review, 4 (3), 275-287.
  • Karakılıç, Y. N. (2019). Evaluation of Glass Ceiling Syndrome in Term of Gender Discrimination Perception. Journal of Management and Economics Research, 17(2), 214-233.
  • Kıran, E. (2017). Toplumsal Cinsiyet Rolleri Bağlamında Türkiye’de Çocuk Gelinler. Balkan Journal of Social Sciences, (Özel Sayı), 1-8.
  • Korkmaz, H. (2016). Yönetimde Kadın ve Cam Tavan Sendromu. Alternatif Politika, (Toplumsal Cinsiyet Özel Sayısı II), 95-112.
  • Köseler, F. (2009). Okul Öncesi Öykü ve Masal Kitaplarında Toplumsal Cinsiyet Olgusu. (Yayımlanmamış Yüksek Lisans Tezi). Adnan Menderes Üniversitesi, Sosyal Bilimler Enstitüsü, Aydın.
  • Kurtuluş, E. (2019). Kadın Üniversite Öğrencilerinin Toplumsal Cinsiyet Eşitliği İle Toplumsal Cinsiyet Rolü Stresi ve Olumsuz Değerlendirme Korkusu Arasındaki İlişkinin İncelenmesi. (Yayımlanmamış Yüksek Lisans Tezi), Çukurova Üniversitesi, Sosyal Bilimler Enstitüsü, Adana.
  • Main, B. G. M. ve Gregory-Smith, I. (2018). Symbolic Management and The Glass Cliff: Evidence from The Boardroom Careers of Female and Male Directors. British Journal of Management, (29), 136-155.
  • Morgan, M. S. (2015). Glass Ceilings and Sticky Floors: Drawing New Ontologies Economic. London School of Economics and Political Science Department of Economic History Working Papers, (228), 1-28.
  • O'Brien, D. Z. (2012). Quotas and qualifications in Uganda. In the impact of gender quotas. (eds. Susan Franceschet, Mona Lena Krook, and Jennifer M. Piscopo). New York: Oxford University Press.
  • Powell, G. N. ve Butterfield, A. D. (2003). Gender, Gender Identity, and Aspirations to Top Management. Women in Management Review, 18(1/2), 88-96.
  • Ranjan, R. (2019). Understanding Feminism. Int.J.Eng.Lang.Lit & Trans.Studies, 6(4), 120-122.
  • Reese, J. (2011). The Essential Elements of Third Wave Feminism. LaVergne, TN: Six Degress Books.
  • Ropers-Huilman, B. (2003). Gendered Futures in Higher Education: Critical Perspectives for Change. Albany, NY: SUNY.
  • Ryan, M. K. ve Haslam, S. A. (2007). Glass Cliffs: Exploring The Dynamics Surrounding The Appointment of Women to Precarious Leadership Positions. Academy of Management Review, 32(2), 549-572.
  • Ryan, M. K. ve Haslam, S. A. (2005). The Glass Cliff: Evidence that Women are Over-Represented in Precarious Leadership Positions. British Journal of Management, (16), 81-90.
  • Ryan, M. K., Haslam, S. ve Kulich, C. (2010). Politics and The Glass Cliff: Evidence That Women Preferentially Selected to Contest Hard-to Win Seats. Psychology of Women Quarterly, (34), 56-64.
  • Schein, V. E. (1973). The Relationship between Sex Role Stereotypes and Requisite Management Characteristics. Journal of Applied Psychology, (57), 95-100.
  • Smith, P., Caputi, P. ve Crittenden, N. (2012). How are Women’s Glass Ceiling Beliefs Related to Career Success?. Career Development International, 17(5), 458-474.
  • Topuz, S. K. ve Erkanlı, H. (2016). Toplumsal Cinsiyet Bağlamında Kadın ve Erkeğe Atfedilen Anlamların Metafor Yöntemiyle Analizi. Alternatif Politika, 8(2), 300-321.
  • Tran, N. M. (2015). Who’s on The Executive Glass Cliff? Using Policy Capturing to Examine Race, Gender, and Leadership in Times of Crisis. (Yayımlanmamış Doktora Tezi), Graduate Faculty of The University of Georgia, Athens, Georgia.
  • Vefikuluçay, D., Zeyneloğlu, S., Eroğlu, K. ve Taşkın, L. (2007). Kafkas Üniversitesi Son Sınıf Öğrencilerinin Toplumsal Cinsiyet Rollerine İlişkin Bakış Açıları. Hacettepe Üniversitesi Hemşirelik Yüksekokulu Dergisi, 26-38.
  • Velte, P. (2018). Appointing Female CEOs in Risky and Precarious Firm Circumstances: A Review of The Glass Cliff Phenomenon. Corporate Ownership & Control, 15(2), 33-43.
  • Wesarat, P. ve Mathew, J. (2017). Theoretical Framework of Glass Ceiling: A Case of India’s Women Academic Leaders. Paradigm, (21), 21-30.
  • Yaghi, A. (2018). Glass Cliff or Glass Prison: Think Evil-Think Men in Organizational Leadership. International Journal of Public Administration, 41(12), 998-1008.
  • Yıldız, S., Alhas, F., Sakal, Ö. ve Yıldız, H. (2016). Cam Uçurum: Kadın Yöneticiler Cam Tavanı Ne Zaman Aşar?. Ankara Üniversitesi SBF Dergisi, 71(4), 1119-1146.
  • Yu, S. L. (2012). Across East and West: Third Wave Feminism as a Traveling Theory. Asian Women, 28(1), 65-83.
  • http://www.ohiohumanities.org/betty-friedan-the-three-waves-of feminism/#:~:text=Feminist%20history%20can%20be%20divided,equal%20legal%20and%20social%20rights. Erişim Tarihi: (01.09.2020).
  • https://ecpr.eu/Filestore/PaperProposal/10848a93-0467-409f-b5bb-eda84d836838.pdf. Erişim Tarihi: (01.09.2020).
  • https://www.cbd.int/gender/doc/fs_cbd_biodiversity.pdf. Erişim Tarihi: (01.09.2020).
  • https://www.pacificu.edu/magazine/four-waves-feminism. Erişim Tarihi: (01.09.2020).
  • https://www.progressivewomensleadership.com/a-brief-history-the-four-waves-of-feminism/ Erişim Tarihi: (26.08.2020).
  • http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.470.6766&rep=rep1&type=pdf. Erişim Tarihi: (02.09.2020).
  • https://feminisminindia.com/2018/04/25/summary-second-wave-of-feminism/ Erişim Tarihi: (01.09.2020).
  • http://news.bbc.co.Uk/l/hi/magazine. Erişim Tarihi: (03.09.2020).

Year 2020, Volume: 3 Issue: 2, 9 - 21, 19.12.2020

Fidan Alhas

Abstract

References

  • Acar, F. P. (2015). Gender Differences in Promotions to Top Level Management Positions: An Examination of Glass Cliff in the IT Sector. Procedia - Social and Behavioral Sciences. (210), 223-230.
  • Ahn, N. Y. ve Cunningham, G. B. (2020). Standing on a Glass Cliff?: A Case Study of FIFA’s Gender Initiatives. Managing Sport and Leisure. 25(1-2), 114-137.
  • Alhas, F. (2016). Cam Tavan ve Cam Uçurum Olgusunun İncelenmesi: Öğrenciler Üzerinde Bir Araştırma. (Yayımlanmamış Yüksek Lisans Tezi), Kafkas Üniversitesi, Sosyal Bilimler Enstitüsü, Kars.
  • Alhas, F. (2020). Cam Uçurum mu? Mobing mi? Bilinmeyene Yolculuk. SBedergi, 4(6), 26-45.
  • Andrijasevic, A., Kuznin, M. ve Samardzija, J. (2014). Breaking the Glass Ceiling Through Self-Actualization and Performance Improvements in Croatia. RIThink, (4), 3-9.
  • Ashby, J., Ryan, M. K. ve Haslam, S. A. (2007). Legal Work and The Glass Cliff: Evidence that Women are Preferentially Selected to Lead Problematic Cases. William and Mary Journal of Women and the Law, (13), 775-793.
  • Bekleviç, A. Ç. (2013). Bir Üniversite Hastanesi Araştırma Görevlilerinin Toplumsal Cinsiyet Rolleri Tutum Ölçeği ve Çalışma Yaşamında Toplumsal Cinsiyet Rolleri Algısının Değerlendirilmesi. (Yayımlanmamış Yüksek Lisans Tezi), Bülent Ecevit Üniversitesi, Sağlık Bilimleri Enstitüsü, Zonguldak.
  • Bell, M. P., McLaughlin, M. E. ve Sequeira, J. M. (2002). Discrimination, Harassment, and The Glass Ceiling: Women Executives as Change Agents. Journal of Business Ethics, (37), 65-76.
  • Bilim, İ. Ö. ve Bülez, A. (2018). Cam Tavandan Yansımalar. İnsan ve Toplum Bilimleri Araştırmaları Dergisi, 7(1), 48-58.
  • Bruckmüller, S. ve Branscombe, N. (2010) The Glass Cliff: When and Why Women are Selected as Leaders in Crisis Contexts. British Journal of Social Psychology, 49(3), 433-451.
  • Cook, A. ve Glass, C. 2014. Above The Glass Ceiling: When are Women and Racial/Ethnic Minorities Promoted to CEO?. Strategic Management Journal, (35), 1080-1089.
  • Cotter, D. A., J. M. Hermsen, Ovadia, S. ve Vanneman, R. (2001). The Glass Ceiling Effect. Social Forces, 80(2), 655-681. D’Agostino, M. (2017). Changing the Narrative: The Difference Women Make in Public Administration. Administration & Society, 49(1), 9-19.
  • Darouei, M. ve Pluut, H. (2018). The Paradox of Being on the Glass Cliff: Why do Women Accept Risky Leadership Positions?. Published in Career Development International, 1-60.
  • Daşlı, Y. (2019). Öğrencilerin Toplumsal Cinsiyet Rollerine İlişkin Tutumların Belirlenmesi Üzerine Bir Alan Araştırması. YYÜ Eğitim Fakültesi Dergisi (YYU Journal of Education Faculty), 16(1), 364-385.
  • Elsaid, E. ve Ursel, N. (2018). Re-examining the Glass Cliff Hypothesis using Survival Analysis: The Case of Female CEO Tenure. British Journal of Management, (29), 156-170.
  • Folke, O. ve Rickne, J. (2014). The Glass Ceiling in Politics: Formalization and Empirical Tests. IFN Working Paper, (1034), 1-66.
  • Gezer, S. (2019). Öğretmenlerin Cam Tavan Sendromu Algıları ile Örgütsel Sessizlik Düzeyleri Arasındaki İlişki. (Yayımlanmamış Yüksek Lisans Tezi), Çanakkale Onsekiz Mart Üniversitesi, Eğitim Bilimleri Enstitüsü, Çanakkale.
  • Ghorfati, A. ve Medini, R. (2014). Feminism and its Impact On Woman in The Modern Society. (Yayımlanmamış Yüksek Lisans Tezi), University of Tlemcen, Department of English, Algeria.
  • Gökhan, M. (2020). Cam Tavan Algısının İş Yeri Davranışlarına Etkileri: Hizmet Sektörü Çalışanları Üzerine Bir Uygulama. (Yayımlanmamış Yüksek Lisans Tezi), Bahçeşehir Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Hentschel, T., Braunc, S., Peus, C. ve Frey, D. (2018). The Communality-Bonus Effect for Male Transformational Leaders-Leadership Style, Gender, and Promotability. European Journal of Work and Organizational Psychology, 27(1), 112-125.
  • İpçioğlu, İ., Eğilmez, Ö. ve Şen, H. (2018). Cam Tavan Sendromu: İnsan Kaynakları Yöneticileri Bağlamında Bir Araştırma. Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 10(25), 689-709.
  • Jackson, J. F. L. ve O’Callaghan, E. M. (2009). What Do We Know About Glass Ceiling Effects? A Taxonomy and Critical Review to Inform Higher Education Research. Res High Educ, (50), 460-482.
  • Jain, S. (2020). The Rising Fourth Wave: Feminist Activism on Digital Platforms in India. ORF Issue Brief , (384), Erişim Adresi: https://www.orfonline.org/research/the-rising-fourth-wave-feminist-activism-on-digital-platforms-in-india.
  • Karabey, Ş. O., Aydin, D. G., Tunç, M. ve Kanbur, B. N. (2019). The Effects of Social Gender Equality-Oriented Educational Activities and Materials on Gender Stereotypes of Children. International Journal of Educational Research Review, 4 (3), 275-287.
  • Karakılıç, Y. N. (2019). Evaluation of Glass Ceiling Syndrome in Term of Gender Discrimination Perception. Journal of Management and Economics Research, 17(2), 214-233.
  • Kıran, E. (2017). Toplumsal Cinsiyet Rolleri Bağlamında Türkiye’de Çocuk Gelinler. Balkan Journal of Social Sciences, (Özel Sayı), 1-8.
  • Korkmaz, H. (2016). Yönetimde Kadın ve Cam Tavan Sendromu. Alternatif Politika, (Toplumsal Cinsiyet Özel Sayısı II), 95-112.
  • Köseler, F. (2009). Okul Öncesi Öykü ve Masal Kitaplarında Toplumsal Cinsiyet Olgusu. (Yayımlanmamış Yüksek Lisans Tezi). Adnan Menderes Üniversitesi, Sosyal Bilimler Enstitüsü, Aydın.
  • Kurtuluş, E. (2019). Kadın Üniversite Öğrencilerinin Toplumsal Cinsiyet Eşitliği İle Toplumsal Cinsiyet Rolü Stresi ve Olumsuz Değerlendirme Korkusu Arasındaki İlişkinin İncelenmesi. (Yayımlanmamış Yüksek Lisans Tezi), Çukurova Üniversitesi, Sosyal Bilimler Enstitüsü, Adana.
  • Main, B. G. M. ve Gregory-Smith, I. (2018). Symbolic Management and The Glass Cliff: Evidence from The Boardroom Careers of Female and Male Directors. British Journal of Management, (29), 136-155.
  • Morgan, M. S. (2015). Glass Ceilings and Sticky Floors: Drawing New Ontologies Economic. London School of Economics and Political Science Department of Economic History Working Papers, (228), 1-28.
  • O'Brien, D. Z. (2012). Quotas and qualifications in Uganda. In the impact of gender quotas. (eds. Susan Franceschet, Mona Lena Krook, and Jennifer M. Piscopo). New York: Oxford University Press.
  • Powell, G. N. ve Butterfield, A. D. (2003). Gender, Gender Identity, and Aspirations to Top Management. Women in Management Review, 18(1/2), 88-96.
  • Ranjan, R. (2019). Understanding Feminism. Int.J.Eng.Lang.Lit & Trans.Studies, 6(4), 120-122.
  • Reese, J. (2011). The Essential Elements of Third Wave Feminism. LaVergne, TN: Six Degress Books.
  • Ropers-Huilman, B. (2003). Gendered Futures in Higher Education: Critical Perspectives for Change. Albany, NY: SUNY.
  • Ryan, M. K. ve Haslam, S. A. (2007). Glass Cliffs: Exploring The Dynamics Surrounding The Appointment of Women to Precarious Leadership Positions. Academy of Management Review, 32(2), 549-572.
  • Ryan, M. K. ve Haslam, S. A. (2005). The Glass Cliff: Evidence that Women are Over-Represented in Precarious Leadership Positions. British Journal of Management, (16), 81-90.
  • Ryan, M. K., Haslam, S. ve Kulich, C. (2010). Politics and The Glass Cliff: Evidence That Women Preferentially Selected to Contest Hard-to Win Seats. Psychology of Women Quarterly, (34), 56-64.
  • Schein, V. E. (1973). The Relationship between Sex Role Stereotypes and Requisite Management Characteristics. Journal of Applied Psychology, (57), 95-100.
  • Smith, P., Caputi, P. ve Crittenden, N. (2012). How are Women’s Glass Ceiling Beliefs Related to Career Success?. Career Development International, 17(5), 458-474.
  • Topuz, S. K. ve Erkanlı, H. (2016). Toplumsal Cinsiyet Bağlamında Kadın ve Erkeğe Atfedilen Anlamların Metafor Yöntemiyle Analizi. Alternatif Politika, 8(2), 300-321.
  • Tran, N. M. (2015). Who’s on The Executive Glass Cliff? Using Policy Capturing to Examine Race, Gender, and Leadership in Times of Crisis. (Yayımlanmamış Doktora Tezi), Graduate Faculty of The University of Georgia, Athens, Georgia.
  • Vefikuluçay, D., Zeyneloğlu, S., Eroğlu, K. ve Taşkın, L. (2007). Kafkas Üniversitesi Son Sınıf Öğrencilerinin Toplumsal Cinsiyet Rollerine İlişkin Bakış Açıları. Hacettepe Üniversitesi Hemşirelik Yüksekokulu Dergisi, 26-38.
  • Velte, P. (2018). Appointing Female CEOs in Risky and Precarious Firm Circumstances: A Review of The Glass Cliff Phenomenon. Corporate Ownership & Control, 15(2), 33-43.
  • Wesarat, P. ve Mathew, J. (2017). Theoretical Framework of Glass Ceiling: A Case of India’s Women Academic Leaders. Paradigm, (21), 21-30.
  • Yaghi, A. (2018). Glass Cliff or Glass Prison: Think Evil-Think Men in Organizational Leadership. International Journal of Public Administration, 41(12), 998-1008.
  • Yıldız, S., Alhas, F., Sakal, Ö. ve Yıldız, H. (2016). Cam Uçurum: Kadın Yöneticiler Cam Tavanı Ne Zaman Aşar?. Ankara Üniversitesi SBF Dergisi, 71(4), 1119-1146.
  • Yu, S. L. (2012). Across East and West: Third Wave Feminism as a Traveling Theory. Asian Women, 28(1), 65-83.
  • http://www.ohiohumanities.org/betty-friedan-the-three-waves-of feminism/#:~:text=Feminist%20history%20can%20be%20divided,equal%20legal%20and%20social%20rights. Erişim Tarihi: (01.09.2020).
  • https://ecpr.eu/Filestore/PaperProposal/10848a93-0467-409f-b5bb-eda84d836838.pdf. Erişim Tarihi: (01.09.2020).
  • https://www.cbd.int/gender/doc/fs_cbd_biodiversity.pdf. Erişim Tarihi: (01.09.2020).
  • https://www.pacificu.edu/magazine/four-waves-feminism. Erişim Tarihi: (01.09.2020).
  • https://www.progressivewomensleadership.com/a-brief-history-the-four-waves-of-feminism/ Erişim Tarihi: (26.08.2020).
  • http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.470.6766&rep=rep1&type=pdf. Erişim Tarihi: (02.09.2020).
  • https://feminisminindia.com/2018/04/25/summary-second-wave-of-feminism/ Erişim Tarihi: (01.09.2020).
  • http://news.bbc.co.Uk/l/hi/magazine. Erişim Tarihi: (03.09.2020).
There are 57 citations in total.

Details

Primary Language Turkish
Journal Section Cilt: 3 Sayı: 2
Authors

Fidan Alhas 0000-0002-4254-3519

Publication Date December 19, 2020
Submission Date September 23, 2020
Published in Issue Year 2020 Volume: 3 Issue: 2

Cite

APA Alhas, F. (2020). Cam Uçurum: Efsane Avcısı. Ünye İktisadi Ve İdari Bilimler Fakültesi Dergisi, 3(2), 9-21.

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1. Manuscripts submitted to The Journal of Ünye Faculty of Economics and Administrative Sciences must not have been published anywhere before and should not have been submitted for publication.
2. Articles written in either Turkish or English languages are published in the journal. The scientific and linguistic responsibility of the studies published in the journal belongs to the author(s).
3. In our journal, not only studies coming from academicians but also studies coming from researchers will be evaluated.
4. Studies that had been presented at conferences before and have not been published in full text, only had been published abstracts, can be accepted into the publication evaluation process provided that it is stated in the study.
5. Articles should be submitted to our journal electronically. To submissions of articles online through the website and follow the stage of the article in the referee evaluation process, it is necessary to be a member and log in to the Journal. The personal information entered on the journal's website will only be used for the stated purposes of the journal and will not be accessible for any other purpose or to any party.
6. The authors are informed about the refereeing process of the articles submitted to The Journal of Ünye Faculty of Economics and Administrative Sciences through the system and the evaluation reports can be easily followed by them via the system.
7. When applying, an article file without author information will be uploaded to the system.
8. The journal is based on the blind peer-review process. In the articles to be sent to the referee, the confidentiality of the information regarding the author's identity is ensured.
9. The articles submitted to the journal are sent to at least two referees after the preliminary examination in terms of form and content. Manuscripts that receive positive feedback from the referees are included in the publication process. If one positive and one negative report is received from the referees, the study is sent to a third referee by the Journal Editor.
10. It is aimed that the articles submitted to the journal will complete the referee process within two months. However, the authors of the articles for which corrections are requested must make the relevant corrections within one month and send them to the editorial board.
11. In line with the reports from the referees, it is decided to publish the article, to request revisions, additional information and abbreviations from the authors within the framework of the report, or not to publish it, and this decision is announced to the authors through the system. The authors are answerable for making all changes requested by the referees. Studies will not be published without constructing the desired changes.
12. The articles whose evaluation process is completed are queued by the journal editorial office and published in the relevant issue of the journal.
13. Manuscripts that do not comply with the journal's subject, spelling or grammar rules are returned to the authors after the preliminary review without being sent to the referees. All kinds of changes in form and content may be requested from the authors of the manuscripts received for preliminary evaluation.
14. All publication rights of the articles accepted and published in the journal in written and electronic media belong to The Journal of Ünye Faculty of Economics and Administrative Sciences.
15. No royalties are paid to the authors for the works published in the journal and the author does not have any claim rights.
16. The opinions in the articles published in the journal are subject to the responsibility of the corresponding authors.
17. In line with the reports received from the referees, it is decided to publish the article, to request corrections, additional information and abbreviations from the authors within the framework of the report, or not to publish the article, and this decision is notified to the authors via the system. Authors are obliged to make all changes requested by the referees. The manuscripts are not published until the requested changes are made.
18. All publication rights of the articles accepted and published in the journal in written and electronic media belong to The Journal of Ünye Faculty of Economics and Administrative Sciences.
19. No royalties are paid to the authors for the works published in the journal and the author does not have any claim rights.
20. The opinions in the articles published in the journal are subject to the responsibility of the relevant authors.
21. Articles accepted for publication cannot be reproduced and published in any way without the written permission of The Journal of Ünye Faculty of Economics and Administrative Sciences. However, it can be quoted provided that the source is cited.
22. If a research study has been supported by any institution or produced from the thesis, this should be indicated as a footnote on the same page by placing (*) on the last word of the title of the work.