Document Type : Original Article
Authors
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Assistant Prof., Department of Public Management, Faculty of Humanities, Islamic Azad University, Miyaneh Branch, Miyaneh
2
2. Assistant Prof., Department of Public Management, Faculty of Humanities, Islamic Azad University, Miyaneh Branch, Miyaneh
Abstract
In public organizational environments, women are often appointed to managerial and leadership positions when the organization is facing crises and significant challenges. This phenomenon, known as the "glass cliff," refers to situations where women are placed in precarious managerial positions where success is accompanied by considerable difficulties. This paper identifies and analyzes the factors influencing the emergence of glass cliff behavior in public organizations and presents a model using grounded theory. The aim of this research is to provide a model of glass cliff behavior in public organizations based on exploratory-developmental research and a descriptive method.
This study employs a qualitative approach and grounded theory to examine the experiences and conditions of women in critical managerial positions. Data were collected through in-depth interviews with female managers and content analysis. The research process involved open coding, axial coding, and selective coding, leading to the identification and analysis of primary and secondary patterns.
Using the grounded theory method, the components of the model were identified through open coding, and the final model was developed using axial and selective coding. The statistical population for model presentation consisted of female managers from public organizations in East Azerbaijan province (comprising 15 senior managers from public organizations, who were knowledgeable and experienced in management with qualifications such as sufficient expertise, deep awareness of the research topic, and broad perspectives on the research field with significant academic, practical, or research experience). The research, with a qualitative approach and grounded theory, led to the development of the proposed model. After data analysis, the glass cliff behavior framework in public organizations was categorized into 3 dimensions, 6 components, and 92 indicators
This study contributes to a deeper understanding of the glass cliff phenomenon in public organizations and offers recommendations for improving appointment policies and supporting women in managerial positions. The results of this research can assist policymakers and managers in providing the necessary conditions and resources to prevent negative glass cliff experiences and promote the success of women in leadership roles.
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