Sürdürülebilir Kalkınma Amaçları
Yayınlar
- ArticleAçık Erişim2019THE PERCEPTION OF GLASS CLIFF: A RESEARCH BETWEEN STUDENTS STUDYING IN KAFKAS UNIVERSITY
Yildiz, Sebahattin; Sakal, Onder; Alhas, Fidan; Kosa, Gozde
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.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2019Do the quota applications for women on boards improve financial performance
Yildiz, Sebahattin; Meydan, Cebrail; Boz, Ilknur Taştan; Sakal, Önder
In the context of corporate governance principles, governments set regulations to increase the sustainable representation of women on boards. This paper seeks to answer the question of whether or not the application of compulsory or voluntary quotas for female board members improves firm performance. Based on difference analyses on the 2011 principles of the Capital Markets Board (CMB), we do not find significant differences between the companies with at least one female member on their board and those without any female board members in terms of financial performance indicators (return on asset (ROA), return on equity (ROE), market value/book value (MV/BV)). Based on difference analyses on the 2014 principles of the Capital Markets Board, we further find that the ROA of the companies with 25% and more female members is lower than the companies with < 25% female members. These results don't support the arguments of agency theory, because government regulations including the efforts of women to increase their representation rate on the board in a sustainable manner don't improve the accounting-based and market-based performance indicators of companies. If the company is successful, a quota for women cannot be imposed, because the obligation may result in a negative effect. Policymakers and practitioners may benefit from the knowledge that women may be improved and prepared for these positions and be accompanied with mentors before filling the compulsory or voluntary quota for women. It is not enough to increase the rate of women. The policy implication of the paper is that women must be equipped with the resources, authority, knowledge, and skills to perform well.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2016Glass Cliff: When Do Female Executives Exceed Glass Ceiling?
Yildiz, Harun; Alhas, Fidan; Yildiz, Sebahattin; Sakal, Önder
The concept of glass ceiling refers to the career barriers in front of women in reaching the senior management positions. These career barriers are caused by male executives, female executives, and the barriers placed by individuals themselves. The concept of glass cliff, on the other hand, is important as it constitutes a new career barrier for women to reach their career goals. The concept of glass cliff refers that women exceeding the glass ceiling find themselves in the senior management position under negative conditions of their company. This concept is a risky position given to women for failing during the crisis periods of company. The factors causing the glass cliff involve personality, gender, organizational performance, organizational factors, group dynamics, and ambivalent sexism. This concept was developed by male managers in order to take the female executives to senior management positions under negative performance conditions of the company and make them say "women cannot be managers anyway" after the failure. Men who want the failure of women who are thought to have a difficulty in coping with stress will assign women as executives during the crisis periods and "push them into a glass cliff". Having the quality of a review, this study aims to introduce the concept of glass cliff and report the studies on glass cliff in literature. The main contribution of this study is that it is the first Turkish study that has ever been conducted regarding glass cliff.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2015Bireycilik ve toplulukçuluk değerleri,kariyer çapaları ve kariyer tatmini ilişkisi
Yildiz, Sebahattin; Sakal, Önder
Bu çalışmada,bireycilik - toplulukçuluk değerleri, kariyer çapaları ve kariyer tatmini arasındaki ilişkilerin incelenmesiamaçlanmıştır. Araştırma örneklemini 145 orta düzey yönetici oluşturmaktadır. Araştırma neden sonuç ilişkisine dayalı olarakaçıklayıcı şekilde tasarlanmıştır.Araştırma bulguları, kültürün bireycilik - toplulukçuluk boyutlarının kariyer çapaları ve kariyer tatminiüzerinde etkili olduğunu göstermektedir. Ayrıca bulgulara göre, kariyer çapalarının kariyer tatminindeki varyansı açıklayanöne mlibirfaktör olduğu görülmektedir.
RDL Kalıcı Kaydıİncele - Conference ObjectAçık Erişim2014Measurement of intellectual capital components through activity reports of companies
Yildiz, Sebahattin; Meydan, Cebrail; Güner, Mehmet; Iacob, AI
Purpose of the study is to measure the intellectual capital through annual activity reports of banks that operate in Turkey and to determine whether the criteria of human capital, structural capital, and customer capital, which are the components of intellectual capital, are disclosed at different levels according to bank types or not. Method of the study is the content analysis. The sample group of the study is comprised of 3 banks that operate in 3 different sectors (public, private, participation bank). Measurements were conducted by ranking the criteria of intellectual capital components in activity reports of banks between 2007 and 2011. In accordance with findings, Turkish banks primarily disclosed the customer capital, which is followed by structural capital and then human capital. Considering the sectoral differences, it was determined that respectively, bank with private capital, bank with participation capital and the public bank gave more importance to the intellectual capital. (C) 2014 The Authors. Published by Elsevier Ltd.
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