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Michelle K Ryan
Michelle K Ryan
Director, Global Institute for Women's Leadership
Bestätigte E-Mail-Adresse bei anu.edu.au - Startseite
Titel
Zitiert von
Zitiert von
Jahr
The glass cliff: Evidence that women are over‐represented in precarious leadership positions
MK Ryan, SA Haslam
British Journal of management 16 (2), 81-90, 2005
20672005
The glass cliff: Exploring the dynamics surrounding the appointment of women to precarious leadership positions
MK Ryan, SA Haslam
Academy of management review 32 (2), 549-572, 2007
14652007
The road to the glass cliff: Differences in the perceived suitability of men and women for leadership positions in succeeding and failing organizations
SA Haslam, MK Ryan
The Leadership Quarterly 19 (5), 530-546, 2008
8432008
Think crisis–think female: The glass cliff and contextual variation in the think manager–think male stereotype.
MK Ryan, SA Haslam, MD Hersby, R Bongiorno
Journal of Applied Psychology 96 (3), 470, 2011
8282011
The motivational theory of role modeling: How role models influence role aspirants’ goals
T Morgenroth, MK Ryan, K Peters
Review of general psychology 19 (4), 465-483, 2015
7312015
Getting on top of the glass cliff: Reviewing a decade of evidence, explanations, and impact
MK Ryan, SA Haslam, T Morgenroth, F Rink, J Stoker, K Peters
The Leadership Quarterly 27 (3), 446-455, 2016
6022016
Leadership as social identity management: Introducing the Identity Leadership Inventory (ILI) to assess and validate a four-dimensional model
NK Steffens, SA Haslam, SD Reicher, MJ Platow, K Fransen, J Yang, ...
The leadership quarterly 25 (5), 1001-1024, 2014
5542014
Investing with prejudice: The relationship between women's presence on company boards and objective and subjective measures of company performance
SA Haslam, MK Ryan, C Kulich, G Trojanowski, C Atkins
British Journal of Management 21 (2), 484-497, 2010
5142010
The glass ceiling in the 21st century
M Barreto, MK Ryan, MT Schmitt
Washington, DC: American Psychological Association, 2009
4782009
Who gets the carrot and who gets the stick? Evidence of gender disparities in executive remuneration
C Kulich, G Trojanowski, MK Ryan, S Alexander Haslam, ...
Strategic Management Journal 32 (3), 301-321, 2011
3772011
Women in high places: When and why promoting women into top positions can harm them individually or as a group (and how to prevent this)
N Ellemers, F Rink, B Derks, MK Ryan
Research in organizational behavior 32, 163-187, 2012
3582012
Beyond the glass ceiling: The glass cliff and its lessons for organizational policy
S Bruckmüller, MK Ryan, F Rink, SA Haslam
Social issues and policy review 8 (1), 202-232, 2014
3492014
Academic leadership: Changing conceptions, identities and experiences in UK higher education
R Bolden, J Gosling, A O'Brien, K Peters, MK Ryan, SA Haslam, ...
Leadership foundation for higher education, 2012
3162012
Reactions to the glass cliff: Gender differences in the explanations for the precariousness of women's leadership positions
MK Ryan, SA Haslam, T Postmes
Journal of Organizational Change Management 20 (2), 182-197, 2007
3132007
Politics and the glass cliff: Evidence that women are preferentially selected to contest hard-to-win seats
MK Ryan, SA Haslam, C Kulich
Psychology of women quarterly 34 (1), 56-64, 2010
2792010
The effects of gender trouble: An integrative theoretical framework of the perpetuation and disruption of the gender/sex binary
T Morgenroth, MK Ryan
Perspectives on Psychological Science 16 (6), 1113-1142, 2021
2592021
Why do men and women challenge gender discrimination in the workplace? The role of group status and in‐group identification in predicting pathways to collective action
A Iyer, MK Ryan
Journal of Social Issues 65 (4), 791-814, 2009
2512009
The role of personality and group factors in explaining prejudice
KJ Reynolds, JC Turner, SA Haslam, MK Ryan
Journal of Experimental Social Psychology 37 (5), 427-434, 2001
2402001
Gender inequalities during COVID-19
AN Fisher, MK Ryan
Group Processes & Intergroup Relations 24 (2), 237-245, 2021
2342021
In some professions, women have become well represented, yet gender bias persists—Perpetuated by those who think it is not happening
CT Begeny, MK Ryan, CA Moss-Racusin, G Ravetz
Science advances 6 (26), eaba7814, 2020
2192020
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