This paper aims to review the 'politics of the intimate' in the Turkish context. By looking at regulations and policy debates in the areas of sexuality, reproduction and family and partnership in the 2000s, it critically analyzes the scope and content of state policies, as well as the policy debates in these areas, from a gender and gender equality perspective. This analysis further emphasizes the interaction between neo-liberalism and neo-conservatism, two political rationalities that have come to play important roles in the shaping or regulation of public and private domains, and the relations within these domains, in the last decade in Turkey. This paper will suggest that given the intermesh of neoliberal and neoconservative rationalities, the notion of gender equality loses its significance, leaving disadvantaged groups open to the detrimental effects of dominant power relations.

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Women face significant hurdles in the attainment of leadership positions. When they do attain them such positions tend to be riskier than those attained by men, a form of bias called glass cliff. This study investigates ambivalent sexism as an individual difference that influences the occurrence of glass cliff. Little research examines individual differences contributing to glass cliff. It is proposed that individuals with high hostile and benevolent sexism are more likely to perceive women to be suitable for leadership of a poorly-performing organization and men to be suitable for leadership of a well-performing organization. The sample of our experimental study consisted of 378 students who rated either a female or a male candidate under a poor or good performance condition. We tested our hypotheses using a moderated regression analysis. Both components of sexism impacted how individuals evaluated male and female leaders under different organizational performance conditions. Hostile sexism was the dimension that led to glass cliff. Benevolent sexism had an unexpected effect on leadership choice. The differences between the two types of sexism and the different role each type plays in preference for masculine and feminine leadership are discussed. Leader gender and perceivers sexist attitudes influence evaluations for leadership positions.

Survival of small and medium-sized enterprises (SMEs) increasingly depends on their ability to exploit opportunities in foreign markets. Given their limited resources, exporting is one of the most viable modes of entry into foreign markets for SMEs. The present study is an attempt to contribute to the research that identifies the factors associated with SME export performance. Specifically, the association between top management team demographic composition and SME export performance was examined in an emerging market context and drawing from upper echelons perspective. Focusing on such commonly examined upper echelons attributes as age, education level, and tenure, the present research assessed whether top management team composition distinguished between SMEs in terms of their export levels. Data were collected from 128 SMEs operating in Ankara and Bursa regions of Turkey. Results obtained by a hierarchical regression analysis indicated that SMEs with lower mean industry tenure and higher age separation diversity had higher levels of export performance.

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