ÖzTrendlerdeki değişimle "she-conomy" (kadın ekonomisi) kavramı, dünyada giderek daha popüler hale gelse dahi tepe yönetim pozisyonlarında yer alan kadın çalışan sayısının azlığı hala dikkat çekmektedir. Bu çalışmanın amacı kadınların kariyerlerinde yükselirken karşılaştıkları cam tavan engelleri ile kültür boyutlarından biri olan güç mesafesi arasındaki ilişkiyi ortaya koymaktır. Ayrıca çalışma kapsamında, cinsiyete göre çalışanların cam tavan engellerine yönelik algıları ile güç mesafesi algıları arasında farklılık olup olmadığı da belirlenecektir. Çalışmanın evreni olarak Arap yarımadasında yer alan iki üniversite seçilmiştir. Bu üniversitelerin seçilme nedeni; süregelen savaş durumu, bölgenin politik yapısı ve toplumsal koşullar sebebi ile bu bölgede kadınların iş dünyası ve sosyal yaşamda çok daha fazla engelle mücadele etmesidir. Araştırmada veri toplama yöntemi olarak anket kullanılmıştır. Araştırma sonuçlarına bakıldığında algılanan cam tavan engelleri ve güç mesafesi arasında pozitif yönlü ve güçlü bir ilişki olduğu görülmektedir. Cam tavan engelleri ve güç mesafesine yönelik algıda ise cinsiyete dayalı bir farklılık olmadığı sonucu ortaya çıkmıştır.Anahtar Kelimeler: Cam tavan sendromu, güç mesafesi, akademisyenler AbstractAlthough labor force participation rate of women increases day by day, the number of female employees in senior management positions is still very limited. In 2017, 34% of global corporations do not have women in top management (Women in Business: New Perspectives on Risk and Reward Report, 2017). While the proportion of women on the board of directors is limited to 12%, the proportion of women board chairmen is only 4% (Deloitte, 2015). The difficulties women face in promoting to senior management positions have attracted researchers' attention. In 1986, Hymovitz and Schellhard first used the glass-ceiling metaphor to describe the constraints that prevent females to promote top management positions in corporations, state institutions, educational institutions or nonprofit organizations (Hymowitz and Schellhardt, 1986). The factors that lead to the formation of glass ceiling in enterprises can be individual (women's roles as wife and/or mother, time management problems), organizational (organizational culture, company policies and the difficulties women experience in participating in informal communication networks) (Mizrahi ve Aracı, 2010) and social (gender discrimination in society and gender stereotypes). The other concept that is examined in this study is power distance. The concept of power distance is one of the cultural dimensions described by Geert Hofstede and it is defined as "the extent to which the less powerful members of institutions and organisations within a country expect and accept that power is distributed unequally. " (Hofstede, 2003). In other words, power distance shows "the level of acceptance or rejection of differences and inequalities by members in the distribution of power in the social system" (Turan, Durceylan and Şişman, 2005). The purpose of this study ...

Learning outcomes The learning outcomes are as follows. First, female managers can face gender inequity in different forms, such as the glass ceiling and glass cliff, while they run for leadership positions, especially in male-dominated business contexts. Second, managers can show high performance and be effective leaders as long as they are aware of that all managers are evaluated according to a wide variety of criteria, and play many different managerial roles, such as interpersonal, informational and decisional roles. Finally, managers should pay attention to all stakeholders’ demands in decision-making process for sustainability and performing better in the long run. Case overview/synopsis Since football began gaining popularity in Turkey at the dawn of the 20th century, the sport remains the most popular national sport today. However, recently, a new name has shaken the world of Turkish football: Berna Gozbasi, the first female football manager in Turkish history. In the middle of 2019–2020 football season, Gozbasi became the first female club president after she assumed leadership of Kayserispor. Kayserispor was officially founded as a Turkish professional football club in 1966, and, as its name suggests, was based in Kayseri, a sizeable industrialised city located in Central Anatolia. The team competes in the “Turkish Super League”, Turkey’s top football competition. In this case, to discuss gender inequity, leadership, and management in the sport context, the authors explained the dilemma Gozbasi faced while she decided whether or not to accept this challenging role. Then, the authors examined the experiences she gained as a leader and the dilemma she faced to diminish the negative impact of the COVID-19 pandemic on the organisation she led. Complexity academic level Undergraduate and MBA students. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management.