2014
DOI: 10.1016/j.leaqua.2013.08.005
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Gender disparity in the C-suite: Do male and female CEOs differ in how they reached the top?

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Cited by 120 publications
(130 citation statements)
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References 70 publications
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“…Stakeholders included male and female policy-makers, government, artists and arts executives on arts boards in Australia. Previous research has identified that fewer than 30 interviews provides theoretical saturation (Fitzsimmons et al 2014). In our study, data saturation was reached with the number of interviews conducted for each group.…”
Section: Samplementioning
confidence: 99%
See 1 more Smart Citation
“…Stakeholders included male and female policy-makers, government, artists and arts executives on arts boards in Australia. Previous research has identified that fewer than 30 interviews provides theoretical saturation (Fitzsimmons et al 2014). In our study, data saturation was reached with the number of interviews conducted for each group.…”
Section: Samplementioning
confidence: 99%
“…Interviews lasted between 40 min and one-and-ahalf hours. Variations in length of interviews could have been seen as problematic, but women tend to take longer in discussing personal narratives; hence, differences in interview length are to be expected (Fitzsimmons et al 2014). In addition, frequent checking between interviewee and interviewer in the note-taking process made some interviews longer, but it also made them interactive, allowing for corrections to be made at the time.…”
Section: Interviewsmentioning
confidence: 99%
“…Internasjonal forskning har betonet at interesse og personlig driv for topplederrollen utvikles fra tidlige alder, og at opplevelser i utdanningssystemet er saerlig viktig for kvinners ambisjoner (Fitzsimmons, Callan & Paulsen, 2014). Sterk utdanningsbakgrunn framstår som vesentlig for å nå toppen (Hurley & Choudhary, 2016).…”
Section: Karrieredrivereunclassified
“…Além do "teto-de-vidro", alguns autores têm estudado o fenômeno do "penhasco-de-vidro" ou glass cliff (Fitzsimmons;Callan;Paulsen, 2014;Ryan et al, 2016), que trata da colocação de mulheres em posições de liderança quando a empresa está em situação mais arriscada, uma vez que são consideradas mais equipadas para lidar com a crise.…”
Section: Diversidadeunclassified