Michelle K. Ryan

Q: What Schools Are Affiliated With Michelle K. Ryan

Michelle K. Ryan is affiliated with the following schools: University of Exeter, University of Groningen, Australian National University

Michelle K. Ryan's AcademicInfluence.com Rankings

Michelle K. Ryan

Psychology

#2441

World Rank

#2832

Historical Rank

psychology Degrees

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Psychology

Why Is Michelle K. Ryan Influential?

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According to Wikipedia, Michelle K. Ryan is a Professor of Social and Organisational Psychology at the University of Exeter and Professor of Diversity at the University of Groningen, The Netherlands. Education She completed her undergraduate and a Ph.D. study in psychology from Australian National University in 2004 for her thesis ‘A gendered self or a gendered context? A self-categorization appraisal of gender differences’.

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Michelle K. Ryan's Published Works

Number of citations in a given year to any of this author's works

Total number of citations to an author for the works they published in a given year. This highlights publication of the most important work(s) by the author

Published Works

The Glass Cliff: Evidence that Women are Over-Represented in Precarious Leadership Positions (2005) (907)
The Glass Cliff: Exploring the Dynamics Surrounding the Appointment of Women to Precarious Leadership Positions (2007) (608)
The road to the glass cliff: Differences in the perceived suitability of men and women for leadership positions in succeeding and failing organizations (2008) (401)
Think crisis-think female: the glass cliff and contextual variation in the think manager-think male stereotype. (2011) (323)
The glass ceiling in the 21st century: understanding barriers to gender equality (2009) (314)
Leadership as social identity management: Introducing the Identity Leadership Inventory (ILI) to assess and validate a four-dimensional model (2014) (287)
Investing with Prejudice: The Relationship between Women's Presence on Company Boards and Objective and Subjective Measures of Company Performance (2009) (267)
The Motivational Theory of Role Modeling: How Role Models Influence Role Aspirants’ Goals (2015) (241)
Getting on top of the glass cliff: Reviewing a decade of evidence, explanations, and impact (2016) (209)
Who Gets the Carrot and Who Gets the Stick? Evidence of Gender Disparities in Executive Remuneration (2008) (182)
Sticking to our guns : social identity as a basis for the maintenance of commitment to faltering organizational projects (2006) (150)
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) (2012) (146)
Who Cares? The Effect of Gender and Context on the Self and Moral Reasoning1 (2004) (143)
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 (2009) (141)
Reactions to the glass cliff - Gender differences in the explanations for the precariousness of women's leadership positions (2007) (136)
Politics and the Glass Cliff: Evidence that Women are Preferentially Selected to Contest Hard-to-Win Seats (2010) (136)
The Role of Personality and Group Factors in Explaining Prejudice (2001) (130)
Social Identity and the Romance of Leadership: The Importance of being Seen to be ‘Doing it for Us’ (2001) (129)
Beyond the Glass Ceiling: The Glass Cliff and Its Lessons for Organizational Policy (2014) (117)
‘Just because you can get a wheelchair in the building doesn't necessarily mean that you can still participate’: barriers to the career advancement of disabled professionals (2008) (97)
Where is the romance for women leaders? The effects of gender on leadership attributions and performance-based pay (2007) (74)
In some professions, women have become well represented, yet gender bias persists—Perpetuated by those who think it is not happening (2020) (72)
Does personality explain in-group identification and discrimination? Evidence from the minimal group paradigm. (2007) (71)
Glass Cliffs are not so Easily Scaled: On the Precariousness of Female CEOs' Positions (2009) (70)
Think crisis–think female: Further evidence (2012) (67)
Gender inequalities during COVID-19 (2021) (67)
Legal Work and the Glass Cliff: Evidence that Women are Preferentially Selected to Lead Problematic Cases (2007) (65)
We Value What Values Us: The Appeal of Identity‐Affirming Science (2006) (64)
The Effects of Gender Trouble: An Integrative Theoretical Framework of the Perpetuation and Disruption of the Gender/Sex Binary (2020) (57)
“We for She”: Mobilising men and women to act in solidarity for gender equality (2018) (53)
Signaling change during a crisis: Refining conditions for the glass cliff (2015) (51)
Leader performance and prototypicality: Their inter-relationship and impact on leaders' identity entrepreneurship (2013) (50)
The SAGE Handbook of Gender and Psychology (2013) (50)
To belong or not to belong: Evidence that women’s occupational disidentification is promoted by lack of fit with masculine occupational prototypes. (2012) (49)
Getting Together to Get Ahead: The Impact of Social Structure on Women's Networking (2009) (47)
Gender Trouble in Social Psychology: How Can Butler’s Work Inform Experimental Social Psychologists’ Conceptualization of Gender? (2018) (46)
Gender Differences in Ways of Knowing: The Context Dependence of the Attitudes Toward Thinking and Learning Survey (2003) (44)
The glass‐cliff: women's career paths in the UK private IT sector (2006) (42)
The Power of Pictures: Vertical Picture Angles in Power Pictures (2011) (42)
Working With Subgroup Identities to Build Organizational Identification and Support for Organizational Strategy (2013) (40)
Why Women Are Blamed for Being Sexually Harassed: The Effects of Empathy for Female Victims and Male Perpetrators (2020) (37)
Investigating preschoolers' categorical thinking about gender through imitation, attention, and the use of self-categories. (2008) (37)
Marines, medics, and machismo: lack of fit with masculine occupational stereotypes discourages men's participation. (2015) (34)
Opting out or Pushed off the Edge? The Glass Cliff and the Precariousness of Women's Leadership Positions (2007) (33)
Introduction: Is the glass ceiling still relevant in the 21st century? (2009) (33)
Rotten Apple or Rotten Barrel? Social Identity and Children's Responses to Bullying. (2008) (32)
Influence in Times of Crisis (2012) (32)
Social resources at a time of crisis: How gender stereotypes inform gendered leader evaluations (2013) (32)
Non‐instrumental voice and extra‐role behaviour (2006) (31)
Negotiating identity: a qualitative analysis of stigma and support seeking for individuals with cerebral palsy (2015) (31)
Ceilings, cliffs, and labyrinths: exploring metaphors for workplace gender discrimination (2013) (30)
Contextualizing the Impostor “Syndrome” (2020) (29)
The Political Glass Cliff (2014) (28)
The who, when, and why of the glass cliff phenomenon: A meta-analysis of appointments to precarious leadership positions. (2020) (28)
How feedback about leadership potential impacts ambition, organizational commitment, and performance (2018) (27)
Quotas and affirmative action: Understanding group-based outcomes and attitudes (2018) (26)
What lies beyond the glass ceiling?: The glass cliff and the potential precariousness of women's leadership positions (2006) (26)
Who is watching over you? The role of shared identity in perceptions of surveillance (2009) (24)
Work-family guilt as a straightjacket. An interview and diary study on consequences of mothers' work-family guilt (2019) (23)
Politicization of COVID-19 health-protective behaviors in the United States: Longitudinal and cross-national evidence (2021) (23)
Multiple Group Membership and Well-Being: Is There Always Strength in Numbers? (2017) (23)
Lives versus Livelihoods? Perceived economic risk has a stronger association with support for COVID-19 preventive measures than perceived health risk (2021) (22)
Defending the Sex/Gender Binary: The Role of Gender Identification and Need for Closure (2020) (22)
The workplace experiences of BAME professional women: Understanding experiences at the intersection (2020) (22)
Sex, Drugs, and Reckless Driving (2018) (21)
The stress of working on the edge: Implications of glass cliffs for both women and organizations. (2009) (21)
Psychometric Properties and Correlates of Precarious Manhood Beliefs in 62 Nations (2021) (20)
Social and relational identification as determinants of care workers’ motivation and well-being (2015) (19)
The Glass Cliff (2017) (19)
Watching over your own: How surveillance moderates the impact of shared identity on perceptions of leaders and follower behaviour (2010) (18)
Responding to group-based discrimination (2011) (15)
Intentions to be Vaccinated Against COVID-19: The Role of Prosociality and Conspiracy Beliefs across 20 Countries. (2022) (15)
The hidden costs of surveillance for performance and helping behaviour (2013) (14)
Concern with COVID-19 pandemic threat and attitudes towards immigrants: The mediating effect of the desire for tightness (2021) (13)
Machismo in surgery is harming the specialty (2014) (13)
Experimentally manipulated high in-group status can buffer personal self-esteem against discrimination (2005) (12)
Addressing gender inequality: Stumbling blocks and roads ahead (2018) (12)
Predictors of adherence to public health behaviors for fighting COVID-19 derived from longitudinal data (2022) (12)
A comprehensive measure of attitudes and behaviour: Development of the Support for Gender Equality among Men Scale (2020) (11)
Think Manager–Think Parent? Investigating the fatherhood advantage and the motherhood penalty using the Think Manager–Think Male paradigm (2020) (10)
Reflecting on the use of Google Docs for online interviews: Innovation in qualitative data collection (2021) (10)
Where is the Romance for Women in Leadership ? Gender Effects on the Romance of Leadership and Performance-Based Pay (2005) (9)
The gender wars: A self-categorisation theory perspective on the development of gender identity (2004) (9)
The (in)compatibility of identities: Understanding gender differences in work-life conflict through the fit with leaders. (2020) (9)
To advance equality for women, use the evidence (2022) (8)
Women's occupational motivation: the impact of being a woman in a man's world (2013) (8)
Gender discrimination in the veterinary profession: A brief report of the BVA Employers’ Study 2018 (2018) (8)
To lead, ASPIRe: Building organic organizational identity (2014) (7)
Attitudes to Sexism and Gender Equity at a Danish University (2019) (7)
In traditionally male‐dominated fields, women are less willing to make sacrifices for their career because discrimination and lower fit with people up the ladder make sacrifices less worthwhile (2021) (7)
Social identity as the basis of group entitativity: Elaborating the case for the Science of Social Groups Per Se (2004) (7)
‘We are all in the same boat’: How societal discontent affects intention to help during the COVID‐19 pandemic (2021) (5)
Being treated fairly in groups is important, but not sufficient: The role of distinctive treatment in groups, and its implications for mental health (2021) (4)
The Precariousness of the Glass Cliff: How Gender Stereotypes Affect Leader Evaluations (2012) (4)
The Role Models who Sustain Medical Women's Career Engagement Who Do They Need to Be, and What Do They Need to Do? (2014) (4)
The Glass Cliff: Examining why women occupy leadership positions in precarious circumstances (2014) (4)
The stress of working on the edge: examining the implications of glass cliffs for both women and organizations (2009) (4)
Overestimating women’s representation in medicine: a survey of medical professionals’ estimates and their(un)willingness to support gender equality initiatives (2022) (3)
Gendered Self-Views Across 62 Countries: A Test of Competing Models (2022) (3)
The psychology and economics of women in leadership. Report commissioned by the European Parliament’s Committee of Women’s Rights and Gender Equality (2013) (3)
Correction: Politicization of COVID-19 health-protective behaviors in the United States: Longitudinal and cross-national evidence (2022) (3)
Intersectional Invisibility in Women’s Diversity Interventions (2022) (3)
A leadership looking glass: How reflected appraisals of leadership shape individuals’ own perceived prototypicality and group identification (2022) (3)
Attitudes to Sexism and the #MeToo Movement at a Danish University (2021) (2)
The Relevance of the Glass Ceiling for Women Today (2010) (2)
Gender bias alive and kicking (2019) (2)
The deficit bias: Candidate gender differences in the relative importance of facial stereotypic qualities to leadership hiring (2021) (2)
Recognizing the diversity in how students define belonging: evidence of differing conceptualizations, including as a function of students’ gender and socioeconomic background (2023) (2)
Gender Differences in How Leaders Determine Succession Potential: The Role of Interpersonal Fit With Followers (2019) (2)
1 INTRODUCTION : IS THE GLASS CEILING STILL RELEVANT IN THE 21 ST CENTURY ? (2009) (2)
The Glass Cliff: Understanding the Precariousness of Women’s Leadership Position and the Underlying Mechanisms (2015) (2)
Motivating and developing leaders in Higher Education. Report commissioned by the Leadership Foundation for Higher Education (2015) (2)
Challenging gender inequality int he workplace: Men's and women's pathways to collective action (2009) (2)
Think Leader-Think (Immoral, Power-Hungry) Man: An Expanded Framework for Understanding Stereotype Content and Leader Gender Bias (2021) (2)
The Relevance of the Glass Ceiling for Women Today (2010) (2)
When is it ok to watch over your own? Power, surveillance and social identity (2008) (1)
Gender in a Social Psychology Context (2018) (1)
Genius begins at home: Shared social identity enhances the recognition of creative performance (2017) (1)
My shelfie... Michelle K. Ryan (2017) (1)
Editorial: Understanding Barriers to Workplace Equality: A Focus on the Target's Perspective (2020) (1)
The Gendered Consequences of Risk-Taking at Work: Are Women Averse to Risk or to Poor Consequences? (2022) (1)
Understanding Gender: Methods, Content, andControversies (2013) (1)
Support (and rejection) of meritocracy as a self‐enhancement identity strategy: A qualitative study of university students’ perceptions about meritocracy in higher education (2022) (1)
Leadership and work-life balance: Leadership and work-life balance Higher Education Leadership and Management Survey(HELMs). Report commissioned by the Leadership Foundation for Higher Education (2015) (1)
Identity Leadership Inventory (2018) (1)
Addressing workplace gender inequality: Using the evidence to avoid common pitfalls (2022) (1)
A gendered self or a gendered context? a social identity approach to gender differences (2003) (1)
What Does it Mean to be a Woman? How the Content of Gender Identity May Facilitate Women’s Coping with Sexual Harassment (2022) (1)
Testing the motivational effects of attainable role models: Field and experimental evidence (2021) (1)
Exploring Resources, Life-Balance and Well-Being of Women Who Work in a Global Context (2015) (0)
The Subtlety of Gender Stereotypes in the Workplace (2021) (0)
The role of individual differences and ingroup identification in discrimination between minimal groups (2002) (0)
Gender, Accountability, and Government Funded Non Governmental Organizations in Taiwan (2008) (0)
“Fitting in whilst standing out”: Identity flexing strategies of professional British women of African, Asian, and Caribbean ethnicities (2023) (0)
Another SIDE of self-concept research (2001) (0)
Work life balance and career exit intentions among Royal Navy personnel. Report commissioned by the Royal Navy (2011) (0)
Gender expectations, socioeconomic inequalities and definitions of career success: A qualitative study with university students (2023) (0)
Understanding barriers to workplace equality through a focus on the target’s perspective: introduction to the special issue (2020) (0)
Are female leaders constantly tapped for crises (2013) (0)
Looking for leadership in higher education (2015) (0)
The Oxford Handbook of Gender in Organizations (2014) (0)
Support for Gender Equality among Men Scale (2020) (0)
Reaching the top but not feeling on top of the world: Examining women’s internalized power threats (2022) (0)
Diversity Management Executive (2013) (0)
Examining Gendered Experiences Beyond the Glass Ceiling: The Precariousness of the Glass Cliff and the Absence of Rewards (2008) (0)
SIDEs of self-concept change (2002) (0)
Understanding the Precariousness of the Glass Cliff : An Examination of Social Resources and Global Context (2016) (0)
Social identity, surveillance, and organisational citizenship behaviours (2009) (0)
Understanding the precariousness of the glass cliff : An examination of social and financial resources (2015) (0)
Differential Perceptions and Treatment of Men and Women in the Workplace: The Case of Veterinary Surgeons (2018) (0)

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Other Resources About Michelle K. Ryan

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What Schools Are Affiliated With Michelle K. Ryan?

Michelle K. Ryan is affiliated with the following schools: