Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO?
基于财富500强公司15年CEO更替数据，发现女性和有色人种更可能在业绩差的公司被提拔为CEO，但业绩下滑时他们更可能被白人男性取代，即“救世主效应”。
Using a dataset of all CEO transitions in Fortune 500 companies over a 15‐year period, we analyze mechanisms that shape the promotion probabilities and leadership tenure of women and racial/ethnic minority CEOs . Consistent with the theory of the glass cliff, we find that occupational minorities—defined as white women and men and women of color—are more likely than white men to be promoted CEO of weakly performing firms. Though we find no significant differences in tenure length between occupational minorities and white men, we find that when firm performance declines during the tenure of occupational minority CEOs , these leaders are likely to be replaced by white men. We term this phenomenon the “savior effect .” © 2013 John Wiley & Sons, Ltd.