Clara Kulich
My research lies in the domain of intergroup relations. I am particularly interested in individuals with a low status group membership (e.g., women, immigrants, or ethnic minorities) who have achieved high status through professional or social upward mobility (e.g., female managers, attaining the host nationality), or people who did a downward mobility (e.g. through unemployment, or lower status occupations following migration). I study the conditions in which minority groups achieve high status (glass cliff phenomenon, managerial gender pay gap, backlash effect), the impact of sexist behavior on women's leadership aspirations, and the identity and attitudinal antecedents and consequences of social mobility (queen bee phenomenon).
I use a triangulation of quantitative research methods including archival studies, questionnaire based (quasi-)experimental and correlational studies.
Primary Interests:
- Culture and Ethnicity
- Gender Psychology
- Intergroup Relations
- Political Psychology
- Prejudice and Stereotyping
- Self and Identity
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Think Crisis--Think Female--But Why?
Journal Articles:
- Aelenei, C., Assilaméhou-Kunz, Y., Iacoviello, V., & Kulich, C. (2020). The political glass cliff: When left-wing orientation leads to minority candidate choices for hard-to-win seats. European Review of Applied Psychology, 70(3), 100514. https://doi.org/10.1016/j.erap.2019.100514
- Bosak, J., Kulich, C., Rudman, L. & Kinahan, M. (2018). Be an advocate for others, unless you are a man: Backlash against gender-atypical male job candidates. Psychology of Men & Masculinity, 19(1), 156-165. doi:10.1037/men0000085
- Chipeaux, M., Kulich, C., Iacoviello, V., & Lorenzi-Cioldi, F. (2017). “I want, therefore I am” - Anticipated upward mobility reduces ingroup concern. Frontiers in Psychology. doi:10.3389/fpsyg.2017.01451
- Haslam, S. A., Ryan, M. K., Kulich, C., Trojanowski, G., & Atkins, C. (2010). Investing with prejudice: Evidence that the appointment of women to company boards is associated with lower stock-market value but not lower accountancy-based performance. British Journal of Management, 21, 484-497.
- Kulich, C., De Lemus, S., Kosakowska- Berezecka, N., & Lorenzi-Cioldi, F. (2017). Editorial for Research Topic: Multiple identities management: effects on (of) identification, attitudes, behaviour and well-being. Frontiers in Psychology. doi:10.3389/fpsyg.2017.02258
- Kulich, C., De Lemus, S., & Montañés Muro, P. (2020). The impact of sexism on leadership in female-male climbing dyads. Social Psychological Bulletin, 15(1) 2569-653X. https://doi.org/10.32872/spb.2667
- Kulich, C., Iacoviello, V., & Lorenzi-Cioldi, F. (2018). Solving the crisis: When agency is the preferred leadership for implementing change. The Leadership Quarterly, 29, 295-308. doi:10.1016/j.leaqua.2017.05.003
- Kulich, C., Lorenzi-Cioldi, F., & Iacoviello, V. (2015). Moving across status lines: Lack of concern for the ingroup and group identification. Journal of Social Issues, 71(3), 453-475. doi: 10.1111/josi.1212
- Kulich, C., Lorenzi-Cioldi, F., Iacoviello, V., Faniko, K., & Ryan, M. K. (2015). Signaling change during a crisis: Refining conditions for the glass cliff. Journal of Experimental Social Psychology, 61, 96-103. doi:10.1016/j.jesp.2015.07.002
- Kulich, C., Ryan, M. K., & Haslam, S. A. (2014).The political glass cliff: Understanding how seat selection contributes to the under-performance of ethnic minority candidates. Political Research Quarterly, 67(1), 84-95. Doi: 10.1177/1065912913495740
- Kulich, C., Ryan, M. K., & Haslam, S. A. (2007). Where is the romance for women leaders? The effects of gender on leadership attributions and performance-based pay. Applied Psychology: An International Review, 56, 582-601. doi:10.1111/j.1464-0597.2007.00305.x
- Kulich, C., Trojanowski, G., Ryan, M. K., Haslam, S. A., & Renneboog, L. D. R. (2011). Who gets the carrot and who gets the stick? Evidence of gender disparities in executive remuneration. Strategic Management Journal, 32, 301-321. doi:10.1002/smj.878
- Maybe, C., Kulich, C., & Lorenzi-Cioldi (2012). Knowledge leadership in global scientific research: Does gender and nationality matter? International Journal of Human Resources Management, 23(12), 2450-2467. doi:10.1080/09585192.2012.668386
- Paustian-Underdahl, S.C., King, E., Rogelberg, S., Kulich, C., & Gentry, W. (2017) Perceptions of supervisor support: Resolving paradoxical patterns across race and gender. Journal of Occupational and Organizational Psychology, 90, 436-457. doi: 10.1111/joop.12179
- Ryan, M. K., Haslam, S. A., Hersby, M. D., Kulich, C., & Atkins, C. (2007). Opting out or pushed off the edge? The glass cliff and the precariousness of women’s leadership positions. Social and Personality Psychology Compass, 1, 266-269.
- Ryan, M. K., Haslam, S. A., & Kulich, C. (2010). Politics and the glass cliff: Evidence that women are preferentially selected to contest hard-to-win seats. Psychology of Women Quarterly, 34, 56-64. doi:10.1111/j.1471-6402.2009.01541.x
Other Publications:
- Kulich, C., Anisman-Razin, M., & Saguy, T. (2015). The gender pay gap: Particularities and challenges in the management context (chapter 13, pp.129-153). In: I. M. Welpe, P. Brosi, L. Ritzenhöfer, & T. Schwarzmüller (Eds.). Auswahl und Beurteilung von Frauen und Männern als Führungskräfte in der Wirtschaft – Herausforderungen, Chancen und Lösungen [Selection and assessment of women and men as business leaders – Challenges, opportunities, and solutions]. Wiesbaden, Germany: Springer.
- Kulich, C., Iacoviello, V., & Lorenzi-Cioldi, F. (2015). Refining the conditions and causes of the glass cliff: Hostility, signalling change, or solving the crisis? (Chapter 7) In: K. Faniko, F. Lorenzi-Cioldi, O. Sarrasin, & E. Mayor (Eds.). Gender and social hierarchies: Perspectives from social psychology. London: Routledge.
- Kulich, C. & Ryan, M.K. (2017). Glass Cliff. In: R. Aldag (Ed.) Oxford research encyclopaedia of business and management. Oxford University Press.
- Lorenzi-Cioldi, F., & Kulich, C., (2015). Sexism. In: J. D. Wright (Ed.). International encyclopedia of the social & behavioral sciences (2nd edition, Volume 21, pp. 693-699). Oxford: Elsevier. doi:10.1016/B978-0-08-097086-8.24089-0
- Ryan, M. K., Haslam, S. A., Hersby, M. D., Kulich, C., & Wilson-Kovacs, D. M. (2009). The stress of working on the edge: Examining the implications of glass cliffs for both women and organizations. In M. Barreto, M. K. Ryan, & M. Schmitt (Eds), Barriers to diversity: The glass ceiling 20 years on (pp. 153-165). London: APA Division 35 Book Series.
- Ryan, M. K., Kulich, C., Haslam, S. A., Hersby, M., & Atkins, C. (2008). Examining gendered experiences beyond the glass ceiling: The precariousness of the glass cliff and the gender pay gap. In S. Vinnicombe, R. Burke, V. Singh, D. Bilimoria & M. Huse (Eds.), Women on corporate boards of directors: Research and practice (pp. 165-183). Cheltenham, UK: Edward Elgar.
Courses Taught:
- Applied Social Psychology (Bachelor, lecture, 2014-2016)
- Communication and Persuation (master, seminar, 2014-2019)
- Identity Dynamics and Stigmatised Groups (master, lecture, 2012-2021)
- Intergroup relations and social idenity, lecture, from 2021
- Organizational psychology (Master, lecture) - Sigmund Freud University, Vienna (2018-2020)
- Research Seminar: Social psychology (master, seminar, 2010-2018, 2021-ongoing)
- Social Psychology of Gender (master, lecture, since 2014)
- Social psychology of organizations (Bachelor, lecture, since 2017)
Clara Kulich
School of Psychology and Educational Sciences
University of Geneva
Boulevard du Pont d'Arve 40
CH-1205 Geneva
Switzerland
- Phone: +41 22 379 93 12
