The gender stereotype of female top management team (TMT) member replacement following poor performance remains under-researched, especially in the hospitality and tourism industry. From the lens of the behavioral theory of the firm, this study uses the method of cluster-adjusted fixed-effects regression to investigate the impact of perceptive poor performance on female TMT member replacement. The results show that the perceptive poor performance can increase female TMT member replacement, which implies a think crisis-think male stereotype rather than a think crisis-think female stereotype. A positive moderating effect of TMT education level, and negative moderating effects of government ownership and slack were identified. These findings could contribute to the gender stereotype literature and shed light on offering implications for decision-makers of hospitality and tourism firms and policymakers.

绩效不佳后女性高层管理团队 (TMT) 成员更换的性别刻板印象仍未得到充分研究，尤其是在酒店和旅游业。从企业行为理论的角度，本研究采用聚类调整的固定效应回归方法来研究感知不良绩效对女性 TMT 成员替代的影响。结果表明，感知力差的表现可以增加女性TMT成员的替代，这意味着思考危机-思考男性的刻板印象，而不是思考危机-思考女性的刻板印象。确定了 TMT 教育水平的正调节作用，以及政府所有权和松弛的负调节作用。