1
|
da Rocha Grangeiro R, Gomes Neto MB, Silva LEN, Esnard C. The triggers and consequences of the Queen Bee phenomenon: A systematic literature review and integrative framework. Scand J Psychol 2024; 65:86-97. [PMID: 37599206 DOI: 10.1111/sjop.12957] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2022] [Revised: 07/19/2023] [Accepted: 08/02/2023] [Indexed: 08/22/2023]
Abstract
Staines, Tavris and Jayaratne (1974) first introduced the Queen Bee Phenomenon (QBP). The term has been extensively employed to explain specific behaviors driven by organizational inequalities where women engaged in leadership positions actively restrain the opportunities of upper mobility for junior women. While the literature constantly addresses the causes and behaviors of this phenomenon, the current scholarship still lacks an integrated view of the QBP literature and a concise integrative framework that explores its triggers and consequences to advance research and provide evidence-based results to guide policy and managerial decisions. Thus, the purpose of this paper is to identify, analyze and synthesize the literature on the QBP. We conducted a systematic literature review engaging bibliometrics and content analysis. Our results highlight the current state of the art of the QBP literature and introduce a new integrative framework that shows the interplay between the triggers, traits and consequences of the QBP. We contribute to the field by integrating previous research in the field into a framework that synthesizes and connects the scattered literature. Our results are helpful for designing new organizational policies that reduce the impacts of the QBP in the workplace. The research agenda propose avenues for advancing our understanding of the phenomenon.
Collapse
|
2
|
Reality checks for career women: An interpretevist paradigm. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2019.42] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
AbstractThis paper reflects on the latent organisational process that leads tothe scarcity of women in senior positions. Utilising characteristics of legitimisation, institutionalisation and self-determination theories the paper observes how women manage upward mobility. Subsequently, it was important to investigate the mid-level cohorts, as there lies the critical question triggering the anomaly. Focusing on the public sector with an interest in gendered organisations, the study examines law enforcement. Conversely, the aim of this paper is to focus on why there is a continued dearth in the number of policewomen at top level positions in USA and Australia. A qualitative study with a phenomenological approach is applied. Semi-structured interviews are conducted with 40 policewomen in mid-management positions in American and Australian law enforcement. It further aims to explore the linkages of the ongoing paucity of gendered leadership in organisations, questioning how these will influence women's ability to advance to higher-level positions.
Collapse
|
3
|
da Rocha Grangeiro R, Bastos Gomes Neto M, Esnard C. Women in leadership positions in universities: are they really queen bees? MANAGEMENT RESEARCH REVIEW 2022. [DOI: 10.1108/mrr-03-2021-0239] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to assess the adherence to the traits of the queen bee phenomenon (QBP) for women who hold leadership positions in Brazilian higher education institutions (HEIs) and to compare their responses with those of women without leadership positions and of men on the same dimensions.
Design/methodology/approach
A total of 703 academics from 88 HEIs participated in this study. The data were analyzed using a statistical package to calculate descriptive and inferential statistics. For these, 2 × 2 analysis of variance tests were performed to compare leader women vs nonleader women and leader women vs leader men.
Findings
The results indicate that leader women do not fit to all dimensions of the QBP. They report high averages to commitment, agency traits and personal sacrifices to career (Male self-description) and to meritocratic discourse. However, leader women assess their junior counterparts with higher averages to commitment and agency traits than women without leadership positions and leader men assess their junior counterparts. Women in leadership positions report superior identification with same gender colleagues and declare to be more supportive with affirmative policies for women's professional development than nonleader women and leader men.
Practical implications
This study reinforces that same gender conflict in the work environment is not a female characteristic and also promotes reflections on the influence of organizational culture, men hostility toward quotas and gender stereotypes for female progression in the academic context.
Originality/value
This study provides an empirical analysis of the QBP to academic women in Brazilian HEIs and compares its dimensions to nonleader women and leader men. The analysis of a sexist culture enabled original results, as nondistancing of the self-group, even if leader women presented some QB traits.
Collapse
|
4
|
Faniko K, Ellemers N, Derks B. Lack of ambition or lack of support? Diverging career experiences of men and women explain the persistence of gender bias. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2022. [DOI: 10.1111/jasp.12883] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
|
5
|
Rajbhandari J, Rana K. Cyberbullying on Social Media: an Analysis of Teachers' Unheard Voices and Coping Strategies in Nepal. INTERNATIONAL JOURNAL OF BULLYING PREVENTION : AN OFFICIAL PUBLICATION OF THE INTERNATIONAL BULLYING PREVENTION ASSOCIATION 2022; 5:1-13. [PMID: 35474760 PMCID: PMC9027022 DOI: 10.1007/s42380-022-00121-1] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 04/14/2022] [Indexed: 06/14/2023]
Abstract
Teachers can be potential victims of cyberbullying, particularly targeted by their students at their workplaces. The growing use of social media has been observed promoting cyberbullying in addition to face-to-face bullying. Often neglected by academic organisations and policymakers, cyberbullying has become one of the biggest challenges for teachers to manage normal teaching and learning. This article reports an examination of teachers' experiences of how they were cyberbullied by students particularly on social media and their coping mechanisms. This qualitative study utilised online semi-structured interviews with twenty teachers and observation of their Facebook account to explore their familiarities with the digital era agitations. Findings indicate how teachers on social media become victims of trivial belittling, unethical requests, uninvited sexual advances made by students and colleagues, insolence, sabotaging of shared contents and trolling of manipulative contents. While this article explored individual coping strategies of sharing, ignoring and enhancing self-efficacy to handle technology strongly and confidently, it concludes with the implications of collaborative coordination necessary for the development of strong policies and strict cyber laws for ensuring teachers' cybersecurity in similar contexts.
Collapse
Affiliation(s)
- Jyotshna Rajbhandari
- Faculty of Social Sciences and Education, Nepal Open University & St. Lawrence College, Kathmandu, Nepal
| | - Karna Rana
- Faculty of Social Sciences and Education, Nepal Open University, Lalitpur, Nepal
| |
Collapse
|
6
|
Lee J, Wessel JL. Is Feminist Identity Beneficial for Women’s Career Aspirations? Examining Feminist Identity Profiles. PSYCHOLOGY OF WOMEN QUARTERLY 2022. [DOI: 10.1177/03616843211055445] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Using latent profile analysis, we examined whether different feminist identity profiles are differentially related to career-related cognitions among women. We identified profiles of feminist identity based on feminist attitudes, feminist self-identification, and participation in feminist activism. In addition, we examined whether the profiles are differentially related to women’s career aspirations, anticipated family-interference-with-work, and willingness to compromise career for family. In Study 1, three profiles of feminist identity (Non-labeler, Passive feminist, and Active feminist) emerged from responses of 282 female undergraduate and graduate students ( Mage = 20.47). In Study 2, three profiles of feminist identity (Non-feminist, Non-labeler, and Active feminist) emerged from responses of 490 adults recruited from Mechanical Turk ( Mage = 38.62). Results showed that the profiles characterized by stronger feminist self-identification were more positively related to women’s career-related cognitions than the profiles characterized by weaker feminist self-identification. Moreover, the profiles characterized by stronger participation in feminist activism were more positively associated with career-related cognitions. These findings suggest a potential benefit of feminist identity and participation in feminist activism for women’s career aspirations.
Collapse
Affiliation(s)
- Jaeeun Lee
- Department of Psychology, University of Maryland, College Park, MD, USA
| | | |
Collapse
|
7
|
Vasconcelos AF. Examining the gendered organizations: evidence of institutional discrimination. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2021. [DOI: 10.1108/ijoa-06-2021-2811] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study is to examine how a group of special companies, i.e. highly acknowledged and awarded ones operating in Brazil handle the gender issue.
Design/methodology/approach
This investigation relies on historical analysis by addressing essentially a surface-level indicator (i.e. gender preferences). Rather, this study is grounded on data from the companies that were awarded as one of the best organizations to work for in Brazil by Época-Great Place to Work® Institute and Guia Você S/A lists (between 2012 and 2016). As a result, four organizations were selected, that is, the most representative examples of gender doing.
Findings
Overall, it found that the glass ceiling is apparently breaking down within at least some germane Brazilian organizations. However, data suggest that other sorts of institutional discrimination may be taking place, i.e. the one in which a feminist mindset may be permeating an organization or even a whole business sector. Under such a scenario, male workers will likely have only a few opportunities.
Research limitations/implications
The sample size of this study does not permit that the results be generalized. In addition, data were elicited from only a specific cohort of companies.
Practical implications
It was found no substantial evidence that these organizations are making strides toward at least mitigating the effects of their gender unbalance, although gender equality and, broadly speaking, diversity does not constitute a new management topic anymore.
Originality/value
Unlike other investigations, it encompasses a larger sample of companies, draws exclusively upon gender-based organizations and is grounded on multiple sources of information. Additionally, data revealed that gendered organizations may encompass different levels of salience.
Collapse
|
8
|
Cruz-Castro L, Sanz-Menendez L. What should be rewarded? Gender and evaluation criteria for tenure and promotion. J Informetr 2021. [DOI: 10.1016/j.joi.2021.101196] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
|
9
|
Meeussen L, Begeny CT, Peters K, Ryan MK. 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. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2021. [DOI: 10.1111/jasp.12750] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Loes Meeussen
- Center for Social and Cultural Psychology University of Leuven Leuven Belgium
- Research Foundation Flanders (FWO) Brussels Belgium
| | - Christopher T. Begeny
- Department of Social, Environmental, and Organisational Psychology University of Exeter Exeter UK
| | - Kim Peters
- Department of Social, Environmental, and Organisational Psychology University of Exeter Exeter UK
| | - Michelle K. Ryan
- Department of Social, Environmental, and Organisational Psychology University of Exeter Exeter UK
- Human Resource Management & Organisational Behaviour University of Groningen Groningen The Netherlands
| |
Collapse
|
10
|
Scheifele C, Ehrke F, Viladot MA, Van Laar C, Steffens MC. Testing the basic socio‐structural assumptions of social identity theory in the gender context: Evidence from correlational studies on women's leadership. EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2021. [DOI: 10.1002/ejsp.2746] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Affiliation(s)
- Carolin Scheifele
- Center for Social and Cultural Psychology University of Leuven Leuven Belgium
- Research Foundation—Flanders Brussels Belgium
- Department of Social, Environmental, and Economic Psychology University of Koblenz‐Landau Landau Germany
| | - Franziska Ehrke
- Department of Social, Environmental, and Economic Psychology University of Koblenz‐Landau Landau Germany
| | - Maria A. Viladot
- Estudis de Psicologia Universitat Oberta de Catalunya Barcelona Spain
| | - Colette Van Laar
- Center for Social and Cultural Psychology University of Leuven Leuven Belgium
| | - Melanie C. Steffens
- Department of Social, Environmental, and Economic Psychology University of Koblenz‐Landau Landau Germany
| |
Collapse
|
11
|
Scheifele C, Ehrke F, Viladot MA, Van Laar C, Steffens MC. Testing the basic socio‐structural assumptions of social identity theory in the gender context: Evidence from correlational studies on women's leadership. EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2021. [DOI: 10.1002/ejsp.2678] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
Affiliation(s)
- Carolin Scheifele
- Center for Social and Cultural Psychology University of Leuven Leuven Belgium
- Research Foundation — Flanders Brussels Belgium
- Department of Social, Environmental, and Economic Psychology University of Koblenz‐Landau Landau Germany
| | - Franziska Ehrke
- Department of Social, Environmental, and Economic Psychology University of Koblenz‐Landau Landau Germany
| | | | - Colette Van Laar
- Center for Social and Cultural Psychology University of Leuven Leuven Belgium
| | - Melanie C. Steffens
- Department of Social, Environmental, and Economic Psychology University of Koblenz‐Landau Landau Germany
| |
Collapse
|
12
|
Amstutz N, Nussbaumer M, Vöhringer H. Disciplined discourses: The logic of appropriateness in discourses on organizational gender equality policies. GENDER WORK AND ORGANIZATION 2021. [DOI: 10.1111/gwao.12541] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Nathalie Amstutz
- School of Business University of Applied Sciences and Arts Northwestern Switzerland Olten Switzerland
| | - Melanie Nussbaumer
- School of Business University of Applied Sciences and Arts Northwestern Switzerland Olten Switzerland
| | - Hanna Vöhringer
- School of Business University of Applied Sciences and Arts Northwestern Switzerland Olten Switzerland
| |
Collapse
|
13
|
Hentschel T, Braun S, Peus C, Frey D. Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness. HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1002/hrm.22043] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Affiliation(s)
- Tanja Hentschel
- Amsterdam Business School University of Amsterdam Amsterdam Netherlands
| | - Susanne Braun
- Durham University Business School Durham University Durham UK
| | - Claudia Peus
- TUM School of Management Technical University of Munich Munich Germany
| | - Dieter Frey
- Ludwig Maximilian University Munich Munich Germany
| |
Collapse
|
14
|
Ali M, Grabarski MK, Konrad AM. Trickle‐down
and
bottom‐up
effects of women's representation in the context of industry gender composition: A panel data investigation. HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1002/hrm.22042] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
Affiliation(s)
- Muhammad Ali
- Queensland University of Technology, QUT Business School Brisbane Queensland Australia
| | - Mirit K. Grabarski
- University of Western Ontario, Ivey Business School London Ontario Canada
| | - Alison M. Konrad
- University of Western Ontario, Ivey Business School London Ontario Canada
| |
Collapse
|
15
|
Faniko K, Ellemers N, Derks B. The Queen Bee phenomenon in Academia 15 years after: Does it still exist, and if so, why? BRITISH JOURNAL OF SOCIAL PSYCHOLOGY 2020; 60:383-399. [PMID: 32696985 PMCID: PMC8246980 DOI: 10.1111/bjso.12408] [Citation(s) in RCA: 26] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/19/2020] [Revised: 06/05/2020] [Indexed: 11/28/2022]
Abstract
Fifteen years ago, the British Journal of Social Psychology published a set of studies on male and female academics, documenting that female faculty members were more likely than male faculty members to express stereotyped views of women at the beginning of their academic careers (PhD candidates; Ellemers et al., 2004, Br. J. Soc. Psychol., 43, 3). At the same time, the self‐descriptions of female faculty members were just as masculine as those of their male colleagues. Ellemers and colleagues (2004, Br. J. Soc. Psychol., 43, 3) referred to this combination of results as indicating the existence of a ‘Queen Bee (QB) phenomenon’ in academia. The present contribution investigates whether the QB phenomenon is also found among current generations of academics, investigating this in two recent samples of academic professionals (N = 462; N = 339). Our findings demonstrate that the phenomenon first documented in 2004 still exists: Advanced career female academics are more likely than their male counterparts to underestimate the career commitment of women at the beginning of their academic careers. At the same time, both male and female academics at advanced career stages describe themselves in more masculine terms than those at early career stages. We argue this indicates a response pattern in which successful women emulate the masculinity of the work environment. To indicate this, the term ‘self‐group distancing’ might be more appropriate than ‘Queen Bee effect’.
Collapse
|
16
|
Stojmenovska D. Management gender composition and the gender pay gap: Evidence from British panel data. GENDER WORK AND ORGANIZATION 2019. [DOI: 10.1111/gwao.12264] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Dragana Stojmenovska
- Department of SociologyUniversity of Amsterdam Nieuwe Achtergracht 166 1018 WV Amsterdam the Netherlands
| |
Collapse
|
17
|
Hideg I, Shen W. Why Still so Few? A Theoretical Model of the Role of Benevolent Sexism and Career Support in the Continued Underrepresentation of Women in Leadership Positions. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2019. [DOI: 10.1177/1548051819849006] [Citation(s) in RCA: 16] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
We advance our understanding of women’s continued underrepresentation in leadership positions by highlighting the subtle, but damaging, role benevolent sexism, a covert and socially accepted form of sexism, plays in this process. Drawing on and integrating previously disparate literatures on benevolent sexism and social support, we develop a new theoretical model in which benevolent sexism of both women and those in their social networks (i.e., managers and intimate partners) affect women’s acquisition of career social support for advancement at two levels, interpersonal and intrapersonal, and across multiple domains, work and family. At the interpersonal level, we suggest that managers’ and intimate partners’ benevolent sexism may undermine their provision of the needed career support to advance in leadership positions for women. At the intrapersonal level, we suggest that women’s personal endorsement of benevolent sexism may undermine their ability to recognize and willingness to seek out career support from their family members (i.e., intimate partners) and managers for advancement to leadership positions. Implications for theory and future research are discussed.
Collapse
Affiliation(s)
- Ivona Hideg
- Wilfrid Laurier University, Waterloo, Ontario, Canada
| | - Winny Shen
- University of Waterloo, Waterloo, Ontario, Canada
| |
Collapse
|
18
|
Steffens MC, Viladot MA, Scheifele C. Male Majority, Female Majority, or Gender Diversity in Organizations: How Do Proportions Affect Gender Stereotyping and Women Leaders' Well-Being? Front Psychol 2019; 10:1037. [PMID: 31143147 PMCID: PMC6521703 DOI: 10.3389/fpsyg.2019.01037] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/02/2019] [Accepted: 04/23/2019] [Indexed: 12/04/2022] Open
Abstract
Whereas popular wisdom often centers on character differences between women and men when explaining work-related behavior, Kanter (1977) predicted that the proportion of women and men present in organizations is the crucial factor: With unequal proportions, women (similar to other minority persons) are singled out as "tokens" and gender becomes salient, which has been theorized to have a range of negative consequences. In contrast, if proportions of women and men are similar (i.e., in the presence of gender diversity), gender is not salient, and the work environment becomes much more positive for women. These considerations imply that not only a male majority, but also a female majority at work has negative consequences, because gender becomes salient in both cases. However, empirical research on work environments with female majorities at the top of organizations is scarce. The present study tested the perception of a range of negative consequences, including work-related well-being, among women in leadership positions in Spain who reported a male majority, a female majority, or similar proportions of both genders at the top level of their organization. The online convenience sample consisted of a total of N = 649 women leaders. In addition to work-related well-being, we measured perceived work-family conflict and perceived feelings of guilt associated with work-family conflict, traditional gender stereotypes regarding warmth and competence, women-leadership stereotypes, negative work-related stereotypes of mothers, gender harassment, and stigma consciousness. Almost all of our findings support Kanter's theorizing that equal proportions of both genders go along with more positive perceptions as compared to a male majority. However, a female majority went along with as negative perceptions as a male majority regarding several of the outcome variables, but was associated with the most positive perceptions for other outcomes. We discuss implications and possible reasons for the latter mixed findings.
Collapse
Affiliation(s)
- Melanie C. Steffens
- Department of Social, Environmental, and Economic Psychology, Faculty of Psychology, University of Koblenz and Landau, Landau, Germany
| | | | - Carolin Scheifele
- Department of Social, Environmental, and Economic Psychology, Faculty of Psychology, University of Koblenz and Landau, Landau, Germany
| |
Collapse
|
19
|
Rink F, Stoker JI, Ryan MK, Steffens NK, Nederveen Pieterse A. Gender Differences in How Leaders Determine Succession Potential: The Role of Interpersonal Fit With Followers. Front Psychol 2019; 10:752. [PMID: 31130886 PMCID: PMC6509144 DOI: 10.3389/fpsyg.2019.00752] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/13/2018] [Accepted: 03/18/2019] [Indexed: 11/13/2022] Open
Abstract
This paper examined the existence of gender differences in the degree to which leaders' perceptions of successor potential is influenced by interpersonal fit. In Study 1 (N = 97 leaders, N = 280 followers), multi-source field data revealed that for male leaders, ratings of followers' potential as successors were positively related to interpersonal fit, measured by the degree to which followers' saw their leadership as being close and interpersonal (i.e., being coaching, transformational, and leading by example). For female leaders, these relationships were absent, suggesting that they are less influenced by interpersonal fit. In Study 2 (N = 311 leaders), a scenario study provided causal evidence that male leaders rated potential successors more positively when they perceived greater interpersonal fit with followers, whereas female leaders' successor ratings were not informed by perceptions of fit. We discuss the theoretical and practical implications for gendered leadership successor perceptions in organizations.
Collapse
Affiliation(s)
- Floor Rink
- Faculty of Economics and Business, University of Groningen, Groningen, Netherlands
| | - Janka I. Stoker
- Faculty of Economics and Business, University of Groningen, Groningen, Netherlands
| | - Michelle K. Ryan
- Faculty of Economics and Business, University of Groningen, Groningen, Netherlands
- Psychology, College of Life and Environmental Sciences, University of Exeter, Exeter, United Kingdom
| | - Niklas K. Steffens
- School of Psychology, The University of Queensland, Brisbane, QLD, Australia
| | | |
Collapse
|
20
|
Wicker P, Cunningham GB, Fields D. Head Coach Changes in Women’s College Soccer: An Investigation of Women Coaches Through the Lenses of Gender Stereotypes and the Glass Cliff. SEX ROLES 2019. [DOI: 10.1007/s11199-019-01022-2] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
|
21
|
van Veelen R, Derks B, Endedijk MD. Double Trouble: How Being Outnumbered and Negatively Stereotyped Threatens Career Outcomes of Women in STEM. Front Psychol 2019; 10:150. [PMID: 30873058 PMCID: PMC6401605 DOI: 10.3389/fpsyg.2019.00150] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2018] [Accepted: 01/16/2019] [Indexed: 11/13/2022] Open
Abstract
Masculine work contexts form an important source of social identity threat for working women. But what aspect of masculine work contexts is most threatening to women’s gender identity at work: A numerical majority of male colleagues (i.e., numerical male dominance), working in a profession in which women are negatively stereotyped (i.e., normative male dominance), or the combination? The current study aimed to disentangle these two aspects of masculine work contexts by testing its combined impact on the experience of gender identity threat among women and men who work in the STEM sector (i.e., Science, Technology, Engineering and Mathematics). A field study was conducted among women (N = 177) and men (N = 630) graduates holding an academic degree in a STEM educational program. Respondents either worked in- or outside the STEM sector (i.e., stronger vs. weaker gender stereotype) and estimated the ratio of men to women in their direct work environment. Results from a Structural Equation Model demonstrated that women in STEM face double trouble: The combination of working almost solely with male colleagues (being outnumbered) and working in the technical sector (where women are negatively stereotyped) predicted the highest levels of experienced gender identity threat, particularly among women who highly identified with their gender group. Gender identity threat, in turn, negatively predicted women’s work engagement and career confidence. Men did not face double trouble: Their experience of gender identity threat was not related to working in a masculine STEM sector. Importantly, considering that the women in this sample already hold a degree in STEM, and have proven their competence in STEM and resilience to gender stereotypes, this research reveals how in naturalistic work settings, prevailing social identity threats continue to affect women’s professional careers.
Collapse
Affiliation(s)
- Ruth van Veelen
- Social, Health and Organizational Psychology Department, Faculty of Social Sciences, Utrecht University, Utrecht, Netherlands
| | - Belle Derks
- Social, Health and Organizational Psychology Department, Faculty of Social Sciences, Utrecht University, Utrecht, Netherlands
| | - Maaike Dorine Endedijk
- Educational Sciences Department, Faculty of Behavioural, Management and Social Sciences, University of Twente, Enschede, Netherlands
| |
Collapse
|
22
|
Kang SK, Kaplan S. Working toward gender diversity and inclusion in medicine: myths and solutions. Lancet 2019; 393:579-586. [PMID: 30739693 DOI: 10.1016/s0140-6736(18)33138-6] [Citation(s) in RCA: 102] [Impact Index Per Article: 20.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/02/2018] [Revised: 11/18/2018] [Accepted: 11/29/2018] [Indexed: 11/30/2022]
Abstract
Women's representation in science and medicine has slowly increased over the past few decades. However, this rise in numbers of women, or gender diversity, has not been matched by a rise in gender inclusion. Despite increasing representation, women still encounter bias and discrimination when compared with men in these fields across a variety of outcomes, including treatment at school and work, hiring, compensation, evaluation, and promotion. Individual and systemic biases create unwelcome environments for women, particularly for those who additionally identify with other traditionally devalued groups (eg, women of colour). This Review draws on several decades of research in the field of management and its cognate disciplines to identify five myths that continue to perpetuate gender bias and five strategies for improving not only the number of women in medicine, but also their lived experiences, capacity to aspire, and opportunity to succeed. We argue for a move away from a singular focus on interventions aimed at targeting individual attitudes and behaviour to more comprehensive interventions that address structural and systemic changes.
Collapse
Affiliation(s)
- Sonia K Kang
- Institute for Management and Innovation, University of Toronto Mississauga, Mississauga, ON, Canada; Institute for Gender and the Economy, Rotman School of Management, University of Toronto, Toronto, ON, Canada.
| | - Sarah Kaplan
- Institute for Gender and the Economy, Rotman School of Management, University of Toronto, Toronto, ON, Canada; Mack Institute for Innovation Management, Wharton School, University of Pennsylvania, Philadelphia, PA, USA
| |
Collapse
|
23
|
Delgado-Iglesias AJ, Ortiz-López M, Monteoliva-Sánchez A, Aguilar-Luzón MDC, Calvo-Salguero A. Moderating Role of the Experience of having had a Female Boss in Relationship between Neosexism and Unfavorable Attitudes toward Female Leaders. THE JOURNAL OF PSYCHOLOGY 2019; 153:436-461. [PMID: 30696361 DOI: 10.1080/00223980.2018.1564723] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022] Open
Abstract
Modern sexist beliefs are currently emerging as one of the most important barriers to achieving gender equality in managerial positions in organizations. However, little research addresses the factors that can reduce or soften the negative effects that these beliefs have on unfavorable attitudes toward female leaders. In the present study, it is analyzed whether the experience of having a female leader moderates this relationship. Additionally, we sought to verify whether this moderation is found in both genders. A sample of 307 employees from various positions in Spanish companies participated in this study. We performed regression analyses in blocks. The results indicate that this moderating role emerges only among women. Nevertheless, the findings also indicate that coming into contact with female leaders can increase these attitudes when the level of neosexism is low. The results suggest that the organizational policies that are introduced with the aim of reducing unfavorable attitudes and discriminatory behaviors toward female leaders should take into account that the assignment of women to leadership positions may favor the achievement of this aim in, at least, female employees who highly adhere to neosexist beliefs. However, this could also lead to an increase of these attitudes in female employees who present a low adherence to them.
Collapse
|
24
|
Barnes C, Lewis R, Yarker J, Whiley LA. Women directors on FTSE company boards: An exploration of the factors influencing their appointment. COGENT PSYCHOLOGY 2019. [DOI: 10.1080/23311908.2019.1691848] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022] Open
Affiliation(s)
- Claire Barnes
- Kingston Business School, Kingston University, Kingston Hill, Kingston-upon-Thames, Surrey KT2 7LB, UK
- 8 Barnsbury Park, London N1 1HH, UK
| | - Rachel Lewis
- Kingston Business School, Kingston University, Kingston Hill, Kingston-upon-Thames, Surrey KT2 7LB, UK
| | - Joanna Yarker
- Kingston Business School, Kingston University, Kingston Hill, Kingston-upon-Thames, Surrey KT2 7LB, UK
| | - Lilith A. Whiley
- Kingston Business School, Kingston University, Kingston Hill, Kingston-upon-Thames, Surrey KT2 7LB, UK
| |
Collapse
|
25
|
Faniko K, Ellemers N, Derks B, Lorenzi-Cioldi F. Nothing Changes, Really: Why Women Who Break Through the Glass Ceiling End Up Reinforcing It. PERSONALITY AND SOCIAL PSYCHOLOGY BULLETIN 2018; 43:638-651. [PMID: 28903635 PMCID: PMC5414903 DOI: 10.1177/0146167217695551] [Citation(s) in RCA: 46] [Impact Index Per Article: 7.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Two correlational studies conducted in Switzerland ( N = 222) and Albania ( N = 156) explained the opposition of female managers to gender quotas by examining the origins and consequences of the "Queen Bee (QB)-phenomenon," whereby women who have been successful in male-dominated organizations do not support the advancement of junior women. Results disconfirm previous accounts of the QB-phenomenon as indicating competitiveness among women. Instead, the tendency of women managers to consider themselves as different from other women, and their opposition to gender quotas, emerged when junior women were addressed but not when they considered their direct competitors, other women managers. Personal sacrifices women managers reported having made for career success predicted self-distancing from junior women and opposition to gender quotas targeting these women. We provide a more nuanced picture of what the QB-response is really about, explaining why women managers oppose quotas for junior women, while supporting quotas for women in the same rank.
Collapse
Affiliation(s)
- Klea Faniko
- 1 Utrecht University, The Netherlands.,2 University of Geneva, Switzerland
| | | | | | | |
Collapse
|
26
|
Acar FP, Sümer HC. Another Test of Gender Differences in Assignments to Precarious Leadership Positions: Examining the Moderating Role of Ambivalent Sexism. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2018. [DOI: 10.1111/apps.12142] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
|
27
|
Abstract
There are many differences between men and women. To some extent, these are captured in the stereotypical images of these groups. Stereotypes about the way men and women think and behave are widely shared, suggesting a kernel of truth. However, stereotypical expectations not only reflect existing differences, but also impact the way men and women define themselves and are treated by others. This article reviews evidence on the nature and content of gender stereotypes and considers how these relate to gender differences in important life outcomes. Empirical studies show that gender stereotypes affect the way people attend to, interpret, and remember information about themselves and others. Considering the cognitive and motivational functions of gender stereotypes helps us understand their impact on implicit beliefs and communications about men and women. Knowledge of the literature on this subject can benefit the fair judgment of individuals in situations where gender stereotypes are likely to play a role.
Collapse
Affiliation(s)
- Naomi Ellemers
- Faculty of Social Sciences, Utrecht University, 3508 TC Utrecht, Netherlands;
| |
Collapse
|
28
|
Faniko K, Burckhardt T, Sarrasin O, Lorenzi-Cioldi F, Sørensen SØ, Iacoviello V, Mayor E. Quota Women Are Threatening to Men. SWISS JOURNAL OF PSYCHOLOGY 2017. [DOI: 10.1024/1421-0185/a000195] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
Abstract
Abstract. Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.
Collapse
Affiliation(s)
- Klea Faniko
- Faculté de psychologie et des sciences de l’education, University of Geneva, Switzerland
| | - Till Burckhardt
- Observatoire «économie langues formation», University of Geneva, Switzerland
| | - Oriane Sarrasin
- Institut de psychologie, University of Lausanne, Switzerland
| | - Fabio Lorenzi-Cioldi
- Faculté de psychologie et des sciences de l’education, University of Geneva, Switzerland
| | - Siri Øyslebø Sørensen
- Department of Interdisciplinary Studies of Culture, Norwegian University of Science and Technology, Oslo, Norway
| | - Vincenzo Iacoviello
- Faculté de psychologie et des sciences de l’education, University of Geneva, Switzerland
| | - Eric Mayor
- Institut de psychologie du travail et des organisations, University of Neuchâtel, Switzerland
| |
Collapse
|
29
|
Faniko K, Ellemers N, Derks B. Queen Bees and Alpha Males: Are successful women more competitive than successful men? EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2017. [DOI: 10.1002/ejsp.2198] [Citation(s) in RCA: 25] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Affiliation(s)
- Klea Faniko
- Faculty of Social and Behavioural Sciences; Utrecht University; Utrecht The Netherlands
| | | | | |
Collapse
|
30
|
|
31
|
Vial AC, Napier JL, Brescoll VL. A bed of thorns: Female leaders and the self-reinforcing cycle of illegitimacy. LEADERSHIP QUARTERLY 2016. [DOI: 10.1016/j.leaqua.2015.12.004] [Citation(s) in RCA: 149] [Impact Index Per Article: 18.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
|
32
|
Fitzsimmons TW, Callan VJ. Applying a capital perspective to explain continued gender inequality in the C-suite. THE LEADERSHIP QUARTERLY 2016. [DOI: 10.1016/j.leaqua.2015.11.003] [Citation(s) in RCA: 45] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
|
33
|
The glass ceiling: what have we learned 20 years on? JOURNAL OF ORGANIZATIONAL EFFECTIVENESS-PEOPLE AND PERFORMANCE 2015. [DOI: 10.1108/joepp-09-2015-0032] [Citation(s) in RCA: 34] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to consider the current status of women in management and explanations offered for this status in light of a rare empirical field study of the “glass ceiling” phenomenon the authors conducted about 20 years ago.
Design/methodology/approach
– The authors review the study’s key arguments, unexpected results, and implications for organizational effectiveness (which have been largely ignored). The authors then review what has transpired and what has been learned about the glass ceiling phenomenon since.
Findings
– The nature of glass ceilings has remained essentially stable over a 20-year period, although further explanations for them have flourished.
Research limitations/implications
– More scholarly examinations of ways to shatter glass ceilings and thereby enhance organizational effectiveness are recommended.
Practical implications
– Organizations, human resources directors, and internal decision makers need to adopt practices that foster “debiasing” of decisions about promotions to top management.
Social implications
– Societies need to encourage organizations to adopt ways to shatter glass ceilings that continue to disadvantage women.
Originality/value
– A systematic review and analysis of the present-day implications of an early study of the glass ceiling phenomenon has not previously been conducted.
Collapse
|
34
|
Rishani M, Mallah M, Houssami S, Ismail H. Lebanese perceptions of the glass ceiling. EQUALITY DIVERSITY AND INCLUSION 2015. [DOI: 10.1108/edi-11-2014-0082] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to present insights regarding the barriers that prevent women in Lebanon reaching parity with men in senior leadership positions. The paper also portrays men and women’s varying perceptions regarding these barriers.
Design/methodology/approach
– A total of 129 participants at a Lebanese university took part in the study. The data collected were analyzed using SPSS. Frequencies and χ2-tests were conducted.
Findings
– The findings suggest that women are more likely to be discriminated against and are thus more likely to be underrepresented in top leadership positions. Organizational and cultural barriers were considered to cause this discrimination. Women were more likely than men to believe that women face more barriers while climbing the career ladder. Men were more likely than women to believe that organizations are the parties responsible for this underrepresentation, more so than the surrounding culture. Surprisingly, a sound proportion of women believed that men are more competent at occupying top management positions in Lebanon.
Originality/value
– This is one of the few studies to explore Lebanese perceptions on the workplace’s glass ceiling. Further, it examines the differences in opinions between males and females on women in the workplace, which has not been previously studied. This research contributes further to the existing body of knowledge on women in management in Lebanon and the Middle Eastern region, which is generally small in quantity.
Collapse
|
35
|
Horvath LK, Sczesny S. Reducing women’s lack of fit with leadership positions? Effects of the wording of job advertisements. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2015. [DOI: 10.1080/1359432x.2015.1067611] [Citation(s) in RCA: 25] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
|
36
|
Abstract
Social justice concerns but also perceived business advantage are behind a widespread drive to increase workplace diversity. However, dominance in terms of ethnicity, gender or other aspects of diversity has been resistant to change in many sectors. The different factors which contribute to low diversity are often hotly contested and difficult to untangle. We propose that many of the barriers to change arise from self-reinforcing feedbacks between low group diversity and inclusivity. Using a dynamic model, we demonstrate how bias in employee appointment and departure can trap organizations in a state with much lower diversity than the applicant pool: a workforce diversity “poverty trap”. Our results also illustrate that if turnover rate is low, employee diversity takes a very long time to change, even in the absence of any bias. The predicted rate of change in workforce composition depends on the rate at which employees enter and leave the organization, and on three measures of inclusion: applicant diversity, appointment bias and departure bias. Quantifying these three inclusion measures is the basis of a new, practical framework to identify barriers and opportunities to increasing workforce diversity. Because we used a systems approach to investigate underlying feedback mechanisms rather than context-specific causes of low workforce diversity, our results are applicable across a wide range of settings.
Collapse
Affiliation(s)
- Katherine R. O’Brien
- School of Chemical Engineering, The University of Queensland, St Lucia, 4072, Queensland, Australia
- * E-mail:
| | - Marten Scheffer
- Aquatic Ecology and Water Quality Management, Wageningen University, 6700 AA, Wageningen, The Netherlands
| | - Egbert H. van Nes
- Aquatic Ecology and Water Quality Management, Wageningen University, 6700 AA, Wageningen, The Netherlands
| | - Romy van der Lee
- Social and Organizational Psychology Unit, Institute of Psychology, Leiden University, P.O. Box 9555, 2300 RB, Leiden, The Netherlands
| |
Collapse
|
37
|
Ellemers N, Barreto M. Modern discrimination: how perpetrators and targets interactively perpetuate social disadvantage. Curr Opin Behav Sci 2015. [DOI: 10.1016/j.cobeha.2015.04.001] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
|
38
|
Do women who succeed in male-dominated domains help other women? The moderating role of gender identification. EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2015. [DOI: 10.1002/ejsp.2113] [Citation(s) in RCA: 26] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
|
39
|
Barreto M, Ellemers N. Detecting and Experiencing Prejudice. ADVANCES IN EXPERIMENTAL SOCIAL PSYCHOLOGY 2015. [DOI: 10.1016/bs.aesp.2015.02.001] [Citation(s) in RCA: 37] [Impact Index Per Article: 4.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/29/2022]
|
40
|
Abstract
Organizations benefit from gender diversity, as research clearly documents. Nevertheless, statistics reveal consistent gender differences in career development and payment. Women who feel undervalued at work will re-evaluate their priorities and are tempted to “opt out.” Organizations that wish to reap the benefits of gender diversity can profit from behavioral science research identifying mechanisms that may prevent women from making the same career choices as men: (a) implicit bias decreases the odds that women will enter and perform in male-dominated job levels or organizations, (b) glass cliff effects make career development less attractive for women, (c) Queen Bee effects prevent women in leadership from acting as role models for other women, and (d) some work–family approaches imply that women have to give up family life to be successful in their professional career. Being aware of these mechanisms, their implications, and possible remedies can benefit organizations and policy makers, and encourage women in different career stages to “lean in.”
Collapse
|
41
|
Social resources at a time of crisis: How gender stereotypes inform gendered leader evaluations. EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2013. [DOI: 10.1002/ejsp.1954] [Citation(s) in RCA: 22] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
|