1
|
Goff L, Greene H, Munn A, Furey A, Smith N. The queen bee phenomenon in Canadian surgical subspecialties: An evaluation of gender biases in the resident training environment. PLoS One 2024; 19:e0297893. [PMID: 38446769 PMCID: PMC10917252 DOI: 10.1371/journal.pone.0297893] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/30/2023] [Accepted: 01/10/2024] [Indexed: 03/08/2024] Open
Abstract
BACKGROUND The queen bee phenomenon (QBP) describes the behavioural response that occurs when women achieve success in a male-dominated environment, and in this position of authority, treat their female subordinates more critically. It has been demonstrated in business, academia, the military, and police force. The goal of this study was to determine whether the QBP occurs in surgical specialties. We hypothesized that female surgeons, fellows, and senior surgical residents would be more critical in their assessment of junior female residents than their male counterparts. METHODS A scenario-based survey was distributed via email to all Canadian surgical programs between February and March 2021. Scenarios were designed to assess either female or male learners. Centers distributed surveys to attending surgeons, surgical fellows, resident physicians, and affiliate surgeons. Respondents average Likert score for female-based and male-based questions were calculated. Subgroup analyses were performed based on gender, age, seniority, and surgical specialty. RESULTS 716 survey responses were collected, with 387 respondents identifying as male (54%) and 321 identifying as female (45%). 385 attending surgeons (54%), 66 fellows (9%), and 263 residents (37%) responded. The mean Likert scores for female respondents assessing female learners was significantly lower than male learners (p = 0·008, CI = 95%). During subgroup analysis, some specialties demonstrated significant scoring differences. DISCUSSION The QBP was shown to be present among surgical specialties. Female respondents assessed female learners more critically than their male counterparts. CONCLUSION These findings highlight the importance of tackling organizational biases to create more equitable educational and work environment in surgery.
Collapse
Affiliation(s)
- Lydia Goff
- Division of Orthopedic Surgery, Memorial University, St. John’s, Newfoundland and Labrador, Canada
| | - Helena Greene
- Division of Orthopedic Surgery, Memorial University, St. John’s, Newfoundland and Labrador, Canada
| | - Alexandra Munn
- Division of Orthopedic Surgery, Memorial University, St. John’s, Newfoundland and Labrador, Canada
| | - Andrew Furey
- Division of Orthopedic Surgery, Memorial University, St. John’s, Newfoundland and Labrador, Canada
| | - Nicholas Smith
- Division of Orthopedic Surgery, Memorial University, St. John’s, Newfoundland and Labrador, Canada
| |
Collapse
|
2
|
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
|
3
|
Hoskin RA, Whiley LA. Femme‐toring: Leveraging critical femininities and femme theory to cultivate alternative approaches to mentoring. GENDER WORK AND ORGANIZATION 2023. [DOI: 10.1111/gwao.12984] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/11/2023]
Affiliation(s)
- Rhea Ashley Hoskin
- University of Waterloo and St. Jerome's University Ontario Waterloo Canada
| | | |
Collapse
|
4
|
Vázquez A, López-Rodríguez L. Self-uniqueness increases women's willingness to participate in collective action for gender justice, but not support for sex quotas. BRITISH JOURNAL OF SOCIAL PSYCHOLOGY 2023. [PMID: 36880599 DOI: 10.1111/bjso.12639] [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: 03/08/2023]
Abstract
Affiliation with certain groups allows to simultaneously satisfy two competing needs: the need to be moderately different from others and the need to belong. We propose that the feminist movement, that has been turning towards individualistic goals based on individual empowerment, may be one of such groups for women. In three studies we examined the relationship between self-uniqueness and women's support for collective action and structural measures (i.e. sex quotas) promoted by the feminist movement. A first correlational study indicated that self-uniqueness need is positively associated with willingness to participate in collective action for gender justice generally, but not with support for sex quotas. Consistently, two experimental studies (Studies 2-3) found that priming self-uniqueness increases collective action intentions, but not quota support. Study 3 also showed that the effect of self-uniqueness on collective action intentions for gender justice may be mediated by greater perceptions of personal discrimination for being a woman and fusion with the feminist movement. These results suggest that appeals to self-uniqueness may attract women to the feminist movement but do not guarantee support for concrete collective measures against gender inequality.
Collapse
|
5
|
Vanhove AJ, Graham BZ, Thornton GC. Moderators of sex‐ and race‐based subgroup differences in assessment center ratings: A meta‐analysis. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12411] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Affiliation(s)
- Adam J. Vanhove
- School of Strategic Leadership Studies James Madison University Harrisonburg Virginia USA
| | - Brooke Z. Graham
- School of Strategic Leadership Studies James Madison University Harrisonburg Virginia USA
| | - George C. Thornton
- Department of Psychology Colorado State University Fort Collins Colorado USA
| |
Collapse
|
6
|
Fitong Ketchiwou G, Naong MN, van der Walt F, Dzansi LW. Investigating the relationship between selected organisational factors and women’s skills development aspirations and career progression: A South African case study. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.4102/sajhrm.v20i0.1958] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
|
7
|
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
|
8
|
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]
|
9
|
van Veelen R, Derks B. Equal Representation Does Not Mean Equal Opportunity: Women Academics Perceive a Thicker Glass Ceiling in Social and Behavioral Fields Than in the Natural Sciences and Economics. Front Psychol 2022; 13:790211. [PMID: 35369222 PMCID: PMC8966382 DOI: 10.3389/fpsyg.2022.790211] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/06/2021] [Accepted: 02/15/2022] [Indexed: 11/13/2022] Open
Abstract
In the study of women in academia, the focus is often particularly on women’s stark underrepresentation in the math-intensive fields of natural sciences, technology, and economics (NTE). In the non-math-intensive of fields life, social and behavioral (LSB) sciences, gender issues are seemingly less at stake because, on average, women are well-represented. However, in the current study, we demonstrate that equal gender representation in LSB disciplines does not guarantee women’s equal opportunity to advance to full professorship—to the contrary. With a cross-sectional survey among N = 2,109 academics at mid-level careers (i.e., assistant and associate professors) in the Netherlands, we test the hypothesis that in LSB (more than NTE), female academics perceive to hit a “thicker” glass ceiling—that is, they see a sharper contrast between the high representation of women at the lower compared to the top levels. We test whether this predicts female academics’ lower estimated chances to reach full professorship relative to men in LSB (but not NTE). We introduce a novel perceived glass ceiling index (GCI), calculated based on academics’ perceptions of the share of women and men in their direct work environment minus their perceptions of gender ratio among full professors in their field. Results confirm that the perceived glass ceiling is thicker in the non-math-intensive LSB compared to math-intensive NTE fields. Furthermore, only in LSB (but not NTE), women perceived a thicker glass ceiling than men. Moreover, only among female academics, the thicker the perceived glass ceiling, the lower their estimated chances to become full professor 1 day. Combined, a moderated mediation showed that for women only, a thicker perceived glass ceiling in LSB compared to NTE disciplines predicted their lower estimated chances to advance to full professor level. No such mediation occurred for men. We conclude that women’s higher numerical representation in LSB disciplines does not negate a male-dominant normative standard about academic leadership and success. Paradoxically, the perceived odds for female academics to reach the top of their field are lower in fields where they are relatively highly represented, and this may pose unique barriers to women’s perceived opportunities for career success.
Collapse
Affiliation(s)
- Ruth van Veelen
- Department of Social, Health and Organizational Psychology, Faculty of Social and Behavioural Sciences, Utrecht University, Utrecht, Netherlands
| | - Belle Derks
- Department of Social, Health and Organizational Psychology, Faculty of Social and Behavioural Sciences, Utrecht University, Utrecht, Netherlands
| |
Collapse
|
10
|
Xiong A, Xia S, Wang Q, Lockyer J, Cao D, Westlund H, Li H. Queen Bees: How Is Female Managers' Happiness Determined? Front Psychol 2022; 13:741576. [PMID: 35250703 PMCID: PMC8888411 DOI: 10.3389/fpsyg.2022.741576] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2021] [Accepted: 01/24/2022] [Indexed: 11/13/2022] Open
Abstract
This paper aims to study the determinants of subjective happiness among working females with a focus on female managers. Drawn on a large social survey data set (N = 10470) in China, this paper constructs gender development index at sub-national levels to study how institutional settings are related to female managers' happiness. We find that female managers report higher levels of happiness than non-managerial employees. However, the promoting effect is contingent on individual characteristics and social-economic settings. The full sample regression suggests that female managers behaving in a masculine way generally report a high level of happiness. Meanwhile, female managers who refuse to support gender equality report low happiness levels. Sub-sample analysis reveals that these causalities are conditioned on regional culture. Masculine behavior and gender role orientation significantly predict subjective happiness only in gender-egalitarian regions. This study is one of the first to consider both internal (individual traits) and external (social-economic environment) factors when investigating how female managers' happiness is impacted. Also, this study challenges the traditional wisdom on the relationship between female managers' job satisfaction and work-home conflict. This study extends the literature by investigating the impacts of female managers' masculine behavior on their happiness. This study is useful for promoting female managers' leadership effectiveness and happiness.
Collapse
Affiliation(s)
- Ailun Xiong
- Research Center for Enterprise Management, Chongqing Technology and Business University, Chongqing, China
| | - Senmao Xia
- International Centre for Transformational Entrepreneurship and Center for Business in Society, Coventry University, Coventry, United Kingdom
| | - Qing Wang
- Warwick Business School, The University of Warwick, Coventry, United Kingdom
| | - Joan Lockyer
- School of Strategy and Leadership, Coventry Business School, Coventry, United Kingdom
| | - Dongmei Cao
- School of Strategy and Leadership, Coventry Business School, Coventry, United Kingdom
| | - Hans Westlund
- Department of Urban Planning and Environment, School of Architecture and the Built Environment, Royal Institute of Technology, Stockholm, Sweden
| | - Hongyi Li
- Department of Decision Sciences and Managerial Economics, The Chinese University of Hong Kong, Sha Tin, Hong Kong SAR, China
| |
Collapse
|
11
|
Van Veelen R, Derks B. Academics as Agentic Superheroes: Female academics' lack of fit with the agentic stereotype of success limits their career advancement. BRITISH JOURNAL OF SOCIAL PSYCHOLOGY 2021; 61:748-767. [PMID: 34935167 DOI: 10.1111/bjso.12515] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/20/2021] [Accepted: 12/03/2021] [Indexed: 11/26/2022]
Abstract
Gender gaps in academia persist with women being less likely to attain leadership, earning lower salaries, and receiving less research funding and resources compared to their male peers. The current research demonstrates yet another, more intangible gender gap in academia called lack of fit, whereby compared to male academics, female academics perceive higher misfit between their professional self-concept and the agentic 'superhero' stereotype of the successful academic. The entire population of Dutch academics (i.e., assistant, associate, and full professors from 14 universities) was approached to participate in a nationwide survey. Results from this unique dataset (N = 3978) demonstrate that academics perceive agency (e.g., self-confident, self-focused, competitive) as more descriptive of the stereotypical successful academic than communality (e.g., team-oriented, good teacher, collegial). Importantly, early career female academics perceived highest lack of fit with this narrowly-defined agentic occupational stereotype, which was correlated with lower work engagement, professional identification and career efficacy, and higher work exhaustion and exit intentions. Thus, lack of fit seems yet another barrier contributing to pervasive gender gaps in academia. Implications for building more inclusive academic cultures, where not only agentic but also communal academic practice is recognized and rewarded are discussed.
Collapse
Affiliation(s)
| | - Belle Derks
- Utrecht University, Utrecht, The Netherlands
| |
Collapse
|
12
|
Chen JX, Chang EH, Deng F, Meyerson S, George B, Kozin ED, Gray ST. Autonomy in the Operating Room: A Multicenter Study of Gender Disparities During Surgical Training. J Grad Med Educ 2021; 13:666-672. [PMID: 34721795 PMCID: PMC8527937 DOI: 10.4300/jgme-d-21-00217.1] [Citation(s) in RCA: 24] [Impact Index Per Article: 8.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/22/2021] [Revised: 05/31/2021] [Accepted: 06/22/2021] [Indexed: 11/06/2022] Open
Abstract
BACKGROUND Gender disparities are prevalent in medicine, but their impact on surgical training is not well studied. OBJECTIVE To quantify gender disparities in trainee intraoperative experiences and explore the variables associated with ratings of surgical autonomy and performance. METHODS From September 2015 to May 2019, attending surgeons and trainees from 71 programs assessed trainee autonomy on a 4-level Zwisch scale and performance on a 5-level modified Dreyfus scale after surgical procedures. Multivariable regression models were used to examine the association of trainee gender with autonomy and performance evaluations. RESULTS A total of 3255 trainees and attending surgeons completed 94 619 evaluations. Attendings gave lower ratings of operative autonomy to female trainees than male trainees when controlling for training level, attending, and surgical procedure (effect size B = -0.0199, P = .008). There was no difference in ratings of autonomy at the beginning of training (P = .32); the gap emerged as trainees advanced in years (B = -0.0163, P = .020). The gender difference in autonomy was largest for the most complex cases (B = -0.0502, P = .002). However, there was no difference in attending ratings of surgical performance for female trainees compared to male trainees (B = -0.0124, P = .066). Female trainees rated themselves as having less autonomy and worse performance than males when controlling for training level, attending, procedure, case complexity, and attending ratings (autonomy B = -0.0669, P < .001; performance B = -0.0704, P < .001). CONCLUSIONS While there was no significant difference in ratings of operative performance, a small difference between ratings of operative autonomy for female and male surgical trainees was identified.
Collapse
Affiliation(s)
- Jenny X. Chen
- Jenny X. Chen, MD, is a Clinical Fellow, Department of Otolaryngology–Head and Neck Surgery, Massachusetts Eye and Ear, Harvard Medical School
| | - Edward H. Chang
- Edward H. Chang, PhD, is Assistant Professor of Business Administration, Negotiation, Organizations and Markets Unit, Harvard Business School
| | - Francis Deng
- Francis Deng, MD, is a Clinical Fellow, Department of Radiology, Massachusetts General Hospital, Harvard Medical School
| | - Shari Meyerson
- Shari Meyerson, MD, MEd, is Professor of Medicine, Department of Thoracic Surgery, University of Kentucky
| | - Brian George
- Brian George, MD, MAEd, is Assistant Professor of Surgery, Department of Surgery, Center for Surgical Training and Research, Michigan Medicine
| | - Elliott D. Kozin
- Elliott D. Kozin, MD*, is Assistant Professor, Department of Otolaryngology–Head and Neck Surgery, Massachusetts Eye and Ear, Harvard Medical School
| | - Stacey T. Gray
- Stacey T. Gray, MD*, is Associate Professor, Department of Otolaryngology–Head and Neck Surgery, Massachusetts Eye and Ear, Harvard Medical School
| |
Collapse
|
13
|
I broke the glass ceiling, now what? Overview of metaphors to explain gender inequality in organizations. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2021. [DOI: 10.1108/ijoa-07-2020-2281] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to identify and systematically summarize the relevant research on metaphors that are used to explain gender inequalities in the organizational context.
Design/methodology/approach
The researchers conducted a systematic literature review using bibliometric techniques and content analysis.
Findings
The systematic literature review identified a total of 1,269 papers in 688 journals written by 2,441 authors. The first paper was published in 1971 and the publication growth can be observed in the five decades analyzed. The Gender in Management: An International Journal, was the journal that published more papers about this thematic. Michelle Ryan was the most influential researcher regarding the number of papers and citations she had. The content analysis performed with the 27 most influential papers showed 4 research streams (metaphors; gender and leadership; challenges, stereotypes and toxic environment; and gender in the academy). Concerning the metaphors explored in those papers, the glass ceiling is the most prominent. Furthermore, 26 kinds of barriers were identified regarding the challenges that women face to reach positions of power.
Practical implications
The scrutiny of the metaphors and barriers enable access to what is being a hindrance to female progression in the organizational structure. So, this study may instrumentalize organizations and women to improve gender diversity practices in the workplace.
Originality/value
The value of the paper lays in the extensive literature review, using a bibliometric approach and content analysis.
Collapse
|
14
|
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
|
15
|
The Spanish Labor Market: A Gender Approach. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18052742. [PMID: 33800434 PMCID: PMC7967455 DOI: 10.3390/ijerph18052742] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/21/2021] [Revised: 02/24/2021] [Accepted: 03/03/2021] [Indexed: 11/16/2022]
Abstract
The massive incorporation of Spanish women into the labor market is a phenomenon that began in the second half of the 20th century, being many the obstacles that this group has had to overcome to reach the current situation, where getting a job can be an achievement that, in many cases, does not correspond to the capacity and academic training of the worker, creating a labor and economic imbalance (the cost in training is not rewarded with the work done). In this work, the Spanish labor market was analyzed through the labor force survey (EPA) from a gender perspective, demonstrating the existing inequalities at the labor level, both of employment and unemployment rates, and of jobs where the glass ceiling is evident and of economic remuneration where the salary gap continues to be important. In addition, through an ARIMA model, the evolution of the number of Spanish working women was analyzed, and how the economic crisis of 2009 and the sanitaria have affected their employment in the various crises (COVID-19). Measures to solve the problem as well as laws and active policies in favor of the creation of female jobs and a greater awareness of empowerment on the part of the female collective are proposed.
Collapse
|
16
|
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
|
17
|
Giasson HL, Chopik WJ. Geographic patterns of implicit age bias and associations with state‐level health outcomes across the United States. EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2020. [DOI: 10.1002/ejsp.2707] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/14/2022]
Affiliation(s)
- Hannah L. Giasson
- Department of Psychology Stanford University Stanford California USA
| | - William J. Chopik
- Department of Psychology Michigan State University East Lansing Michigan USA
| |
Collapse
|
18
|
Veelen R, Veldman J, Van Laar C, Derks B. Distancing from a stigmatized social identity: State of the art and future research agenda on self‐group distancing. EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2020. [DOI: 10.1002/ejsp.2714] [Citation(s) in RCA: 13] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Affiliation(s)
- Ruth Veelen
- Department of Psychology Utrecht University Utrecht The Netherlands
| | - Jenny Veldman
- Center for Social and Cultural Psychology Department of Psychology University of Leuven Leuven Belgium
- Research Foundation—Flanders Brussels Belgium
| | - Colette Van Laar
- Center for Social and Cultural Psychology Department of Psychology University of Leuven Leuven Belgium
| | - Belle Derks
- Department of Psychology Utrecht University Utrecht The Netherlands
| |
Collapse
|
19
|
Parwani P, Han JK, Singh T, Volgman AS, Grapsa J. Raft of Otters: Women in Cardiology: Let Us Stick Together. JACC Case Rep 2020; 2:2040-2043. [PMID: 34317102 PMCID: PMC8299232 DOI: 10.1016/j.jaccas.2020.09.006] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Affiliation(s)
- Purvi Parwani
- Division of Cardiology, Department of Medicine, Loma Linda University Health, Loma Linda, California
- Address for correspondence: Dr. Purvi Parwani, Loma Linda University Medical Center, 11234 Anderson Street, Loma Linda, California 92354. @purviparwani
| | - Janet K. Han
- Division of Cardiology, Department of Medicine, Veterans Affairs Greater Los Angeles Healthcare System, Los Angeles, California
| | | | | | - Julia Grapsa
- Barts Heart Center, St Bartholomew's Hospital, London, United Kingdom
| |
Collapse
|
20
|
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
|
21
|
Ciftci EE, Barreto M, Doyle DM, Breen J, Darden S. Distancing or drawing together: Sexism and organisational tolerance of sexism impact women's social relationships at work. EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2020. [DOI: 10.1002/ejsp.2695] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
Affiliation(s)
| | - Manuela Barreto
- University of Exeter Exeter UK
- Lisbon University Institute (CIS/ISCTE‐IUL) Lisbon Portugal
| | | | | | | |
Collapse
|
22
|
Abalkhail JM. Women managing women: hierarchical relationships and career impact. CAREER DEVELOPMENT INTERNATIONAL 2020. [DOI: 10.1108/cdi-01-2019-0020] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis paper explores the experiences of women in Saudi Arabia who have been managed by other women, and examines how junior women perceive senior women's role in advancing their career.Design/methodology/approachThe paper is based on qualitative data gathered using in-depth semi-structured interviews undertaken with 30 women working in Saudi public organisations.FindingsThis study's findings shows that the hierarchical relationships between women and their woman manager are complex due to a multifaceted web of contextual factors including sociocultural values, family values, religious beliefs and organisational cultures and structures. These factors shape the quality of relationships between senior women and their women subordinates. Also, this study reveals that there is solidarity and ‘sisterly’ relationship between women in the workplace that plays a role in facilitating women's career development and advancement. In addition, this study shows that despite senior women's having supported other women's career advancement, this support tended to be conditional and limited. This can have an influence on women-to-women work relationships, where such relationships can be described as being disconnected and fragile. Furthermore, the study depict that there is evidence of the existence of ‘Queen Bee’-like senior women who distance themselves from other women and block their career advancement. The Queen Bee phenomena can actually become a form of hierarchy that mimics the patriarchal structure and excludes women from serving at top management levels.Originality/valueThis paper provides an in-depth understanding of the hierarchical relationships between women in the workplace and how these relationships have an influence on women's career advancement. Therefore, the paper makes a valuable contribution to the scarce knowledge that currently exists within the field of management research in relation to women's career development – and the advancement of such research within the Arab Middle Eastern context. Also, the findings of this study could potentially inform practitioners and HR department personnel within organisations about the connections between women's hierarchical workplace relationships and women's career development and advancement.
Collapse
|
23
|
Men Should Be Competent, Women Should Have it All: Multiple Criteria in the Evaluation of Female Job Candidates. SEX ROLES 2020. [DOI: 10.1007/s11199-019-01111-2] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
|
24
|
Addressing Gender Inequality in Our Disciplines: Report from the Association of Pulmonary, Critical Care, and Sleep Division Chiefs. Ann Am Thorac Soc 2019; 15:1382-1390. [PMID: 30153425 DOI: 10.1513/annalsats.201804-252ar] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
Despite the increasing proportion of women in U.S. medical schools, there are relatively few women in leadership positions, and a number of recent publications have highlighted many factors that could contribute to gender inequity and inequality in medicine. The Association of Pulmonary, Critical Care, and Sleep Division Directors, an organization of Division Directors from across the United States, convened a workshop to review data and obtain input from leaders on the state of gender equity in our field. The workshop identified a number of factors that could contribute to gender inequality and inequity: gender climate (including implicit and perceived biases); disproportionate family responsibilities; lack of women in leadership positions; poor retention of women; and lack of gender equality in compensation. The panel members developed a roadmap of concrete recommendations for societies, leaders, and individuals that should promote gender equity to achieve gender equality and improve retention of women in the field of pulmonary, critical care, and sleep medicine.
Collapse
|
25
|
Van Laar C, Meeussen L, Veldman J, Van Grootel S, Sterk N, Jacobs C. Coping With Stigma in the Workplace: Understanding the Role of Threat Regulation, Supportive Factors, and Potential Hidden Costs. Front Psychol 2019; 10:1879. [PMID: 31507478 PMCID: PMC6718612 DOI: 10.3389/fpsyg.2019.01879] [Citation(s) in RCA: 25] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/31/2018] [Accepted: 07/30/2019] [Indexed: 11/24/2022] Open
Abstract
Despite changes in their representation and visibility, there are still serious concerns about the inclusion and day-to-day workplace challenges various groups face (e.g., women, ethnic and cultural minorities, LGBTQ+, people as they age, and those dealing with physical or mental disabilities). Men are also underrepresented in specific work fields, in particular those in Health care, Elementary Education, and the Domestic sphere (HEED). Previous literature has shown that group stereotypes play an important role in maintaining these inequalities. We outline how insights from research into stigma, social identity, and self-regulation together increase our understanding of how targets are affected by and regulate negative stereotypes in the workplace. This approach starts from the basis that members of negatively stereotyped groups are not just passive recipients of negative attitudes, stereotypes, and behaviors but are active individuals pursuing multiple goals, such as goals for belonging and achievement. We argue that it is only by understanding stigma from the target’s perspective (e.g., how targets are affected and respond) that we can successfully address workplace inequality. Key in this understanding is that stereotypes, prejudice, and discrimination have taken on much more subtle forms, with consequences for the way members of stigmatized groups cope. These insights lead us to propose an approach to understanding barriers to workplace equality that highlights four key aspects: (1) the different (often subtle) potential triggers of identity threat in the workplace for members of stigmatized groups; (2) the ways in which members of stigmatized groups cope with these threats; (3) the role of supportive factors that mitigate potential threats and affect self-regulation; and (4) potential hidden costs for the self or others of what appears at first to be effective self-regulation. The focus on threats, coping, support, and potential hidden costs helps us understand why current diversity efforts are not always successful in increasing and maintaining members of stigmatized groups in organizations and provides insight into how we can aid efforts to effectively lower barriers to workplace equality.
Collapse
Affiliation(s)
- Colette Van Laar
- Department of Psychology, Center for Social and Cultural Psychology, University of Leuven, Leuven, Belgium
| | - Loes Meeussen
- Department of Psychology, Center for Social and Cultural Psychology, University of Leuven, Leuven, Belgium.,Fonds Wetenschappelijk Onderzoek, Brussels, Belgium
| | - Jenny Veldman
- Department of Psychology, Center for Social and Cultural Psychology, University of Leuven, Leuven, Belgium.,Fonds Wetenschappelijk Onderzoek, Brussels, Belgium
| | - Sanne Van Grootel
- Department of Psychology, Center for Social and Cultural Psychology, University of Leuven, Leuven, Belgium
| | - Naomi Sterk
- Department of Psychology, Center for Social and Cultural Psychology, University of Leuven, Leuven, Belgium
| | - Catho Jacobs
- Department of Psychology, Center for Social and Cultural Psychology, University of Leuven, Leuven, Belgium.,Department of Linguistics, Multimodality, Interaction and Discourse, University of Leuven, Leuven, Belgium
| |
Collapse
|
26
|
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
|
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
|