1 Utrecht University, The Netherlands.
2 University of Geneva, Switzerland.
Pers Soc Psychol Bull. 2017 May;43(5):638-651. doi: 10.1177/0146167217695551.
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.
两项在瑞士（N=222）和阿尔巴尼亚（N=156）进行的相关性研究，通过考察“蜂王（QB）现象”的起源和后果，解释了女性经理反对性别配额制的原因。“蜂王现象”是指在男性主导的组织中取得成功的女性不支持年轻女性的晋升。研究结果否定了之前关于 QB 现象表明女性之间存在竞争的说法。相反，女性经理倾向于将自己与其他女性区分开来，以及她们反对性别配额制，是在提到年轻女性时出现的，但在考虑她们的直接竞争对手，即其他女性经理时则不会出现这种情况。女性经理为职业成功所做的个人牺牲，预示着她们与年轻女性的自我疏远，以及对针对这些女性的性别配额制的反对。我们提供了一个更细致入微的 QB 反应的真实情况的图片，解释了为什么女性经理反对针对年轻女性的配额制，同时支持针对同等级女性的配额制。
