فهم معنای پدیده نشانگان ملکه زنبور عسل از دیدگاه زنان شاغل در یک دانشگاه دولتی: رویکرد پدیدارشناسی توصیفی

نوع مقاله : توصیفی

نویسنده

استادیار، مدیریت منابع انسانی، گروه مدیریت پژوهشگاه علوم انسانی و مطالعات فرهنگی، تهران، ایران.

10.30473/ipom.2021.55266.4204

چکیده

پژوهش حاضر با هدف فهم معنا و ساختار اساسی پدیده نشانگان ملکه زنبورعسل انجام شد. این فهم، از تحلیل تجربه زیسته هفت نفر از زنان شاغل در یکی از دانشگاه‌های کشور که مدیران آنان، زنان عضو هیئت‌علمی بودند به دست آمد. بنابراین، هدف پژوهش، روش‌ پدیدارشناسی توصیفی هوسرل مبتنی بر مدل بهینه ‌شده کُلایزی مورد استفاده قرار گرفت. پرسش اصلی مطرح شده در این: پژوهش «پدیده نشانگان ملکه زنبورعسل از دیدگاه افرادی که آن را تجربه کرده‌اند چه ساختاری دارد؟». برای نمونه‌گیری با در نظر گرفتن دو معیار شمولیتِ کلایزی، از روش‌های غیراحتمالی هدفمند و گلوله برفی برای انتخاب نمونه استفاده شد. با پرسیدن پیش‌سؤل‌های غربالگری، هفت نفر از زنان شاغل در یکی از دانشگاه‌های کشور که مدیران زن عضو هیئت‌علمی داشتند، به‌عنوان نمونه: پژوهش انتخاب شدند. پس از انجام مصاحبه‌های مفصل با این افراد، از روش پدیدارشناسی هشت مرحله‌ای کلایزی برای تحلیل داده‌ها استفاده شد. مطابق یافته‌های پژوهش، پانزده خوشه در قالب پنج تمِ مکشوف، دسته‌بندی شدند. تم‌های مبیّنِ معنای پدیده نشانگان ملکه زنبورعسل از دیدگاه مشارکت‌کنندگان عبارت بودند از: 1. تزریق و تلقین حس فروماندگی، 2. بن‌بست ارتباطی، 3. سلوک ناعادلانه، 4. سبک مدیریت جعلی و 5. بافتار تبعیض‌آمیز تجربه‌شده. در پایان برمبنای تم‌های احصا شده، توصیف جامعی از معنا و ساختار پدیده نشانگان ملکه زنبورعسل ارائه شد.

کلیدواژه‌ها


Armmer, F. (2017). An Inductive Discussion of the Interrelationships between Nursing Shortage, Horizontal Violence, Generational Diversity, and Healthy Work Environments. Administrative Sciences, 7(4), 34-41.
Auster, E. R., & Prasad, A. (2016). Why do women still not make it to the top? Dominant organizational ideologies and biases by promotion committees limit opportunities to destination positions. Sex Roles, 75(5-6), 177-196.
Becker, J., & Tausch, N. (2014). When group memberships are negative: the concept, measurement, and behavioural implications of psychological disidentification. Self and Identity, 13(3), 294-3210.
Bednar, S., & Gicheva, D. (2014). Are female supervisors more female-friendly? The American Economic Review, 104 (5), 370-375.
Berdahl, J. L., Cooper, M., Glick, P., Livingston, R. W., & Williams, J. C. (2018). Work as a masculinity contest. Journal of Social Issues, 74(3), 422-448.
Carr, M., & Kelan, E. (2016). Femininities at Work: How Women Support Other Women in the Workplace.
Cushman, A. (2019). Queen Bee Syndrome & Ingroup Distancing by Women in Formal Leadership Roles in the Northeast Region of the United States: A Phenomenological Study. Northcentral University School of Business.
Derks, B. (2017) Quee bee syndrome. In: Rogelberg. S. G. (eds.) The SAGE Encyclopedia of Industrial and Organizational Psychology. 2nd edition. Thousand Oaks, California: SAGE Publications.
Derks, B., Ellemers, N., Van Laar, C., & de Groot, K. (2011). Do sexist organizational cultures create the queen bee? British Journal of Social Psychology, 50, 519–535.
Derks, B., Van Laar, C., & Ellemers, N. (2016). The queen bee phenomenon: Why women leaders distance themselves from junior women. The Leadership Quarterly, 27(3), 456- 469.
Derks, B., Van Laar, C., Ellemers, N., & Raghoe, G. (2015). Extending the queen bee effect: How Hindustani workers cope with disadvantage by distancing the self from the group. Journal of Social Issues, 71(3), 476-496.
DiMaggio, P. & Powell, W. (1983), The Iron Cage Revisited: Institutional Isomorphism and Collective Rationality in Organizational Fields. American Sociological Review, 48(2), 147-160.
Dubrosky, R. (2013). Iris Young's five faces of oppression applied to nursing. Nursing forum, 48(3), 205-210.
Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109, 573-598.
Ellemers, N., Van Den Heuvel, H., De Gilder, D., Maass, A., & Bonvini, A. (2004). The underrepresentation of women in science: Differential commitment or the queen bee syndrome? British Journal of Social Psychology, 43, 315-338.
Ellis, C. F. (2014). Gender, Leadership, and the Public Sector Equality Duty in Further Education Colleges of England. Women’s Leadership Network.
Esfidani, M.R. (2002). Obstruction of Women’s Management. Women in development and politics, 1 (4), 67-85. (In Persian)
Faniko, K., Ellemers, N., & Derks, B. (2015). Creating the queen bee: How career experiences of female professionals undermine support for affirmative action policies. Manuscript under review.
Faniko, K., Ellemers, N., & Derks, B. (2015). Queen bees and alpha males: Who is more likely to distance from same-gender colleagues? Manuscript in press.
Funk, C. (2004). Female leaders in educational administration: Sabotage within our own ranks. Advancing Women in Leadership Journal, 17, 1-16.
Ghafouri, M., Naseri Far, S., & Naseri, H.R. (2018). The effect of glass Ceiling breaking strategy on the effectiveness of recruiting among the staff of special schools in District 4 of Mashhad, Third International Conference on New Achievements in Management and Economic, Mashhad. (In Persian)
Goldman, A. H. (2015). Justice and reverse discrimination. New Jersey: Princeton University Press.
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535-542.
Gromkowska-Melosik, A. (2014). The masculinization of identity among successful career women? A case study of Polish female managers. Journal of Gender and Power, 1(1), 25-47.
Hutchinson, M., & Jackson, D. (2015). The construction and legitimation of workplace bullying in the public sector: insight into power dynamics and organizational failures in health and social care. Nursing inquiry, 22(1), 13-26.
Johansson, T. (2016). Minorities of Europeanization: The new others of European social identity. Ethnic and Racial Studies, 39(3), 512-514.
Kanter, R. M. (1977). Men and women of the corporation. New York, NY: Basic Books.
Kermani, S.L., & Kermani, S.M. (2017). A Review of Barriers to Women's Growth in Organizations and a Study of the Organizational Status of Women in an Electricity Distribution Company, The First National Congress of Successful Women in Iran, Tehran. (In Persian)
Khan, I., Nawaz, A., Qureshi, Q. A., & Khan, Z. A. (2016). The Impacts of Burnout, Absenteeism and Commitment on Intention to Leave. Journal of Education and Practice, 7(1), 5-9.
Khan, N. Z. A., Imran, A., & Anwar, A. (2019). Destructive Leadership and Job Stress: Causal Effect of Emotional Exhaustion on Job Satisfaction of Employees in Call Centers. International Journal of Information, Business and Management, 11(1), 135-144.
Kulich, C., Lorenzi-Cioldi, F., & Iacoviello, V. (2015). Moving across Status Lines: Low Concern for the Ingroup and Group Identification. Journal of Social Issues, 71(3), 453-475.
Lückerath-Rovers, M., de Bos, A., & de Vries, R. (2013). Nationaal Commissarissen Onderzoek 2013: Rollen en Drijfveren van de Commissaris [National investigation on members ofboards ofdirectors 2013]. Tilburg, The Netherlands: TiasNimbas.
Mathieu, C., Neumann, C. S., Hare, R. D., & Babiak, P. (2014). A dark side of leadership: Corporate psychopathy and its influence on employee well-being and job satisfaction. Personality and Individual Differences, 59, 83-88.
Morse, J. M. (2015). Data were saturated. Qualitative Health Research, 25, 587-588
Najarzadeh Arani, S., Nargesian, A., Amiri, M., Safiri, K. (2020). Model of Women Leadership Style in Managerial Positions in Public Sector, with Emphasis on the Role of National Culture, Using multi-grounded Theory. Journal of Public Administration, 12(1), 120-144. (In Persian)
Neves, P., & Schyns, B. (2018). With the Bad Comes What Change? The Interplay Between Destructive Leadership and Organizational Change. Journal of Change Management, 18(2), 91-95.
Ng, C. W., & Chiu, W. C. K. (2001). Managing equal opportunities for women: Sorting the friends from the foes. Human Resource Management Journal, 11,75-88.
O’Connor, P. (2015). Good Jobs–but Places for women? Gender and Education, 27(3), 304-319.
Ophoff, J., Machaka, T., & Stander, A. (2015). Exploring the impact of cyber incivility in the workplace. Proceedings of Information Science & IT Education Conference (InSITE), 443-504.
Peterson, H. (2014). An Academic’ Glass Cliff’? Exploring the Increase of Women in Swedish Higher Education Management. Athens Journal of Education, 1(1), 32-44.
Purpora, C., & Blegen, M. A. (2015). Job satisfaction and horizontal violence in hospital staff registered nurses: the mediating role of peer relationships. Journal of clinical nursing, 24(15-16), 2286-2294.
Reynolds, G., Kelly, S., & Singh-Carlson, S. (2014). Horizontal hostility and verbal violence between nurses in the perinatal arena of health care: Grace Reynolds and colleagues explore the causes and effects of hostile behaviour between perinatal nurses based on the results of a US survey. Nursing Management, 20(9), 24-30.
Rindfleish, J., & Sheridan, A. (2003). No change fromwithin: Senior women managers' response to gendered organizational structures. Women in Management Review, 18, 299-310.
Robinson, K., Shakeshaft, C., Grogan, M., & Newcomb, W. S. (2017). Necessary but not Sufficient: The Continuing Inequality between Men and Women in Educational Leadership, Findings from the AASA Mid-Decade Survey. Frontiers in Education 2.
Rones, N., & Steder, F. B. (2018). The Queen Bees and the Women's Team-A contextual examination of enmity and friendship between military women. Women, Gender & Research, 2(3) 32-48.
Searby, L., Ballenger, J., & Tripses, J. (2015). Climbing the ladder, holding the ladder: The mentoring experiences of higher education female leaders. Advancing Women in Leadership, 35, 98-107.
Seate, A.A., Ma, R., Chien, H. Y., & Mastro, D. (2018). Cultivating intergroup emotions: An intergroup threat theory approach. Mass Communication and Society, 21(2), 178-197.
Sobczak, A. (2018). The Queen Bee Syndrome. The paradox of women discrimination on the labour market. Journal of Gender and Power, 9(1), 51-61.
Staines, G., Tavris, C., and Jayaratne, T. (1974). The Queen Bee Syndrome. Psychology Today, 7(8), 63-66.
Stroebe, K., Ellemers, N., Barreto, M., & Mummendey, A. l. (2009). For better or for worse: The congruence of personal and group outcomes on targets' responses to discrimination. European Journal of Social Psychology, 39, 576–591.
Stroebe, K., Wang, K., & Wright, S. C. (2015). Broadening perspectives on achieving social change. Journal of Social Issues, 71(3), 633-645.
Weaver, K. B. (2013). The effects of horizontal violence and bullying on new nurse retention. Journal for nurses in professional development, 29 (3), 138-142.
Woestman, D. S., & Wasonga, T. A. (2015). Destructive leadership behaviors and workplace attitudes in schools. NASSP Bulletin, 99(2), 147-163.