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Abstract(s)
O presente estudo visa compreender a o significado, relevância e o impacto do uso da metáfora ‘queen bee’ (QB) na literatura sobre género e organizações. A literatura revela que desde a sua definição original da metáfora, o seu significado tem sofrido alterações. As mudanças no significado são influenciadas ou afetam a sua utilização. Neste sentido, uma ‘queen bee’ começou por ser uma mulher bem sucedida numa organização dominada por homens, que prejudica o desenvolvimento da carreira de outras mulheres que ocupam posições inferiores na hierarquia organizacional. O comportamento QB era, deste modo, o resultado de características individuais das mulheres poderosas. Elas comportavam-se e pensavam como os homens e eram vistas como tendo traído o seu grupo de pertença (as mulheres) para se incorporarem no grupo adversário (os homens). Mais tarde, sob influência da Teoria da Identidade social, surgiu outra abordagem segundo a qual o comportamento QB passou a ser considerado uma resposta às estruturas organizacionais dominadas por homens. Críticos da abordagem QB ressaltam como o foco sistemático nas QB contribui para disseminar e perpetuar estereótipos de género. O estudo foi conduzido através de uma Revisão Sistemática de Literatura a uma amostra de 43 artigos publicados entre 2014 e 2020. Os resultados sugerem que a metáfora QB parece ter pouca relevância e as consequências da sua utilização pode contrariar o efeito das políticas que visam assegurar a igualdade de género nas empresas.
The present study aims to understand the meaning, relevance and impact of the use of the metaphor of ‘queen bee’ (QB) in gender and organisational literature. The literature shows that since the original definition of the metaphor, its meaning has been shifting. Changes in meaning are usually affected or affect its use. Hence, a queen bee started to be a successful woman in a male-dominated organisation, who would hinder the career advancement of other women in lower hierarchical positions. QB behaviour was mainly a result of individual characteristics of powerful women. They behaved and thought like men, and were seen as having betrayed their group (women) to join the adversary ranks (men). Later, social identity theory introduced another approach, and QB behaviour became a response to male-dominated organisational structures. Critics of QB approaches emphasise how the focus on QB contributes to disseminate and perpetuate gender stereotypes. A SLR was carried out from a sample of 43 articles published between 2014 and 2020. Results suggest that the QB metaphor is of little relevance, and the consequences of its use may hinder the effect of policies aiming to ensure gender equality in business corporations.
The present study aims to understand the meaning, relevance and impact of the use of the metaphor of ‘queen bee’ (QB) in gender and organisational literature. The literature shows that since the original definition of the metaphor, its meaning has been shifting. Changes in meaning are usually affected or affect its use. Hence, a queen bee started to be a successful woman in a male-dominated organisation, who would hinder the career advancement of other women in lower hierarchical positions. QB behaviour was mainly a result of individual characteristics of powerful women. They behaved and thought like men, and were seen as having betrayed their group (women) to join the adversary ranks (men). Later, social identity theory introduced another approach, and QB behaviour became a response to male-dominated organisational structures. Critics of QB approaches emphasise how the focus on QB contributes to disseminate and perpetuate gender stereotypes. A SLR was carried out from a sample of 43 articles published between 2014 and 2020. Results suggest that the QB metaphor is of little relevance, and the consequences of its use may hinder the effect of policies aiming to ensure gender equality in business corporations.
Description
Keywords
Queen Bee Estereótipos de género Barreiras ao desenvolvimento de carreira das mulheres Quotas Gender stereotyping Barriers to women advancement