Extending the Queen Bee Effect
How Hindustani Workers Cope with Disadvantage by Distancing the Self from the Group
Bibliographic Data
| ID | 10220587 |
|---|---|
| Authors | Belle Derks (0000-0002-0038-4134, Utrecht University, corresponding author), Nurit Shnabel (0000-0002-8113-1242, KU Leuven), Colette Van Laar, Naomi Ellemers (0000-0001-9810-1165, Utrecht University), Gauwrie Raghoe (Leiden University) |
| Year | 2015 |
| Volume | 71 |
| Issue | 3 |
| Pages | 476-496 |
| Publication date | 2015-09-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Social Issues (JOURNAL) |
| Journal identifiers | ISSN: 0022-4537 • E-ISSN: 1540-4560 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1111/josi.12124 |
| OpenAlex | W2138355341 |
| Language | EN |
| Citations received | 35 |
| References cited | 37 |
Previous research revealed that one way by which members of minority groups resist disadvantage is through strategic “self‐group distancing” by evaluating this group negatively, describing themselves according to outgroup stereotypes and supporting the status hierarchy, hereby limiting societal change. Drawing upon recent work on the Queen Bee phenomenon among women at work, we explain self‐group distancing as a coping response of low identified minority employees who experience social identity threat. Whereas queen bee behavior is often discussed as a response typical for women, new experimental data are presented revealing similar responses among ethnic minority employees. In parallel to queen bees, low identified Hindustanis reported less positive ingroup affect and presented themselves as more stereotypically Dutch when reminded of ethnic bias—but not in a control condition. This suggests that the Queen Bee phenomenon exemplifies a more generic individual mobility response to group disadvantage experienced by minority groups at work
Coping (psychology · Coronavirus disease 2019 (COVID-19 · Disadvantage · Distancing · Ethnic group · Ingroups and outgroups · Outgroup · Phenomenon · Political science · Social distance · Social group · Social identity theory · Sociology · Animal Behavior and Reproduction · Clinical Psychology · Cultural Differences and Values · Medicine · Psychology · Social and Intergroup Psychology · Social Psychology
Daily Coping With Social Identity Threat in Outgroup-Dominated Contexts
Person-Message Fit
The triggers and consequences of the Queen Bee phenomenon
Isolation, resilience, and faith
Exposure to Motivational Messages Promotes Meritocratic Beliefs and an Individualistic Perception of Social Change
The queen bee phenomenon
The relational expectations of women managing women
Testing the multicomponent ingroup identification model in diverse stigmatized groups
Tied to both sides or asserting a preferred identity? The case of Palestinian citizens of Israel in an intergroup contact setting
Daily experiences of ethnic minority women at work
Identity management by multiple identification – religious leaders and EU integration of Bosnia and Herzegovina
Masculinity contest cultures lead to self-group distancing in women
Effects of entitativity on strategies of individual mobility and social competition
Understanding the power dynamics affecting black and minority ethnic females in leadership roles
A threats, support and hidden costs framework of coping with challenges to social identity
Group evaluations as self‐group distancing
Distancing from a stigmatized social identity
Navigating non‐normative roles
Denial of gender discrimination is associated with better subjective well‐being among women
Queen Bees and Alpha Males
Colorblind and multicultural diversity strategies create identity management pressure
On the protective role of identification with a stigmatized identity
Standing up for whom? Targets’ different goals in the confrontation of discrimination
Broadening Perspectives on Achieving Social Change
Moving across Status Lines
Contesting the Meaning of Intergroup Disadvantage
The Collective Value of “Me” (and its Limitations)
By Any Means Necessary? When and Why Low Group Identification Paradoxically Predicts Radical Collective Action
Achieving Social Change
How Does Intergroup Contact Affect Social Change? Its Impact on Collective Action and Individual Mobility Intentions among Members of a Disadvantaged Group
Managing threatened identities across everyday situations
High power mindsets reduce gender identification and benevolent sexism among women (But not men)
Blending in or standing out? Gendered political communication in 24 democracies
Promoting Female Entrepreneurship
Inter-racial Gateways
Do sexist organizational cultures create the Queen Bee?
Gender-Bias Primes Elicit Queen-Bee Responses Among Senior Policewomen
Self and Collective
Self and Social Identity
Negotiating Hegemonic Masculinity
An Integrative Theory of Intergroup Conflict
The underrepresentation of women in science
Antecedents and Consequences of System-Justifying Ideologies
The effects of being categorised
Women's Hostility Toward Women
Prejudice against Women in Male-congenial Environments
Social creativity strikes back
Ingroup and outgroup support for upward mobility
Black students' school success
Moving across Status Lines
The Development of Psychological Capacity for Action
When “a Group in Itself” becomes “a Group for Itself”
Contesting the Meaning of Intergroup Disadvantage
Collective Action in Modern Times
Confronting and Reducing Sexism
By Any Means Necessary? When and Why Low Group Identification Paradoxically Predicts Radical Collective Action
Achieving Social Change
I Am Us
Stereotype threat and the intellectual test performance of African Americans
Working for the self or working for the group
Sexism and racism
Group-level self-definition and self-investment
| Unique citing works | 35 |
|---|---|
| Citations per year | 3,18 |
| Citation span | 2015 - 2026 (12) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 35 |