The underrepresentation of women in science: Differential commitment or the queen bee syndrome?
The underrepresentation of women in science: Differential commitment or the queen bee syndrome?
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DOI：
10.1348/0144666042037999
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发表时间：
2004-09-01
影响因子：
5.4
通讯作者：
Bonvini, A
中科院分区：
文献类型：
--
作者：
Ellemers, N;van den Heuvel, H;Bonvini, A
我们在两种不同的国情下，对女性在大学教职中任职人数不足的可能原因进行了研究。在荷兰，对博士生样本（N = 132）的研究显示，在工作投入度或工作满意度方面没有性别差异。然而，同一所大学的教职员工（N = 179）认为女学生对工作的投入度较低，而且女教职员工对这些性别刻板印象的认同感最为强烈。在意大利进行的第二项研究重复并扩展了这些发现。同样，在男女博士生（N = 80）的自我描述中没有发现性别差异，而尤其是女教职员工（N = 93）认为女学生比男学生对工作的投入度更低。其他测量结果支持了一种从社会认同角度的解释，根据这种解释，个体的向上流动（即女性教职员工的向上流动）意味着自身与群体刻板印象保持距离，这不仅涉及将自己视为非典型群体成员，还可能引发对其他群体内成员的刻板印象看法。
We examined possible explanations for the underrepresentation of women among university faculty, in two different national contexts. In the Netherlands, a sample of doctoral students (N = 132) revealed no gender differences in work commitment or work satisfaction. Faculty members in the same university (N = 179), however, perceived female students to be less committed to their work and female faculty endorsed these gender-stereotypical perceptions most strongly. A second study, in Italy, replicated and extended these findings. Again, no gender differences were obtained in the self-descriptions of male and female doctoral students (N = 80), while especially the female faculty (N = 93) perceived female students as less committed to their work than male students. Additional measures supported an explanation in social identity terms, according to which individual upward mobility (i.e. of female faculty) implies distancing the self from the group stereotype which not only involves perceiving the self as a non-prototypical group member, but may also elicit stereotypical views of other in-group members.