随着经济的发展，越来越多女性成为企业家或公司高管。但近期研究指出女性高管中存在着大量的“蜂后”。她们的管理风格、决策偏好与男性相近，并维护性别刻板印象。这使得性别异质性优势无法充分体现，也否定了高阶理论的适用性。本课题基于社会认同理论，利用大样本数据，从个人特征、组织环境、地域文化等角度探索“蜂后”现象的成因。其次，利用多质多法分析开发相应量表，提炼“蜂后”的各种特征。最后，从激励语言行为（Motivating Language）角度，探索“蜂后”对不同性别下属工作满意度及工作压力的影响。本研究成果能够弥补高阶理论缺陷；同时也有助于理解职场女性性别角色认知的影响因素、研究下属与领导的互动行为；最终为高管结合情境因素调整领导行为以提高企业绩效提供实质性帮助。

With the development of economy, more and more women have been promoted to senior managers. However, recent studies reveal that there exist certain amounts of “Queen Bee” which shares the same management style and preferences with male colleagues. What’s more they favor gender stereotype and refuse to promote female subordinates. This phenomenon challenges the Upper Echelons theory and inhibits benefit of gender diversity. Based on social identity theory, this study tends to use large samples to find out the determinants of QB from the perspective of individual level, organizational level and cultural level. Meanwhile, it seeks to develop scales for measuring QB. Finally, this study explores the impact of QB on job stress and satisfaction of subordinates using motivating language theory. This study contributes to addressing the problem in Upper Echelons theory, adding understanding on the determinants of gender role attitude, and ultimately providing guidance on adjusting leadership behavior in different context.