本研究之目的在探討女性主管的傳統傾向，以及女性主管與女性部屬之間的領導部屬交換關係，兩者對於女性部屬知覺女性主管的女王蜂行為有何影響，並根據文獻探討的推論，對女性主管的傳統傾向與女性部屬知覺女性主管的女王蜂行為之間的關係，進行七項調節變項的檢驗。本研究採用問卷調查法，以女性主管與女性部屬為配對組合，不分產業、規模與部門，總共發出164組問卷，回收140組，有效問卷共129組。研究結果發現，女王蜂症候群在台灣實務界確實存在，且傳統傾向越高的女性主管，其女性部屬知覺的女王蜂行為程度就越高，兩者之間具有顯著的正相關；與女性部屬交換關係品質越低的女性主管，其女性部屬知覺的女王蜂行為程度也會越高，兩者之間具有顯著的負相關。此外，女性主管的婚姻狀況以及其所處的部門男女比例，對於女性主管的傳統傾向與女性部屬知覺的女王蜂行為之間，具有顯著的調節效果。面對職場裡的女王蜂症候群，本研究亦對其背後的管理意涵做出討論，並給予實務上的建議與未來的研究方向。

The purpose of this study is to explore the relationship between the attitudes toward women of female managers, the quality of leader-member exchange between female managers and their female subordinates, and female managers’queen bee behavior which female subordinates perceived. Moreover, this study examined seven related moderator variables within the relationship between the attitudes toward women of female managers and their queen bee behavior female subordinates perceived. We collected 140 matched questionnaires from female managers and one of their random female subordinates as a complete set in various industries, and 129 of 140 sets are valid. Our results showed that the attitudes toward women of female managers had a significant positive relationship with queen bee behavior female subordinates perceived, which means the more traditional attitudes toward women female managers hold, the higher degree queen bee behavior their female subordinates perceived. Besides, we found a significant negative relationship between the quality of leader-member exchange between female managers and their female subordinates, and queen bee behavior female subordinates perceived, which indicates the lower the exchange quality between female managers and their female subordinates, the higher degree queen bee behavior female subordinates perceived. And we also found that marital status of female managers and the female portion in their departments moderated the relationship between the attitudes toward women of female managers and queen bee behavior female subordinates perceived. Further practical implications and suggestions are also discussed in this study.

目 錄
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 3
第四節 研究流程 4
第二章 文獻探討與研究假設 5
第一節 女王蜂症候群 5
第二節 領導部屬交換理論 10
第三節 調節變項 17
第三章 研究方法 21
第一節 研究架構 21
第二節 研究假設 22
第三節 研究變項的操作型定義與測量方式 23
第四節 研究對象與資料蒐集 31
第五節 資料分析方法 35
第四章 研究結果 36
第一節 研究變項之相關性分析 36
第二節 女性主管傳統傾向與女性部屬知覺女性主管的女王蜂行為 38
第三節 女性主管與女性部屬的交換關係與女性部屬知覺女性主管的女王蜂行為 40
第四節 調節變項的檢驗 42
第五章 結論與建議 55
第一節 研究結論與管理意涵 55
第二節 實務建議 58
第三節 研究限制與未來研究建議 60
參考文獻 62
附錄一：女性角色態度之原始量表(AWS) 71
附錄二：領導部屬交換關係之原始量表(LMX) 73
附錄三：女性主管問卷 74
附錄四：女性部屬問卷 77

一、中文文獻

邱皓政，2010，量化研究與統計分析，台北：五南。

馬秀蘭、吳德邦編著，2002，統計學-以SPSS for Windows 為例，台北：新文京。

許靜怡，2000，LMX 關係品質之質性研究，中正大學企業管理研究所碩士論文。

陳文清譯，2007，Earl Babbie著，社會科學研究方法，台北：雙葉書廊。

陳瑩綻，2005，LMX本土問卷建構與驗證，國立中正大學企管所碩士論文。

劉佩玲，2007，甄選面談的女王蜂症候群存在嗎？哪些人存在呢？—以大學教師 為實證範本，清雲科技大學經營管理研究所碩士論文。

蔡文輝，1989，社會學理論(六版)，台北：三民。

蔡育哲，2007，轉換型領導與個人組織公民行為之關聯性研究—以員工工作靈性及領導部屬交換關係為中介變項，國立台灣科技大學企管所碩士論文。

蔡叔倩，2009，情緒智商、性別歧視、變革領導及LMX對女性領導效能之影響，國立成功大學高階管理碩士在職專班論文。

鄧慧文，1996，主管性別、應徵者性別與晉升潛能對甄選決定的影響，政治大學心理所碩士論文。

藍育慧，1989，台灣地區三級以上教學醫院護理領導階層女王蜂特質之探討，公共衛生，第15卷，第4期，415-430頁。

二、英文文獻

Adebayo, D.O., & Udegbe, I.B., 2004, Gender in the Boss-subordinate Relationship: A Nigerian Study, Journal of Organizational Behavior, Vol. 25, pp. 515-525.

Aiken, L.S., & West, S.G. 1991, Multiple Regression Testing and Interpreting Interaction, Newbury Park, CA: Sage Publications.

Allison, S.T., Messick, D.M., & Goethal, G.R., 1989, On Being Better but Not Smarter Than Others: The Muhammed Ali Effect, Social Cognition, Vol. 7, pp. 275-295.

Baird, J.E., 1976, Differences in Group Communication: A Review of Relevant Research, Quarterly Journal of speech, Vol. 62, pp. 180-192.

Baron, R.M., & Kenny, D.A. 1986, The Moderator-mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations, Journal of Personality and Social Psychology, Vol. 51, No. 6, pp. 1173-1182.

Baron, R.X., Burgess, M.L., & Kao, C.F., 1991, Detecting and Labeling Prejudice: Do Female Perpetrators go undetected? , Group and Organizational Studies, Vol. 14, pp. 234-249.

Bauer, T.N., & Green, S.G., 1996, Development of Leader-Member Exchange: A Longitudinal Test, The Academy of Management Journal, Vol. 39, No. 6, pp. 1538-1567.

Beggan, J.K., Messick, D.M., & Allison, S.T., 1988, Social Values and Egocentric Bias: Two Tests of the Might over Morality Hypothesis, Journal of Personality and Social Psychology, Vol. 55, pp. 606-611.

Brown, V., & Geis, F.L., 1984, Turning Lead into Gold: Evaluations of Men and Women Leaders and the Alchemy of Social Consensus. , Journal of Personality and Social Psychology, Vol. 46, pp. 811-8244.

Burns, J.Z., & Otte, F.L., 1999, Implications of Leader-member Exchange Theory and Research for Human Resource Development Research, Human Resource Development Quarterly, Vol. 10, pp. 225-247.

Byrne, D., 1971, The Attraction Paradigm, New York: Academic.

Cooper, V.W., 1997, Homophily or the Queen Bee Syndrome: Female Evaluation of Female Leadership, Small Group Research, Vol. 28, No. 4, pp. 483-499.

Dansereau, F., Cashman, J., & Graen, G. B., 1973, Instrumentality Theory and Equity Theory as Complementary Approaches in Predicting the Relationship of Leadership and Turnover among Managersm, Organizational Behavior and Human Decision Process, Vol. 2, pp. 184-200.

Davidson, M.and Burke, R.J.(Eds), 2000, Women in Management: Current Research Issues, Paul Chapman Publishing, London.

Dienesch, R.M., & Liden, R.C., 1986, Leader-Member Exchange Model of Leadership: A Critique and Further Development, Academy of Management Review, Vol. 11, pp. 618-634.

Eisenman, R., 1991, Gender and Racial Prejudice of Conservative College Women, Psychological Reports, Vol. 68, pp. 450.

Ellemers, N., 1993, Social Identity and Gender: The Dilemma of Successful Women, Tijdschrift voor Vrouwenstudies, Vol. 14, pp. 322-336.

Ellemers, N., 2001, Individual upward mobility and the perceived legitimacy of intergroup relations, In Jost, J.T., & Major, B.(Eds), The Psychology of legitimacy: Emerging Perspectives on ideology, Justice, and intergroup relations(pp. 205-222), New York, NY, US: Cambridge University Press.

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, Vol. 43, pp. 313-338.

Ely, Robin J., 1994, The Effects of Organizational Demographics and Social Identity on Relationships among Professional Women, Administrative Science Quarterly, Vol. 39, pp. 203-238.

Engle, E.M., & Lord, R. G., 1997, Implicit Theories, Self-schemas, and Leader-member Exchange, Academy of Management Journal, Vol. 40, pp. 988-1010.

Festinger, L., 1954, A Theory of Social Comparison Processes, Human Relations, Vol. 7, pp. 117–140.

Gerstner, C.R., & Day, D.V., 1997, Meta-Analytic Review of Leader-Member Exchange Theory: Correlates and Construct Issues, Journal of Applied Psychology, Vol. 82, pp. 827-844.

Goldberg, P.A., 1968, Are Women Prejudiced against Women? Transaction, Vol. 61, pp. 28-30.

Graen, G.B., & Scandura, T.A., 1987, Toward a Psychology of Dyadic Organizing. In L.L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior, Vol. 9, pp. 175-208, Greenwich, CT: JAI Press.

Graen, G.B., & Scandura, T.A., 1987, Toward a Psychology of Dyadic Organizing, Research in Organizational Performance, Vol.30, pp. 109-131.

Graen, G.B., & Uhl-Bien, M., 1995, Development of LMX Theory of Leadership over 25 years: Applying a Multi-level-multi-domain Perspective, Leadership Quarterly, Vol. 6, pp. 210-247.

Graen, G.B., 1976, Role Making Process Within Complex Organization, In M.D. Dunnette(Ed.), Handbook of Industrial and Organizational Psychology, pp. 1201-1245.

Graen, G.B., & Cashman, J.F., 1975, A Role-making Model of Leadership in Formal Organizations: A Development Approach, Organization and Administrative Sciences, Vol. 6, pp. 143-165.

Green, S.G., Anderson, S.E., & Shivers, S.L.,1996, Demographic and Organizational Influences on Leader-member Exchange and Related Work Attitudes, Organizational Behavior and Human Decision Processes, Vol. 66, pp. 203-214.

Greer, G., 2000, The Whole Women, Anchor, London.

Gutek, B.A., Cohen, A.G., & Tsui, A., 1996, Reaction to Perceived Sex Discrimination, Human Relations, Vol. 49, No. 6, pp. 791-813.

Halsey, S., 1978, The Queen Bee Syndrome: One solution to Role Conflict for Nurse Managers, Appleton-Century-Crofts, New York.

Hansen, G.L., 1982, Reactions to Hypothetical, Jealousy Producing Events, Family Relations Journal of Applied Family and Child Studies, Vol. 31, pp. 515-518.

Hansen, G.L., 1985, Dating Jealousy among College Students, Sex Roles, Vol. 12, pp. 713-721.

Hardin, J.R., Reding, K.F., & Stocks, M.H., 2002, The Effect of Gender on the Recruitment of Entry-level Accountants, Journal of Managerial Issues, Vol.14, No. 2, pp. 251-266.

Heilman, M.E., & Herlihy, J.M., 1984, Affirmative Action, Negative Action? Some Moderating Conditions, Organizational Behavior and Human Performance, Vol.33, pp. 204-213.

Ibarra, H., 1992, Homophily and Differential Returns: Sex Differences in Network Structure and Access in an Advertising Firm, Administrative Science Quarterly, Vol. 37, pp. 422-447.

Joseph, R., 1985, Competition between Women, Psychology: A Quarterly Journal of Human Behavior, Vol. 22, pp. 1-12.

Kim de Groot, 2008, Queen Bee or not Queen bee, That is the Question? Increasing Insight into Factors that Bring about the Queen Bee Syndrome, Unpublished master thesis, Leiden University, London.

Knight, M.A., 1992, The Queen Bee Syndrome: Has It Really Disappeared? Journal of Nursing Administration, Vol. 22, Issue 2, pp. 8.
Larwood, L., & Blackmore, J, 1978, Sex Discrimination in Managerial Selection Testing Predictions of the Vertical Dyad Linkage Model, Sex Roles, Vol.4, No. 3, pp. 359-367.

Lewis, J.D., & Weigert, A., 1985, Trust as Social Reality, Social Forces, Vol. 63, pp. 967-985.

Liden, R.C., & Mitchell, T.R., 1989, Ingratiation in the Development of Leader-member Exchanges, In R.A. Giacalone & P. Rosenfeld (Eds.), Impression management in the organization: 343-361, Hillsdale, NJ: Erlbaum.

Liden, R.C., Wayne, S.J., & Stilwell, D., 1993, A Longitudinal Study on the Early Development of Leader-member Exchanges, Journal of Applied Psychology, Vol. 78, pp.662-674.

Mathison, D.L., Sex Differences in the Perception of Assertiveness among Female Managers, The Journal of Social Psychology, Vol. 126, No. 5, pp. 599-606.

Mathur-Helm, B., 2005, Equal Opportunities and Affirmative Action for South African Women: a Benefit or Barrier? Women in Management Review, Vol. 20, No. 1, pp. 56-71.

Mavin, S., 2006, Venus Envy: Problematizing Solidarity Behavior and Queen Bees, Women in Management Review, Vol. 21, No. 4, pp. 264-276.

Mayer, R.C., Davis, J.H., & Schoorman, F.D., 1995, An integrative Model of Organizational Trust, Academy of Management Review, Vol. 20, pp. 709-734.

Meglino, B.M., Ravlin E.C., & Adkins, C.L., 1989, A Work Values Approach to Corporate Culture: A Field Test of the Value Congruence Process and its Relationship to Individual Outcomes, Journal of Applied Psychology, Vol. 74, pp. 424-432.

Miller, G., & McReynolds, M., 1973, Male Chauvinism and Source Competence: A Research Note, Speech Monographs, Vol. 40, pp. 154-155.

Olga E., & Robin M., 1999, The Impact of Relational Demography on the Quality of Leader-member Exchanges and Employees’Work Attitudes and Well-being, Journal of Occupational and Organizational Psychology, Vol. 72, pp. 237-240.

Paludi, M.A., & Bauer, W.C., 1983, Goldberg Revisited: What’s in an Author’s name? Sex Roles, Vol. 9, pp. 387-390.

Paludi, M.A., & Strayer, L.A., 1985, What’s in a Name? Differential Evaluations of performance as a Function of author’s name, Sex Roles, Vol. 12, pp. 353-361.

Ragins, B.R., & Scandura, T.A., 2011, Gender Differences in Expected Outcomes of Mentoring Relationship, The Academy of Management Journal, Vol. 37, No. 4, pp.957-971.

Rose, G.L., & Stone, T.J., 1978, Why Good Jib Performance may (not) be Rewarded: Sex Factors & Career Development, Journal of Vocational Behavior, Vol.12, pp. 197-207.

Schieman, S., & McMullen, T., 2008, Relational Demography in the Workplace and Health: An Analysis of Gender and the Subordinate-superordinate Role-set, Journal of Health and Social Behavior, Vol. 49, No. 3, pp. 286-300.

Schriesheim, C.A., & Hinkin, T.R., 1990, Influence Tactics Used by Subordinates: A Theoretical and Empirical Analysis and Refinement of the Kipnis, Schmidt, and Wilkinson Subscales, Journal of Applied Psychology, Vol. 75, pp. 246-257.

Schriesheim, C.A., Castro, S.L., & Cogliser, C.C., 1999, Leader-Member Exchange (LMX) Research: A Comprehensive Review of Theory, Measurement, and Data-Analytic Practices, Leadership Quarterly, Vol. 10, pp. 63-113.

Snyder, R.A. & Bruning, N.S., 1985, Quality of Vertical Dyad Linkages: Congruence by Supervisor and Subordinate Competence and Role Stress as Explanatory Variables, Group Organization Management, Vol. 10, No. 1, pp. 81-94.

Spence, J.T., Helmreich, R., & Stapp, J., 1973, A Short Version of the Attitudes toward Women Scale(AWS), Bulletin of Psychonomic Society, Vol. 2, pp. 219-220.

Staines, G., Tavris, C., & Jayaratne, T.E., 1974, The Queen Bee Syndrome, Psychology Today, Vol. 8, pp. 55-60.

Starr, K., 2001, What Makes Management Experience Different for Women? Secrets Revealed through the Structure of Cathexis, paper presented at the Rethinking Gender, Work and Organization Conference, June, Keele.

Tajfel, H., & Turner, J., 1979, An Integrative Theory of intergroup Conflict, In W.G. Austin & S. Worchel(Eds.), The Social Psychology of Intergroup Relations(pp. xx-xx), Monterey, CA: Brooks Solidus Cole.

Terborg, J.R., 1977, Women in Management: A research Review, Journal of Applied Psychology, Vol. 62, pp. 647-664.

Toder, N.L., 1980, The Effect of the Sexual Composition of a Group on Discrimination against Women and Sex-role Attitudes, Psychology of Women Quarterly, Vol. 5, pp. 292-310.

Tsui, A.S. & O’Reilly, C.A.Ⅲ, 1989, Beyond Simple Demographic Effects: The Importance of Relational Demography in Superior-subordinate Dyads, Academy of Management Journal, Vol. 23, pp. 402-423.

Turban, D.B., & Jones, A.P., 1988, Supervisor-subordinate Similarity: Types, Effects and Mechanisms, Journal of Applied Psychology, Vol. 73, pp. 228-234.

Wayne, S.J., & Ferris, G.R., 1990, Influence Tactics, Affect, and Exchange Quality in Supervisor-subordinate Interactions: A Laboratory Experiment and Field Study, Journal of Applied Psychology, Vol. 75, pp. 487-499.

Wayne, S.J., Liden, R.C., & Sparrowe, R.T.,1994, Developing Leader-member Exchanges: The Influence of Gender and Ingratiation, American Behavioral Scientist, Vol. 37, pp. 697-714.

Wayne, S.J., Shore, L.M., & Liden, R.C., 1997, Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective, Academy of Management Journal, Vol. 40, pp. 82-111.

William, R.N., De la Cruz, X., & Hintze, W.J., 1989, The Stereotypical Nature of Stereotyping, Journal of Social Psychology, Vol. 129, No. 3, pp. 397.