Committee Chair

Rausch, David W.

Committee Member

Taylor, Jessica N.; Crawford, Elizabeth K.; Slade, Izetta

Department

Dept. of Applied Leadership and Learning

College

College of Health, Education, and Professional Studies

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

The purpose of this mixed-methods study was to examine women’s intra-gender experiences in higher education workplaces and their perceived influence on future interactions and behaviors, as well as to explore potential relationships between relational aggression (RA) and the Queen Bee Phenomenon (QBP). Using the following research questions, the researcher examined how women perceive interactions with female supervisors, colleagues, and those exhibiting Queen Bee tendencies, as well as how such experiences influence their future workplace behaviors and interactions. RQ1: What have been the perceived experiences of women in higher education working with a female supervisor? RQ2: What have been the perceived experiences of women working with female colleagues in higher education? RQ3: Do women perceive their workplace interactions as being influenced by women who demonstrate Queen Bee tendencies? RQ4: What, if any, relationship exists between relational aggression and the Queen Bee Phenomenon as measured by the Relational Aggression Scale and Queen Bee Phenomenon Scale? Eighty non-teaching female professionals from secular higher education institutions across the United States (U.S.) electronically completed the QBPS and the RAS instruments. Seventeen participants subsequently participated in qualitative interviews to provide deeper insights into their lived experiences. Qualitative thematic analysis revealed the following themes: Research Question 1: power-guarding, support and empowerment, communication variability, people before position, gendered empathy, and validation-seeking; Research Question 2: peer support, mean girl dynamics, relational bonding, team solidarity, and student-driven collaboration; Research Question 3: leadership modeling, emotional impact, and resilient authenticity. A Kendall’s tau (τ) correlation analysis revealed two statistically significant relationships between RA and the QBP: perception of sacrifice and proactive indirect relational aggression (τ =.200, p =.018), and career engagement and reactive direct relational aggression (τ =.174, p =.035). The findings suggest that while women’s experiences vary, shared patterns reveal the ongoing influence of intra-gender dynamics on professional development opportunities and job satisfaction. Findings contribute to the growing understanding of women’s intra-gender relationships and the role of perception and reflection in workplace dynamics. By highlighting the complexity of women’s workplace relationships, this study underscores the importance of self-aware leadership and organizational practices that foster collaboration and a sense of belonging.

Acknowledgments

To the women I have worked with throughout my career who inspired this research: thank you for all the experiences, both good and difficult; I learned something valuable from each of you. I want to thank those who have supported me throughout my educational journey. This experience was not easy and has challenged me in ways I never expected. I have learned a great deal about myself, but it would not have been possible without the unwavering support of those who saw my potential and believed in me, even when I did not believe in myself. To my sister and best friend, Chelsie, your constant encouragement carried me through the hardest moments. Thank you for reminding me that I was capable, deserving, and enough. I wish you could stand beside me in this moment because this accomplishment is as much yours as it is mine. I will forever be indebted to you for your commitment to seeing me finish. To my daughters, Presley and Norah, thank you for your patience and grace as I’ve missed moments in your lives. I hope you always remember that nothing worth having comes easy, and that you saw me pushing through even when it was hard. And thank you for always asking when I was going to be finished writing the “big paper”; you reminded me daily of why this mattered. To my husband, Jamie, thank you for stepping in, picking up the slack, and giving me the time and space to pursue this dream, even when it meant sacrifice. To my family and friends, thank you for your kindness and encouragement throughout the many years it took to complete this program and manuscript. You never gave up on me, and I am grateful for every word of support along the way. To my committee, thank you for your time, feedback, and patience throughout this process. I appreciate each of you. And finally, to my cohort mates in C14, thank you for your friendship and support. Never did I imagine, when we began this journey many years ago, that the encouragement of each of you would still surround me. I believe in all of you and am grateful for your continued friendship. I look forward to celebrating your milestones just as you have celebrated mine.

Degree

Ed. D.; A dissertation submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Doctor of Education.

Date

5-2026

Subject

Gender identity in the workplace--Psychology--United States; Women in higher education--United States

Keyword

Queen Bee Phenomenon; Relational Aggression; Women in the Workplace; Workplace Relationships; Intra-Gender Dynamics; Mean Girls

Discipline

Industrial and Organizational Psychology

Document Type

Doctoral dissertations

DCMI Type

Text

Extent

xiii, 135 leaves

Language

English

Rights

http://rightsstatements.org/vocab/InC/1.0/

License

http://creativecommons.org/licenses/by/4.0/

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