Exploring women’s views on intra-gender dynamics in the workplace: A study of impact and change

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.