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In the published article, there was an error in Research investigating sex effects in non-human mammals, paragraph 5. We omitted a few words in two places of the same sentence. The sentence previously stated: “Several papers in this Research Topic investigated whether the degree of dominance of females over males depends on morphological, demographic or ecological factors such as relative body size, adult sex ratio, sexual maturity or mating season.” The corrected sentence appears below: “Several papers in this Research Topic investigated whether the degree of dominance of females over males depends on morphological, demographic, ecological or social factors such as relative body size, adult sex ratio, sexual maturity, mating season or social support.” In the published article, there was an error in Research investigating sex effects in non-human mammals, paragraph 7. We omitted a full sentence citing the results of one study of the Research Topic. This sentence previously stated: “Conversely, Koenig et al. show in wild gray langurs that male dominance appears inflexible across contexts, and that the rare events of female aggression toward males are aimed at infant protection, while most male aggression towards females occur in a feeding context. This work suggests that intersexual feeding competition may contribute to shaping male-female relationships.” The corrected sentence appears below: “Conversely, Koenig et al. show in wild gray langurs that male dominance appears inflexible across contexts, and that the rare events of female aggression toward males are aimed at infant protection, while most male aggression towards females occur in a feeding context. This work suggests that intersexual feeding competition may contribute to shaping male-female relationships. Moreover, McCormick et al. report support for the idea that sex differences in agonistic behavior as well as in social support both mediate female dominance over males in clans of spotted hyenas, even t

Women in leadership positions often face discrimination and negative gender stereotypes, particularly in male-dominated organisations. One way they cope with this is by displaying Queen Bee (QB) behaviour. Research has shown that male leaders can sometimes adopt a similar style of Alpha Male (AM) behaviour. The present study examined if it is the behaviour of the leader, or a combination of leader behaviour and gender, that impacts junior workers’ perception of the leader as a role model. The present study also examined if this perception of the leader as a role model impacts junior workers’ desire to work for the organisation. In the present study, 257 male and female participants read a fictitious interview with a male or female team leader. This leader either displayed QB/AM behaviour or non-QB/AM behaviour. Participants then answered questions regarding their perception of the leader as a role model and their interest in working at the organisation. Results showed that participants viewed leaders displaying QB/AM behaviour as poorer role models compared to those displaying non-QB/AM behaviour, regardless of leader gender. Participants also showed a greater desire to work at the organisation when the leader displayed non-QB/AM behaviour rather than QB/AM behaviour, and this was mediated by the perception of the leader as a role model. These findings show that simply having a leader of the same gender is not enough to attract junior workers, the behaviour of the leader is most important.

Work-life balance has become increasingly prominent in public disclosure and has been frequently discussed to be implemented in corporate settings, to enhance employee well-being. However, there is still a gap when it comes to applying theory into practice. Existing research on work-life balance has mostly focused on the role of support from colleagues and supervisors. By further examining the role of support, now in the presence of work priority norms, the present study aims to increase our understanding of its effect on work-life balance outcomes. Private life satisfaction, job satisfaction, job engagement and concealment of care responsibilities are the work-life balance outcomes being tested. Specifically, I expected that work priority norms will negatively impact the work-life balance outcomes, females are more likely to experience the negative outcomes more and emotional and instrumental support would attenuate the effects of work priority norms. Work priority norms and concealment of care responsibilities were the new addition to the existing research. The present study utilized secondary data collected from a sample of 1131 working adults, spanning various industries. As expected, results showed work priority norms were associated with lower job satisfaction, engagement and private life satisfaction, and emotional support marginally attenuated the impact of work priority norms on private life satisfaction. Contrary to our expectations, gender differences on work-life balance outcomes and significant interaction effects of instrumental and emotional support on other work-life balance outcomes couldn’t be drawn. Regardless of the results not being statistically significant, the results still provided a comprehensive understanding of the concept of work-priority norms and its correlation with work-life balance.

The study at hand sought to replicate the study of Derks et al. (2011b) and expand the literature on the queen bee (QB) phenomenon by examining the possible moderating role of system justification beliefs (SJB). As women continue to reach positions of power increasingly, the barriers put in place are becoming more evident. One barrier is related to the perception of gender bias and discrimination. Women who recognise gender bias and discrimination within their organisations could disengage themselves from other women to advance further (Derks et al., 2011a). This is also known as queen bee behaviour, and it can lead to women defending the status quo, enforcing gender stereotypes, and decreasing advancement opportunities for other women. In line with this, we hypothesized that the relationship between gender bias and QB behaviours would be stronger when women identified lowly with their gender, and when they have high SJB. The current study examined 96 female managers across different companies and nationalities through an online experiment where they were either reminded of the existence of gender bias or not. The findings were mixed for both hypotheses, where only the denial of discrimination was in line with expectations for the first hypothesis. Additionally, only ingroup distancing had a marginally significant interaction, but the main effects were insignificant, thus the second hypothesis was not supported. Recommendations for future research and practical implications are discussed.