本研究主要目的在於探討國內企業女性主管人員是否存有「女王蜂症候群（Queen Bee Syndrome）」(任職於原屬男性職業(如管理職位)的女性易顯出排斥同排競爭者的情結)的現象,以及這個現象對甄選決定的影響。研究者採用混合設計之實驗法，即以主管性別（男、女）、應徵者性別（男、女）及應徵者晉升潛能（高、低）等三個獨變項，並以主管對應徵者在有關甄選決定的評量項目為依變項（評量項目有：錄取可能性、資格符合程度、未來的工作績效現、晉升為經理的可能性、共事的愉快程度、以及建議應給予的起始薪資），，請參與受試之主管對所呈現之目標之物作甄選決定評量。最後再將研究結果進行統計分析，以瞭解這個變項對甄選決定的影響，以及驗證女性主管的「女王蜂症候群」現象。

參與本研究之有效受試樣本共152名（男性75名，女性77名）。研究程序以郵寄的方式將兩份研究問卷寄給企業人事單位或用人單位之主管，請主管收到問卷後填寫一份，另一份則請主管轉交給公司內另一名異性主管填寫，隨函附上回郵信封以便填答後寄回；另外，有些問卷則是透過研究者親友所認識的企業工作者，由他們攜問卷至公司後請該公司之男女主管各一名填寫，填寫完異後再郵寄或轉交給研究者。

研究結果發現，（一）.女性應徵者相較於男性應徵者而言，在被建議錄取的可能性、資格符合應徵職位的程度、被預期未來的工作績效表現、以及未來晉升為經理的可能性方面，女性應徵者所得的評價皆與男性應徵者相類似，但是女性應徵者被預期與其共事的愉快程度則是較男性應徵者佳。（二）.高晉升潛能應徵者被錄取的可能性較低晉升潛能應徵者大、高晉升潛能應徵者的資料被認為較符合應徵之職位、高晉升潛能應徵者的工作績效被預期將較優秀、而且未來晉升為經理的可能性也屬高晉升潛能應徵者較大。（三）.男女主管錄取應徵者的可能性、評量應徵者的資格符合應徵職位之程度、預期應徵者未來的工績效表現、未來晉升為經理的可能性、以及主管預期與應徵者共事的愉快程度並不會因為應徵者性別之不同而在評量分數間有差異。女性主管對女性應徵者的評量分數並未有低估情形。（四）.男女主管錄取男女應徵者的可能性、男女主管評量男女應徵者的資格符合應徵職業的程度、未來的工績效表現、晉升為經理的可能性、以及男女主管預期與男女應徵者共事的愉快程度之差異並不會受到應徵者晉升潛能高低之不同而不同。（五）.男女應徵者所得之起始薪資可說是相同而沒有顯著之異。

本研究最後乃針對不符合假設之結果提出討論，並提出本研究之建議，以供未來研究及企業應用之參考。

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