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The purpose of this paper is to highlight an emerging and evolving area within women’s careers literature – women’s opting-out and opting-in experiences. Highlights from several career theories, extant research, and a framework for women’s opting-out and opting-in experiences are discussed as well as future research considerations for women’s career breaks.

The present study provides the first synthesis of the theoretical and empirical work on women’s opting-out and opting-in experiences, by providing a framework that integrates existing research with the kaleidoscope career model. Published works from 1986 until the present were considered from psychology, management, sociology, and economics literatures.

This paper provides information about how women’s experiences of opting-out and opting-in to the workforce have emerged and evolved over the past few decades. Theoretical foundations, quantitative and qualitative research findings, and considerations for future research are discussed.

This paper is a useful source of information regarding an emerging and evolving area of studying within the women’s career literature. The paper discusses considerations for scholars and practitioners regarding developing, supporting, and retaining female talent amidst women’s career break experiences.

This paper provides an integrative framework that provides theoretical and empirical perspectives on the changing nature of women’s career values and choices, which influences their experiences of opting-out and opting-in to the workforce. Given both the changing demographics of the current workforce (e.g. increased women’s participation in the workforce) and women’s career values, research on women’s career breaks is warranted.

While previous research on opting out has been mainly about women who leave their careers altogether, the purpose of this paper is to follow a broader definition of opting out to investigate the process and experience of women developing agency as they leave masculinist career patterns to adopt alternative career solutions.

Building on an interdisciplinary framework and a narrative approach, this paper analyses the opting out and in processes of women managers in Finland and the USA.

This paper demonstrates four micro-strategies that the women used to develop individual agency in their processes of opting out of masculinist career models and opting in to alternative solutions for work. These micro-strategies are redefining career success, transcending boundaries, renegotiating working conditions and keeping in touch with professional networks.

Organisational leaders can use the knowledge of the strategies that empower women in their opting out processes when making decisions regarding working practices. In order to retain their employees, organisations should be supportive of employees’ individual agency and their participation in developing work structures, as well as providing more opportunities for two-way blurring between work and family instead of the current one-way blurring where work spills over to family life, increasing work-family conflict.

This paper develops a framework to better understand women’s agency during the process of opting out of corporate careers and opting in to solutions like part-time work and self-employment, deepening the current understanding of these solutions and presenting the micro-strategies they use to develop reflexive agency.

Commercial non‐solicited communications are a growing problem bringing calls for tighter anti‐Spam legislation. This paper compares the advantages and disadvantages of opt‐in and opt‐out schemes. An opt‐in scheme would provide the best protection for citizens’ privacy and property. However, the fragmented way in which EU legislation is being implemented shows how the geographic limitations of the legislation may make opt‐in partially useless and harmful for competition. This paper therefore concludes that opt‐out with “public” international lists are the best compromise.

The purpose of this study was to investigate the difference between South Africa (SA) and the United Kingdom (UK) in terms of data protection compliance with the aim to establish if a country that has had data protection in place for a longer period of time has a higher level of compliance with data protection requirements in comparison with a country that is preparing for compliance.

An insurance industry multi-case study within the online insurance services environment was conducted. Personal information of four newly created consumer profiles was deposited to 10 random insurance organisation websites in each country to evaluate a number of data privacy requirements of the Data Protection Act and Protection of Personal Information Act.

The results demonstrate that not all the insurance organisations honored the selected opt-out preference for receiving direct marketing material. This was evident in direct marketing material that was sent from the insurance organisations in the sample to both the SA and UK consumer profiles who opted out for it. A total of 42 unsolicited third-party contacts were received by the SA consumer profiles, whereas the UK consumer profiles did not receive any third-party direct marketing. It was also found that the minimality principle is not always met by both SA and UK organisations.

As a jurisdiction with a heavy stance towards privacy implementation and regulation, it was found that the UK is more compliant than SA in terms of implementation of the evaluated data protection requirements included in the scope of this study, however not fully compliant.

Based upon the results obtained from this research, it suggests that the SA insurance organisations should ensure that the non-compliance aspects relating to direct marketing and sharing data with third parties are addressed. SA insurance companies should learn from the manner in which the UK insurance organisations implement these privacy requirements. Furthermore, the UK insurance organisations should focus on improved compliance for direct marking and the minimality principle. The study indicates the positive role that data protection legislation plays in a county like the UK, with a more mature stance toward compliance with data protection legislation.

The purpose of this research is to study the impact of reading a web site's privacy statement on the perceptions of control over privacy and trust in a cyber merchant.

Two experiments were designed to monitor the actual reading of the privacy statement. Study one compares the influence of actual reading with self‐reported claims. Study two manipulated the format of the privacy statement (opt‐in or opt‐out) and included a control condition to assess the influence of the presence of a privacy statement and the influence of the format on the dependent variables.

The findings show that the mere presence of a privacy statement has a positive influence on perceived control. However, reading the privacy statement does not necessarily have a positive influence on perceived control and trust, contrary to commonly held assumptions. Participants who read the opt‐in format felt significantly more control and trust than the participants who read the opt‐out format. The opt‐out format decreases perceived control compared with the group that did not read the privacy statement when it was available.

The sample size for both experiments was relatively modest, which limits the generalisability of the findings.

Cyber merchants should devote particular attention to the strategic role of the format of the privacy statement.

In contrast to other studies that relied on surveys, this paper assesses the impact of the actual reading of the privacy statement via an experimental approach. Moreover, the impact of the format of the privacy statement has been empirically tested.

This paper considers the phenomenon of “opting out” from an intersectional lens, bringing in hitherto undertheorized dimensions of gender, race and power into the conversation related to why and how some women of color may make the “choice” to leave an organization.

Through a single case study approach, our research elucidates how identity-connected experiences unconnected to work/life balance constraints and tensions caused one immigrant woman of color to leave the workplace. We expand upon the current use of intersectionality in management and organization studies by applying it as a lens to bring into consideration power relations in organizations and structural inequality as the context for understanding why and how some women of color may leave their places of employment.

Based on our in-depth case study, we demonstrate that microaggressions, power relations, and structural inequities contribute to some women of color opting out.

This paper is of value to scholars interested in intersectionality framework applications.

Worldwide efforts to identify individuals infected with the hepatitis C virus (HCV) focus almost exclusively on community healthcare systems, thereby failing to reach high-risk populations and those with poor access to primary care. In the USA, community-based HCV testing policies and guidelines overlook correctional facilities, where HCV rates are believed to be as high as 40 percent. This is a missed opportunity: more than ten million Americans move through correctional facilities each year. Herein, the purpose of this paper is to examine HCV testing practices in the US correctional system, California and describe how universal opt-out HCV testing could expand early HCV detection, improve public health in correctional facilities and communities, and prove cost-effective over time.

A commentary on the value of standardizing screening programs across facilities by mandating all facilities (universal) to implement opt-out testing policies for all prisoners upon entry to the correctional facilities.

Current variability in facility-level testing programs results in inconsistent testing levels across correctional facilities, and therefore makes estimating the actual number of HCV-infected adults in the USA difficult. The authors argue that universal opt-out testing policies ensure earlier diagnosis of HCV among a population most affected by the disease and is more cost-effective than selective testing policies.

The commentary explores the current limitations of selective testing policies in correctional systems and provides recommendations and implications for public health and correctional organizations.

This paper aims to investigate how location-based advertising (LBA) elicits in-store purchase intention. To deepen the understanding of LBA’s effect on consumers’ purchase decision, the research examines the role of consumers’ time consciousness in click intention in pull or opt-out LBA approaches. The study also explores how consumers react to LBA with an asymmetric dominance decoy versus a compromise decoy message.

Two field experiments were conducted, and a total of 363 volunteers within 3 km of a shopping mall participated. The participants were asked to turn on their global positioning system and then informed that a convenience store was planning to launch a mobile coupon subscription service. Data collected were analysed using analysis of variance, regression analysis, bootstrapping and spotlight tests.

The results demonstrate that consumers had a higher intention to click pull LBA than to click opt-out push LBA. Consumers with high time-consciousness had greater click intentions for pull LBA than for opt-out push LBA. Consumers with low time-consciousness, however, showed no difference in click intention for either LBA approach. Further, click intention mediates the effect of LBA on in-store purchase intention, and the asymmetric dominance decoy message is a more powerful strategy for LBA to increase the likelihood of in-store purchase.

This research provides insight into location-based services marketing by revealing how time-consciousness and decoy promotional messages affect consumers’ reaction to LBA and in-store purchase intentions. The findings offer practical suggestions for retailers on how to reach and engage with consumers more effectively through the use of LBA.

This study aims to explore the reasons why women are leaving the workplace. Are they opting out of the workforce to stay at home with their children as current media reports suggest, or are the reasons more complex as the Kaleidoscope Career Model (KCM) suggests? A second objective is to examine whether or not women's primary career motives change over time as predicted by the KCM. Lastly, the potential barriers or boundaries faced by women pursuing boundaryless careers will be identified.

A survey was sent to 2,000 randomly selected women graduates of an international business school located in the USA. The response rate was 25 percent, or 497 women.

The results revealed that 47 percent of the women surveyed had stopped working at some point in their career. Numerous reasons were cited for leaving. Only 35 percent of the women who stopped working cited rearing children as their sole reason for opting out. Sixty‐two percent of the women reported that their career focus had changed. In line with the KCM predictions, mid‐career women were most interested in finding balance in their lives and the desire for authenticity increased across the lifespan. Finally, 70 percent of the women who left eventually returned to work, debunking the myth that women opt out and do not return to the workforce. Our findings show that there are barriers that make it difficult to move across organizations, especially if time is taken off between jobs.

All of the respondents in this study have a graduate degree in international business; thus, the results may have limited generalizability to other populations. Nonetheless, this study provides valuable data that helps us to better understand the complexities of women's career paths.

This study makes contributions to two different areas of career theory. First, it provides one of the first empirical tests of the KCM. In addition to showing that women are leaving companies for more complex reasons than for family reasons alone, it also shows that women's primary career motives shift over time in the manner predicted by the KCM. Second, the study contributes to the literature on boundaryless careers by showing that there are in fact barriers or boundaries faced by women attempting to pursue careers across organizations.

This article gives an in‐depth examination of the Securities and Exchange Commission's new Regulation S‐P. This rule implements the privacy requirements of last year's financial modernization legislation, better known as the Gramm‐Leach‐Bliley Financial Services Modernization Act. That legislation contains a Title designed to protect the financial privacy of consumers. Regulation S‐P is the SEC's Implementation of that provision. The authors walk the reader through this regulation and its application in some detail. You cannot practice in this industry without a familiarity of Regulation S‐P. This article will take you very far along that path.