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Chinese women are often perceived as passive, submissive, lacking aggressiveness and a drive to be successful managers. Using a previously validated culturally modified Miner Sentence Completion Scale‐H (for hierarchic), this study compares the motivation to manage a sample of 156 BBA and MBA students in Hong Kong. Results indicate no significant differences between the scores of males and females on the total MSCS‐H or its components, including assertiveness and competitiveness. Gender role differences are not supported by differences in managerial motivation of Hong Kong business students.

Recent evidence from glass cliff research suggests that women are more willing than men to accept risky leadership positions. The purpose of this paper (based on three studies) is to reveal and resolve the apparent paradox that women are more risk averse than men yet end up in risky leadership positions.

In Study I, risk attitudes of 125 participants were surveyed to understand gender differences in risk taking. In two experimental vignette studies, 119 university students (Study II) and 109 working adults (Study III) were offered a leadership position in either a risky or successful company and asked to rate their willingness to accept the job.

Together, the results showed that although women are generally more risk averse than men, women who scored low on career self-efficacy were more likely to perceive a risky job as a promotional opportunity and were therefore more willing to accept such a job. These findings shed light on the role of women’s career decision making in the glass cliff phenomenon.

Glass cliff research has focused almost exclusively on organizational decision makers. The authors aim to better understand the glass cliff phenomenon by incorporating the perspective of job seekers.

This study seeks to examine how individual and organizational characteristics as well as attitudinal factors can affect the network composition of female managers. Another of its objectives is to examine the effect of cross‐gender network on the quit intention of female managers.

A survey questionnaire was administered, seeking information on the personal characteristics and attitudes of the 91 managers, the characteristics of the organization for which the respondent works, and the network characteristics of the respondents in Hong Kong.

The results show that positive attitudes towards women's leadership qualities and higher ratio of females in top management positions are associated with a lower cross‐gender instrumental network for females. Perceived discrimination or being married encourages female managers to seek a cross‐gender network. Cross‐gender networks reduce the quit intentions of female managers.

The study offers a better understanding of how networks change involves an examination of both the characteristics of the network holder and the larger context in which the network holder is located. It contributes to the scant evidence on the consequences of cross‐gender networking for female managers in the Chinese context.

The rapid economic growth and industrialization of Hong Kong has created more job opportunities for women; nearly one‐in‐two have jobs. Women comprised 37 per cent of Hong Kong′s total work‐force, but held only 20 per cent of the managerial positions. Discusses the general working environment of women in management, wage differentials, sexual segregation, discrimination and perception and attitudes towards women as managers. Looks at the problems and difficulties encountered by women who enter management and gives recommendations for women aspiring to management positions.

Charts the rise of women into sales manager positions in the US and looks at the general traits which help females in such roles. Cites that women have more trouble being accepted in sales roles when selling to other countries. Focuses upon the People’s Republic of China and presents the finding of a study of 266 field sales personnel across the republic. Suggests that there are still a number of difficulties for businesses, but provides some ideas for consideration.

This study investigates Egyptian society’s attitudes towards women who work held by a sample of 217 participants. The subjects completed the newly developed multidimensional aversion to women who work scale (MAWWWS). The study validates the scale in a non‐western context. The results reveal that, contrary to our expectation, Egyptian students have very similar attitudes towards women who work to those of the older generations. There are significant differences between males’ and females’ perceptions towards women’s roles and participation in society. The study predicts that modernity may diminish patriarchal attitudes towards women in Arab societies. Finally, the study detects no significant difference between Muslims and non‐Muslims in Egypt regarding their attitudes towards women who work.

The purpose of this paper is to develop a new measure called the Career Pathways Survey (CPS) which allows quantitative comparisons of women's beliefs about glass ceilings.

A 34‐item version of the CPS was completed by 243 women from all levels of management, mostly in Australia. An expanded 38‐item CPS was administered to another sample of women (n=307).

Analyses of data from both studies yielded a four factor model of attitudes to glass ceilings: resilience, acceptance, resignation and denial. The factors demonstrated good internal consistency.

The CPS allows a comparison of positive attitudes towards seeking promotions via resilience and denial scores, and provides feedback on negative attitudes towards seeking promotions via resignation and acceptance scores.

This new measure can be recommended for studies of women's and men's attitudes towards gender inequality in organizational leadership. Also, it could play a role in identifying sexist cultures in organizations.

Because of the scarcity of measures of glass ceiling beliefs, this study makes a major contribution to the literature on women's beliefs about barriers to career advancement.

For Chinese women to progress, attention must be paid to alleviating the burden of the dual role of parenting and work responsibilities. The current situation, with the working woman having to accept that cultural values still make child care her responsibility, means that Hong Kong businesses can still use women to fill their basic labour requirements — a cheap, readily available labour force content to stay in factory situations. Comprehensive equal pay legislation is still required and amendment to the tax laws so that married women are not considered as appendages to their husbands. The China‐British agreement for the future of Hong Kong after the 1997 territory lease expiry should open doors for women politically, since a major goal for the intervening years is preparation for administration by local Chinese.

The purpose of this paper is to fill a gap in the literature on women who work in the Arab Muslim context, reflecting on the experience of Saudi Arabia.

A sample of 301 male participants completed the newly developed multidimensional aversion to women who work scale (MAWWWS).

The paper reveals that Saudi males report very traditional attitudes towards working females. Moreover, the single, unemployed, young and educated Saudi males report less traditional attitudes towards working females compared with married, employed, old, and less educated ones. Age was found to the most important predictor of the males' attitudes towards working females.

The paper contributes to the knowledge in several grounds. First, it validates the MAWWW scale in a Muslim Arab country, Saudi Arabia. Second, it contributes to the knowledge of the topic of women's employment in Saudi Arabia, which is understudied in academia.

The purpose of this study is to test the concurrent criterion validity of a new measure, the Career Pathways Survey (CPS) by exploring how women's glass ceiling beliefs are related to five major indicators of subjective career success: career satisfaction, happiness, psychological wellbeing, physical health and work engagement (WE).

Data from a cross‐sectional study of 258 women working in Australian organizations were analyzed. The participants completed the CPS and measures of subjective career success. The CPS assesses four sets of beliefs about glass ceilings: denial, resilience, acceptance and resignation.

Regression analyses showed denial was positively associated with career satisfaction and WE; resignation was negatively related to happiness and both emotional and physical wellbeing; resilience had positive relationships with happiness and WE; acceptance was negatively related to WE. The findings provide support for the hypotheses and the concurrent validity of the CPS.

Given the study uses a cross‐sectional design, causal directions found between variables are inferences. Further research with longitudinal and experimental studies is needed to provide support for these inferences.

Training programs to analyze glass ceiling beliefs after testing with the CPS may be a beneficial strategy to help women identify reasons for their career goals. Feedback from CPS testing might facilitate greater awareness of the causes of women's subjective success in organizations.

The paper is the first to shed light on the connections between these success variables and women's beliefs about glass ceilings.