Gender stereotypes continue to exist and are transmitted through media, and through social, educational and recreational socialization, which promote gender prejudice and discrimination. This paper argues that contemporary management culture does not critically engage with the social theories of gender studies, which could help in developing gender-neutral affirmative action-oriented managerial perspectives. The paper outlines different aspects of gender stereotyping and their impact on women’s career progressions from a managerial perspective, which engages with the critical theories of gender studies. The paper contributes to existing literature by identifying the antecedents of gender stereotypes and their impacts on the career progressions of women in management. It advances theoretical understanding of three clear conceptual shifts, that is, (a) Women in Management, (b) Women and Management and (c) Gender and Management. The theoretical transition from Women in Management to Women and Management led to progressive conceptual shifts in management literature but gender stereotypes continue to exist in society.

Purpose This paper aims to provide a framework with the antecedents of women managers’ resilience in SMEs. Design/methodology/approach This developmental study uses a comprehensive literature review and a set of propositions to identify the antecedent of women managers’ resilience and develops a conceptual framework for resilience. Findings The results indicate that in addition to personal resilience traits, interactive engagement with the work environment, career adaptability and positive human resource management (HRM) interventions are the main antecedents of women managers’ resilience. Research limitations/implications This paper contributes to theory by providing a new perspective on the study of resilience as a process at the organisational level and as a trait at personal level. It contributes to the women employee-centric resilience discussion in HRM literature and explores the relationship between resilience and women managers’ career progression. This is a developmental study, and despite the strengths of the undertaken approach, there are a number of limitations due to the lack of empirical evidence. Therefore, future research activities should focus on validating the framework and determining any potential boundaries of this resilience framework. Practical implications The study reveals a number of practical implications leading to a recommended resilience toolkit for HR managers of organisations to develop and promote resilience in their women managers and aspiring managers. Social implications The social implications of this study include the social relationships within the work-setting, better employee engagement and interaction with the work environment and flexible career progression pathways. Originality/value The paper is based on rich conceptual and theoretical discussion that identifies the key antecedents of women managers’ resilience. The study also conceptually establishes the moderating relationship between women managers’ resilience and work stress and burnout.

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Over the past decade, a rising trend in female expatriates has caused organisations to rethink their perceptions with regard to women in international assignments [10,30].Although female expatriates are bound to confront the phenomenon of "glass ceiling" initially to be able to pursue managerial positions abroad, Adler argued that low percentage of female expatriates is a result of lack of organisational confidence on the women's abilities and due to discrimination against women in foreign culture [1]. Research on female expatriates has been dominated by issues in the genre of cross-cultural adjustment and adaption the issue of gender stereotyping being highly under researched [5,18,21].In this context, evidence from Agars confirms the under examination of gender stereotypes that contribute to discrepancies in gender distribution [2]. Hence the purpose of this study is to develop a preliminary model of research to analyse the crucial factors and underlying implications of gender stereotyping on female expatriates. The findings from the review on existing studies

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