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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.

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.

The purpose of this paper is to review many of the diverse metaphors and labels that are used to highlight insights into glass ceilings – the obstacles hindering women reaching the top levels of organizations.

The development of metaphors and labels related to theories about the causes and consequences of glass ceilings are discussed. They are classified according to whether or not they infer women play a role in creating glass ceilings.

It is concluded that most metaphor‐linked explanations focus on discrimination and prejudice towards women seeking leadership positions. A small number of metaphors target characteristics of women as causes for the gender inequality in leadership and upper management.

Even though there is a plethora of metaphors highlighting obstacles and prejudice against women leaders and several metaphors have been part of the popular lexicon for at least three decades, metaphors do not appear to have greatly helped to quicken the dismantling of glass ceilings.

This is a unique approach to reviewing literature in this area.

Previous attempts to enhance consumer loyalty have failed, including point reward schemes such as frequent fliers. In response to the poor performance of existing loyalty programs, this study explores an alternative way of actively influencing consumer loyalty and subsequent purchase behavior. A field experiment was conducted on 240 customers of a theater subscription, using a Solomon Four Group design to evaluate the impact of an intervention on loyalty and subsequent purchase behavior. The intervention increased levels of perceived approachability and responsiveness to customer voice. Initial results indicated that greater perceived approachability and responsiveness led to greater loyalty toward the theater, and greater purchase behavior.

The purpose of this study is to investigate the interactive effects of a firm’s strategic sustainability orientation (SSO) and customer relationship capital (CRC) on sustainable product design practices (SPDP).

The authors examine the interactive effects of two firm resources, namely, SSO and CRC, as they relate to SPDP, using survey data from 132 manufacturers in Malaysia.

The findings show that the effect of SSO on SPDP is stronger when CRC is low, than otherwise. The authors also find that the interactive effects of the firm-level resources stated above are stronger when customer pressures (CPs) are higher than when they are low.

The authors contribute to the literature by studying the effects of firm-level strategic resources and their interactions as they relate to SPDP. An important limitation of this research is the usage of single-source data and single-period data.

Managerially, this research provides new insights into how organizations should respond to CPs while understanding the counterintuitive but disabling effects of customer relationship assets.

The findings are important to society because most of the environmental impact arising from the production, consumption and disposal of products is a direct consequence of decisions made at the product design stage and an unintended consequence of the marketing decision-making processes that underlie marketing strategy formulation that fails to recognize ecosystems impact as a standard decision influence.

To the best of the authors’ knowledge, this research is the first to study the effects of firm-level strategic resources and their interactions as they relate to SPDP.

The purpose of this paper is to extend understanding of marketing in MENA by investigating how women entrepreneurs use social networking sites (SNS) in marketing their businesses in Lebanon.

To address contextual issues arising from research in this region, this study consists of a two-phase research design of, first, a panel of specialised business commentators and, second, digital qualitative data collection that enabled access to hard to reach informants.

The study reveals that the activities of women entrepreneurs are fundamentally enabled by SNS as it allows them to optimise their networks in prospecting, communicating and developing relationships with stakeholders. It also allows them to support the social fabric of the family unit by providing an extra source of income and facilitating connections.

This study draws on a single country within the MENA region; nonetheless, the analysis offers new and nuanced understanding to marketing of small businesses in uncovering how Lebanese women entrepreneurs are able to build and run their businesses using SNS.

This research demonstrates how women entrepreneurs can set up and run businesses using SNS to reach and extend their networks in a culturally diverse and growing economy. SNS provides an inclusive platform through which women build and run a small business.

This research responds to a World Development aim of studying the relationships between gender and trade such as women entrepreneurs using social technologies.

This research responds to a World Development aim of studying the relationships between gender and trade, here by investigating how women entrepreneurs set up and run small businesses enabled by SNS.