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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.

This paper aims to explore the position of Arab women in management by examining the existing research on gender and management in the Arab region in order to obtain an overall picture of the advancement of Arab women in their professional lives, point out coherent clusters of research and identify knowledge gaps in existing research.

The study conducts a content analysis of academic articles in order to provide a quantitative as well as qualitative thematic overview of the topics emerged from the literature.

The statistical analysis of researches shows that, the topic of women in management is gaining more importance. The thematic overview of researches shows that authors have concentrated only on few and very broad topics, without much diversity or depth.

The paper provides practitioners some understanding of the position of Arab women in management and factors that influence their professional lives. The paper sets a solid base of previous studies for future researchers studying women in management in the Arab region.

The paper might be considered as the first study to give a systematic overview of the literature on women in management in the Arab region.

The purpose of this study is to explore how women managers in the United Arab Emirates account for and construct their career development.

A narrative approach is adopted for analyzing in‐depth interviews with 15 women managers in the United Arab Emirates.

The study produced a typology distinguishing four types of career development among women managers in the United Arab Emirates: progressive, moderate, facilitated and idealistic. The results suggest that social status and family connections can play a significant role in women's career development.

The value of this paper is two‐fold. First, it contributes to the previously under‐researched topic of the careers of Arab women managers. Second, it emphasizes the importance of societal context when studying women's careers in the Middle East.

The purpose of this paper is to explore how Arab women managers construct their social identities through the meanings they ascribe to their clothing while pursuing managerial careers.

An interview‐based qualitative approach is adopted for describing the meanings that the United Arab Emirates national women managers give to their clothing.

This paper identifies multiple coexisting identities in Arab women pursuing managerial careers. While the contradiction is found in the identity as a woman and as a manager, the normative dimensions of identity formation such as being a Muslim and an Emirati serve as enhancing for women's gendered managerial identity.

The value of this paper is twofold: first, contributes to the knowledge of the topic of Arab women in management which is understudied in academia; second, it particularly sheds light how women managers meaningfully use symbols, such as dress, to construct and perform gender realities in a career context.